Quiz On EEO Investigator Certification Test! Trivia

5 Questions | Total Attempts: 109

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Quiz On EEO Investigator Certification Test! Trivia - Quiz

Below is a trivia Quiz on the EEO Investigator Certification Test is perfect for anyone who is looking to be a certified officer and is willing to go above and beyond to get the certificate to practice. How about you give it a shot and get to see how much practice you need to get your top desired marks. All the best!


Questions and Answers
  • 1. 
    Module 2Scenario 1 Complainant files a complaint alleging she has been discriminated against on the basis of her race.  She believes that her supervisor does not like her and as a result treats her unfairly.  Is there sufficient information for Complainant to proceed with a complaint?  If not, what information is missing?  Explain. 
    • A. 

      No. There is not sufficient information to proceed.

    • B. 

      Yes. There is sufficient information to proceed.

  • 2. 
    Module 2Scenario 2 Complainant files a complaint alleging she has been discriminated against when she received a “Minimally Successful” rating on her 2007 performance review. Is there sufficient information for Complainant to proceed with a complaint?  If not, what information is missing?  Explain. 
    • A. 

      No. There is not sufficient information to proceed.

    • B. 

      Yes. There is sufficient information to proceed.

  • 3. 
    Case Study A:  Whether or not the Complainant, Aidan Bryant was subjected to discrimination on the basis of his age ( DOB: 8-29-48) when he was not selected for the GS-14 Analyst position advertised under Vacancy Announcement No. AGY-BOC-A-2008-0001.    
    • A. 

      Claim: Non-hire for the GS-14 Analyst position. Basis: Age (DOB: 8-29-48)

    • B. 

      Claim: Non-selection for the GS-14 Analyst position Basis: 8-29-48

    • C. 

      Claim: Non-selection for the GS-14 Analyst position. Basis: Age (DOB: 8-29-48)

  • 4. 
    Case Study B: Whether Complainant, Marie Brown was subjected to a pattern of discrimination, harassment (non-sexual) and a hostile work environment on the bases of her race (Black), sex (female), physical disability (sleep apnea, obesity), when on September 19, 2007, Complainant requested a reasonable accommodation to assist in her duties but it was not granted, and was placed on Performance Improvement Plan (PIP).
    • A. 

      Claim: Placement on a PIP Basis: Race (Black), Sex (Female), Mental disaiblity

    • B. 

      Claim: Denial of reasonable accommodation and placement on PIP. Basis: Race (Black), sex (Female), and Disability (physical – sleep apnea, obsesity).

    • C. 

      Claim: Denial of reasonable accomodation Basis: Race (Black), sex (Female), and Disability (physical – sleep apnea, obsesity).

  • 5. 
    Case Study C: Whether or not the Complainant,  Paddington Reed was subjected to retaliation when on January 1, 2009, she received a “minimally successful” rating on her 2008 performance review.  
    • A. 

      Claim: Minimally successful performance rating. Basis: Retailation.

    • B. 

      Claim: Retaliation Basis: Retailation.

    • C. 

      Claim: Minimally successful performance rating. Basis: Unknown

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