Human Resources Quiz

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| By Anna58smith
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Anna58smith
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Questions: 10 | Attempts: 352

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Human Resources Quiz - Quiz

Would you like to play a human resources quiz we have made for you? There are different laws that govern human resource management, and it is important for everyone who is looking for a future career in this field to understand them and their repercussions. The quiz below is designed to test your understanding of the legal environment of human resources. Give it a try and get to refresh your memory. All the best!


Questions and Answers
  • 1. 

    This is a circumstance in which an organization can legitimately treat members of different groups differently:

    • A.

      Disparate treatment

    • B.

      Business necessity

    • C.

      Bona fide occupational qualification

    • D.

      Four-fifths rule

    Correct Answer
    C. Bona fide occupational qualification
    Explanation
    A bona fide occupational qualification refers to a specific requirement that is necessary for performing a particular job. In certain circumstances, an organization can treat members of different groups differently if it can be proven that the differential treatment is necessary for the job in question. This exception is based on the principle that certain characteristics or qualifications are essential for the effective performance of a specific role, and therefore, it is legitimate to differentiate based on those qualifications.

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  • 2. 

    This is a test that is the basis for establishing for prima facie case named for a Supreme Court ruling.

    • A.

      Pattern or Practice Test

    • B.

      Employer defense test

    • C.

      McDonald-Douglas Test

    • D.

      Geographical comparison test

    Correct Answer
    C. McDonald-Douglas Test
    Explanation
    The McDonald-Douglas Test is a test used to establish a prima facie case in employment discrimination lawsuits. It is named after the Supreme Court case, McDonnell Douglas Corp. v. Green. This test requires the plaintiff to show that they belong to a protected class, that they were qualified for the position they applied for, that they were rejected despite their qualifications, and that the employer continued to seek applicants with similar qualifications. If the plaintiff can establish these elements, the burden then shifts to the employer to provide a legitimate, non-discriminatory reason for their decision.

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  • 3. 

    This question deals with Sexual Harassment at Work. This is sexual harassment in which the harasser offers to exchange something of value for sexual favors. We discussed this in class, Hint: Silence of the Lambs.

    • A.

      Hostile work environment

    • B.

      Sexual harassment

    • C.

      Harris harassment case

    • D.

      Quid pro quo harassment

    Correct Answer
    D. Quid pro quo harassment
    Explanation
    Quid pro quo harassment refers to a type of sexual harassment where the harasser offers something in return for sexual favors. This can create a hostile work environment and is considered a form of sexual harassment. The reference to "Silence of the Lambs" in the hint may be alluding to a famous example of quid pro quo harassment depicted in the movie.

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  • 4. 

    Unsatisfactory-correctable interview candidates are paid higher than other employees.

    • A.

      True

    • B.

      False

    Correct Answer
    B. False
    Explanation
    The statement "Unsatisfactory-correctable interview candidates are paid higher than other employees" is false. The term "unsatisfactory-correctable" implies that these candidates did not initially meet the expected standards but can improve with corrective measures. It is unlikely that such candidates would be paid higher than other employees who were already satisfactory from the beginning. Typically, higher pay is reserved for employees who have demonstrated exceptional skills, experience, or performance.

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  • 5. 

    When an interview can be corrected, it is defined as an unsatisfactory-correctable interview.

    • A.

      True

    • B.

      False

    Correct Answer
    A. True
    Explanation
    An interview can be considered unsatisfactory-correctable when it has some flaws or shortcomings but can still be improved or rectified. This means that although the interview may not have met all the expectations or requirements initially, there is potential for it to be corrected and made satisfactory through further actions or adjustments. Therefore, the statement "When an interview can be corrected, it is defined as an unsatisfactory-correctable interview" is true.

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  • 6. 

    The Age Discrimination and Employment Act was first passed in 1967.

    • A.

      True

    • B.

      False

    Correct Answer
    A. True
    Explanation
    The Age Discrimination and Employment Act was indeed first passed in 1967. This act prohibits age discrimination against individuals who are 40 years or older in employment settings. It aims to protect older workers from unfair treatment based on their age and ensures equal opportunities for employment and advancement.

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  • 7. 

    The Age Discrimination and Employment Act was later amended in _____.

    • A.

      1986

    • B.

      1987

    • C.

      1988

    • D.

      1999

    Correct Answer
    A. 1986
    Explanation
    The Age Discrimination and Employment Act was later amended in 1986. This means that changes were made to the Act in that year, likely to update and improve the protections against age discrimination in the workplace. The amendment may have included new provisions or clarified existing ones to ensure fair treatment of employees regardless of their age.

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  • 8. 

    When an employee compares his pay with the pay of a person in the same position in a company, it is called external equity.

    • A.

      True

    • B.

      False

    Correct Answer
    A. True
    Explanation
    External equity refers to the practice of comparing an employee's pay with the pay of individuals in similar positions in other companies. In this scenario, the question states that the employee is comparing their pay with someone in the same position within their own company. This aligns with the definition of external equity, making the statement true.

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  • 9. 

    The exploration stage is considered from the age

    • A.

      35 to 45

    • B.

      20 to 30

    • C.

      10 to 15

    • D.

      15 to 24

    Correct Answer
    D. 15 to 24
    Explanation
    The exploration stage is typically considered to occur between the ages of 15 to 24. This is a period in which individuals are often exploring their identity, values, and goals. It is a time of self-discovery and experimentation, as young people transition from adolescence to adulthood. During this stage, individuals may engage in activities such as education, career exploration, and forming intimate relationships. Therefore, the age range of 15 to 24 is commonly associated with the exploration stage of development.

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  • 10. 

    Prohibits discrimination based on disability and all aspects of the employment relationship, such as job application procedures, hiring, firing, promotion, and compensation.

    • A.

      Pregnancy Discrimination Act of 1979

    • B.

      Civil Rights Act of 1991

    • C.

      Americans with Disabilities Act of 1990

    • D.

      Equal Pay Act.

    Correct Answer
    C. Americans with Disabilities Act of 1990
    Explanation
    The Americans with Disabilities Act of 1990 prohibits discrimination based on disability in all aspects of the employment relationship, including job application procedures, hiring, firing, promotion, and compensation. This legislation ensures that individuals with disabilities have equal opportunities in the workplace and are not discriminated against based on their disability status.

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