Human Resources Quiz

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.