31 to defend itself against a violation of the four fifths rule a firm must demonstr 4351384

31.To defend itself against a violation of the four-fifths rule, a firm must demonstrate that the procedure in question is a(n):

a.business necessity.

b.reasonable accommodation.

c.authentic characteristic.

d.traditional characteristic.

32.A ____ case of sex discrimination can be established if the court determines that an employer’s hiring rate for women workforce is less than four-fifths of the hiring rate for men.

a.disparate impact

b.disparate treatment

c.prima facie

d.mixed-motive

33.Employment criteria must directly relate to a prospective employee’s ability to perform the job effectively to be justified as a:

a.business necessity.

b.reasonable accommodation.

c.prima facie case.

d.mixed-motive case.

34.____ is defined as any practice without business justification that has unequal consequences for people of different groups.

a.Disparate impact

b.Disparate treatment

c.Affirmative action

d.Remedial action

35.____ is defined as treating people unfairly based on their membership in a protected group.

a.Disparate treatment

b.Disparate impact

c.Affirmative action

d.Remedial action

36.A(n) ____ is a written statement that specifies how the organization plans to increase the utilization of targeted groups.

a.reasonable accommodation plan

b.remedial action plan

c.affirmative action plan

d.utilization plan

37.Which of the following is not an element of an affirmative action plan?

a.Goal

b.Action step

c.Appraisal

d.Timetable

38.Which of the following should be carried out before developing a remedial plan during affirmative action implementation?

a.Remedial analysis

b.Utilization analysis

c.Strategic analysis

d.Quota analysis

39.An affirmative action plan ____ specifies the percentage of protected group representation it seeks to reach.

a.goal

b.timetable

c.strategy

d.reach

40.Which of the following is not an example of an action step in an affirmative action implementation?

a.Meet with protected group employees to request suggestions.

b.Review current selection and promotion procedures to determine job relatedness.

c.Design and implement a career counseling program for lower-level employees.

d.Install a more subjective performance appraisal system.

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