Before bringing any employment discrimination suit, you are legally required to have been fired. Quitting your job automatically nullifies all discrimination claims. True False
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- There isn't a said law that prevent against recruitmtechniques result in the exclusion of women or a racial group from consideration for employment opportunities? If groups are excluded, wouldn't the practice potentially give rise to a claim of disparate impact?Which discrimination policy is practically and legally the best for this company? (policy A, B, C, or D): CREATIVECOUNT is an accounting services firm which operates in all 50 states and has over 10,000 employees. You are the HR Director and are evaluating the following alternative policies and will compose a policy which is legally and practically better than any of the following alternatives.A. CREATIVECOUNT Proposed Policy One: Since CREATIVECOUNT values its employees and its reputation for providing world-class accounting services, it has adopted a continuous improvement evaluation and layoff policy. Each year, you will be evaluated by your immediate supervisor on the basis of your knowledge, skills and performance. If you score below expectations, you may appeal your supervisor’s evaluation to your supervisor’s manager. In the event that layoffs are necessary, they will be based on an employee’s most recent evaluation. B. CREATIVECOUNT Proposed Policy Two: Since…True or False 1. According to the employment at will principle, employers may dismiss their employees whenever they desire, for good or no cause, even for morally wrong causes. 2. Discrimination in employment must involve a decision against employees that is not based on individual merit. 3. Institutional discrimination is discrimination that is the result of the actions of all or many people in an institution and of their routine processes and policies.
- Your employer penalizes you for not working overtime because you are pregnant, but hecannot prove that overtime requirement is necessary. Your employer may be subjectedto:A. Direct discriminationB. Indirect discriminationC. Discrimination by means of victimizationD. B & CE. None of the aboveWhich discrimination policy is legally and practically the best for this company (policy A, B, C, or D)?: NEWAGE is an entertainment agency which exclusively represents politically progressive Hollywood stars. You are the HR Director and are evaluating the following alternative policies and will compose a policy which is legally and practically better than any of the following alternatives.A. NEWAGE Proposed Policy One: NEWAGE’s reputation as the premier provider of entertainment industry representation to the stars is dependent on the quality of its employees. To retain and grow its reputation, it has adopted the following criteria which are to be equally weighted and scored on a 1-10 scale for each applicant, with the highest scoring applicant being offered the job first and then sequentially down the line if applicants reject the job offer:1. Fitness for the position and with NEWAGE coworkers.2. Professional appearance in accordance with industry standards.3. Level of…1. Which one is not an argument against discrimination? a. Utilitarian argument b. Justice argument c. Rights argument d. Affirmative action argument 2. Discriminatory employment decisions, according to Velasquez, are decisions affecting job placement.............................. a. that are not based on merit. b. that derive from negative stereotypes, biases, or other unjustified attitudes. c. that have harmful negative impact on those selected against. d. none of the above
- Can employers lawfully consider race or gender when making hiring or promotion decisions? If so, may it only be used to remedy identified past discrimination?If there was a case where an employee was told that her chances of promotion would increase if she "walk more femininely, talk more femininely, dress more femininely, wear make-up, have her hair styled, and wear jewelry." Would this qualify as discrimination based on sex under Title VII?In 1975, a business changed its policy to begin hiring women. Assume the business implements a policy in 1985 that only those employees who have been with the company since 1970 may be promoted to upper level management. Does this violate equal employment opportunity? a. No, this is a bona fide occupational qualification. b. Yes, this violates the Equal Pay Act of 1963. c. Yes, this violates the Civil Rights Act of 1964. d. No, this is a business necessity.
- Family Business Topic: Compensation/Discrimination Characters: Jane, Manager, Payroll Department for R&S Electronic Service Company Brad, Owner of 1tdcS Electronic Service Company Eddie, General Manager Greg, Service Technician and Eddies brother Jane has just been hired as the head of the Payroll Department at R&S Electronics Service Company, a firm of 75 employees. She was hired by Eddie, the General Manager of the company, who informed her of the need for maintaining strict confidentiality regarding employee salaries and pay scales. He also informed her that he fired the previous Payroll Department head for breaking that confidentiality by discussing employees’ salaries. She was also formally introduced to Brad, the owner, who told her to see him if she has any questions or problems. Both Brad and Eddie made her feel welcome. After three months of employment, Jane begins to wonder why Greg makes so much more in commissions than the other service technicians. She…In 2004, Wal-Mart was sued when an employee with prior criminal convictions for sexually-based offenses was accused of sexually assaulting young girls during his working hours. A background check with previous employers would have revealed the employee's conviction records. But Wal-Mart did not begin background checks until a year after the employee was imprisoned. The lawsuit was an example of a(n) _____ lawsuit. A. adverse impact B. disparate treatment C. affirmative action D. negligent hiring E. employer responsibilityUnder the Age Discrimination in Employment Act (ADEA), employers are prohibited from discriminating against employees on the basis of their age once an employee has reached age 45. Group startsTrue or False True, unselectedFalse, unselected