Personnel Management
Final Exam
Course Introduction
Personnel Management explores the strategies and processes involved in effectively managing an organizations human resources. This course covers the fundamentals of recruitment, selection, training, performance appraisal, compensation, and employee relations. Students will develop a solid understanding of the policies and practices that promote a productive workplace, encourage employee development, and ensure compliance with labor laws. Emphasis is placed on the practical application of management theories to solve real-world personnel challenges, fostering skills in communication, motivation, and conflict resolution essential for a successful career in human resource management.
Recommended Textbook Employment Law for Business 9th Edition by
Dawn D. Bennett-Alexander
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16 Chapters
800 Verified Questions
800 Flashcards
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Page 2
Chapter 1: The Regulation of Employment
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Sample Questions
Q1) Under the theory of inevitable disclosure,courts:
A) allow an employee to disclose trade secrets of his former employer to a customer. B) prohibit a former employee from working for an employer's competitor if the employer can show that there is imminent threat that a trade secret will be shared.
C) protect government-owned corporations against the practice of whistle blowing. D) require publicly-traded companies to publish all their financial activities at the end of every financial quarter to protect the investors' interests.
Answer: B
Q2) The Civil Rights Act of 1866 applies to all employers,regardless of the number of employees.
A)True
B)False
Answer: True
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Chapter 2: The Employment Law Toolkit: Resources for Understanding
the Law and Recurring Legal Concepts
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50 Verified Questions
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Sample Questions
Q1) A court of appeals can decide to do any or all of the following,except:
A) Remand the case.
B) Affirm the lower court's decision.
C) Hear testimony regarding facts or issues not considered by the trial court.
D) Reverse the lower court's decision.
Answer: C
Q2) Ralph is the defendant in a lawsuit filed by Henry.Ralph's attorney does not believe that there is sufficient evidence to prove a violation of law,and plans to file a motion with the court to resolve the case.Ralph's attorney will most likely file a:
A) motion for summary judgment.
B) motion to compel.
C) motion to dismiss.
D) motion to reverse.
Answer: C
Q3) A district court must follow the decision of a circuit court of appeals in a neighboring jurisdiction.
A)True
B)False
Answer: False
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Chapter 3: Title Vii of the Civil Rights Act of 1964
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Sample Questions
Q1) The U.S.Supreme Court has ruled that the statute of limitations on racial discrimination cases under 42 U.S.C.section 1981 is ________.
A) six years
B) 180 days
C) four years
D) 30 days
Answer: C
Q2) The federal agency with primary responsibility for handling most employment discrimination claims under federal law is the:
A) Federal Civil Rights Agency (FCRA)
B) Department of Justice (DOJ)
C) Equal Employment Opportunity Commission (EEOC)
D) Office of Federal Contract Compliance Programs (OFCCP)
Answer: C
Q3) The EEOC cannot pursue an employer's violations of Title VII unless an employee files a claim.
A)True
B)False
Answer: False
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Page 5
Chapter 4: Legal Construction of the Employment Environment
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Sample Questions
Q1) During the hiring process,an employer may ask whether an applicant will need a reasonable accommodation during the hiring process.
A)True
B)False
Q2) Each of the following can be considered misrepresentation by the employer in an employment process except:
A) withholding bits of information that may be important to the application.
B) misstatements are used to discourage an applicant from applying.
C) a statement that is not false, but creates a false impression.
D) statements about salary and benefits available to employees, even if that information changes before the employee is hired or otherwise qualifies.
Q3) Employer disciplinary systems:
A) must be more punishment-oriented than educational.
B) need not ensure that there is adequate evidence of whatever charge has been made against an employee.
C) must explore whether an employee has received due process.
D) need not provide an employee the opportunity to respond to the charges made against him or her.
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Chapter 5: Affirmative Action
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Sample Questions
Q1) Laketown System Corp.,a federal contractor,chooses not to comply with the affirmative action plan established to increase the representation of women and minorities within its workplace.Which of the following is an implication of noncompliance?
A) Laketown System Corp. cannot be subject to any action for noncompliance as it is a federal contractor.
B) Laketown System Corp. cannot be subject to any action for noncompliance as it is not a voluntary affirmative action plan.
C) Laketown System Corp. can be debarred from further participation in government contracts for noncompliance.
D) Laketown System Corp. can be prohibited from adopting affirmative action plans in the future for noncompliance.
Q2) AlphaOmega Defense is a federal contractor located in Chicago.It has noticed an underrepresentation of women and minorities in middle- and top-level jobs within the company.Should AlphaOmega adopt an affirmative action plan? If so,what should it consider?
Q3) Distinguish between quotas and affirmative action placement goals at the workplace.
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Chapter 6: Race and Color Discrimination
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Sample Questions
Q1) Effective ways of handling racial discrimination in the workplace include all of the following except:
A) provide a positive, nonthreatening, constructive forum for the discussion of racial issues.
B) make sure that there is a top-down message that the workplace will not tolerate race discrimination in any form.
C) downplay the employee's complaint, telling the employee that he or she must be mistaken without performing an investigation.
D) require training in racial awareness and sensitivity for all employees.
Q2) An employer's best response when dealing with an employee's assertion regarding a matter that he or she is unfamiliar with is:
A) "That has not been an issue in the past."
B) "Let me get back to you on that."
C) "You are just being sensitive."
D) "Quit goofing around and get back to work."
Q3) Describe an employer's best approach to avoiding liability for racial harassment in the workplace.
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Chapter 7: National Origin Discrimination
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Sample Questions
Q1) To claim a prima facie case for national origin discrimination,an employee needs to prove that:
A) his or her employer's employment decision caused an adverse employment action to him or her.
B) his or her position was filled by someone who is a member of the same protected class that he or she belongs to.
C) his or her employer's employment decision or action was a business necessity.
D) his or her employer's job requirements exceed his or her qualifications.
Q2) Title VII of the Civil Rights Act of 1964 prohibits discrimination on the basis of citizenship when:
A) citizenship discrimination has the purpose or effect of national origin discrimination.
B) the victim is a citizen of a developed country.
C) the victim is an illegal alien in the United States.
D) citizenship discrimination is the only way to protect positions that are intimately related to the process of self-government.
Q3) Describe what must be shown in order to make a successful Title VII claim of national origin discrimination.
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Chapter 8: Gender Discrimination
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Sample Questions
Q1) Victoria has been employed by TEDCO Inc.for five years.During that time,she has been an exemplary employee,frequently being named employee of the quarter.TEDCO has 150 employees,47 of them female,yet none of its female employees has young children.However,several of its male employees have young children.When Victoria informs Brian,her manager,that she is pregnant,he starts treating her differently even though her work has not been affected by her pregnancy.Brian does not like having pregnant employees on his team and therefore fires Victoria in her sixth month of pregnancy.Victoria finds out later that Brian also fired another employee when she told him she was pregnant.Does Victoria have a valid claim for pregnancy discrimination against TEDCO? Also,is the company's attitude toward women with young children lawful?
Q2) Minnie,a Hispanic employee,is not permitted to interview for a job opening in her company's accounting department,even though she is qualified for the position.Minnie is likely a victim of "gender-plus" discrimination (because she is a Hispanic female).
A)True
B)False
Q3) Describe "gender-plus" discrimination,and the issues that arise as a result of it.Give at least two examples.
Q4) What is gender stereotyping,and how does it result in gender discrimination?
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Chapter 9: Sexual Harassment
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Sample Questions
Q1) Managers investigating sexual harassment claims by an employee should:
A) keep the matter confidential and not notify the alleged harasser until the investigation is completed and the company has decided on the corrective action to be taken.
B) ask the employee to take a sabbatical until the end of the investigation.
C) inform the claimant that the harasser will be notified of the complaint and that the company will not allow the harasser to retaliate against him or her for filing the complaint.
D) ask the claimant to submit valid proof against the alleged harasser before starting the investigation.
Q2) Gail landed a job with the South Chapippie Bulldogs in the Mid-Eastern Basketball Association-a semi-professional league.Two months after beginning the job,she was called into the office of the team owner,Vlad,who told Gail that if she intended to keep her job,she needed to keep him sexually satisfied.When Gail got up to leave,Vlad blocked her passage and tried to force himself on her.It was only when she screamed for help that Vlad let her leave the room.In addition to facing a claim of sexual harassment,what other legal charges could Vlad face?
Q3) Distinguish quid pro quo sexual harassment from hostile environment sexual harassment.
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Page 11
Chapter 10: Sexual Orientation and Gender Identity
Discrimination
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Sample Questions
Q1) Employers must adopt policies accommodating LGBT employees in the workplace.It is the right thing to do,and besides non-LGBT employees don't have any real basis for disagreeing with such a policy.
A)True
B)False
Q2) A person is considered a transgender:
A) only when the person has emotional and sexual attractions toward both sexes at the same time.
B) if the person has an affinity for the same gender but does not feel that his or her body and mind are at odds.
C) if the person feels that his or her physical gender does not match his or her emotional or psychological gender.
D) only if the person has undergone a gender or sexual reassignment surgery.
Q3) The term transgender includes those who may not yet have undergone gender reassignment surgery but are living as the opposite gender.
A)True
B)False
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Page 12
Chapter 11: Religious Discrimination
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Sample Questions
Q1) Unions also have a duty to reasonably accommodate an employee's religious conflict.
A)True
B)False
Q2) Discuss the six factors that will be considered by the courts and the Equal Employment Opportunity Commission in determining whether an employer has successfully borne the burden of reasonably accommodating an employee's religious conflict.
Q3) Which of the following is required of the employer when an employee brings a religious conflict to their attention?
A) Find an accommodation for the employee regardless of the burden or cost to the employer.
B) To accommodate, or attempt to accommodate, the employee's religious conflict unless it creates an undue burden on the employer.
C) To dismiss or ignore the employee's request if the employer believes that accommodating it will be too much of a problem.
D) To convince the employee to drop the matter or face discipline up to and including termination of employment.
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13
Chapter 12: Age Discrimination
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Sample Questions
Q1) Carlton,who is 22 years old,is employed as a security officer at My-T Security Corp.,which is a private firm.The manager of My-T Security intends to retain employees who are older as he feels that they are likely to perform better.He fires Carlton and replaces him with Sandy,who is 54 years old.Which of the following statements is most likely to be true in this case?
A) Carlton will win an age discrimination suit under the ADEA against My-T Security as it is illegal to fire an employee on the basis of age.
B) Carlton cannot file an age discrimination suit against My-T Security as reverse discrimination is not covered under the ADEA.
C) Carlton will win an age discrimination suit under the ADEA against My-T Security as he is a member of the protected class.
D) Carlton cannot file an age discrimination suit against My-T Security under the ADEA as it is applicable only to federal employees.
Q2) When a claim is pretextual,it means that it is the true reason for an action,that there is no underlying motivation.
A)True
B)False
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Page 14
Chapter 13: Disability Discrimination
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Sample Questions
Q1) When dealing with workplace accidents or injury,the failure to meet the appropriate standard of care for avoiding unreasonable risk of harm to others is known as
A) negligence
B) nuisance
C) assault
D) battery
Q2) A person who is substantially limited in performing the unique aspects of a single,specific job will be deemed substantially limited in the major life activity of working.
A)True
B)False
Q3) The requirement of reasonable accommodation for a disabled employee means that an employer must create a new job,modify a full-time position to create a part-time position,or modify the essential functions of the job.
A)True
B)False
Q4) Describe the regulations that protect disabled employees from discrimination in the workplace.
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Chapter 14: The Employees Right to Privacy and Management of Personal Information
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Sample Questions
Q1) An employer has a legitimate interest in monitoring employee e-mail when the purpose is to:
A) ensure that the e-mail system is not being used in ways that offend others.
B) gather marketing data for third parties.
C) gather information related to political and social views sent through e-mails.
D) review e-mail in connection with an unreasonable investigation of possible employee misconduct.
Q2) Candy was fired by Quik2Stop because she stole from the cash register.A police report was filed.A prospective employer called Quik2Stop to ask for a reference and was told that Candy was fired for stealing.In this case,Quik2Stop illegally defamed Candy.
A)True
B)False
Q3) The Electronic Communications Privacy Act permits an employer to monitor an employee's telephone calls when the equipment used for the call is what is used in the ordinary course of business.
A)True
B)False
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Page 16
Chapter 15: Labor Law
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Sample Questions
Q1) The most important difference between public and private collective bargaining is that:
A) federal legislation and most state statutes do not contain the right of public employees to strike.
B) federal employees cannot bargain about the numbers, types, and grades of positions and procedures for performing work or exercising authority.
C) federal employees cannot bargain about the alternatives for employees harmed by management decisions.
D) federal employees alone are allowed to bargain over wages, hours, and benefits, while private employees cannot.
Q2) Which statute established a minimum bill of rights for union members?
A) Wagner Act
B) Norris-LaGuardia Act
C) Landrum-Griffin Act
D) Taft-Hartley Act
Q3) Explain the concept of bargaining in good faith in the context of collective bargaining agreements under the National Labor Relations Act.
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Chapter 16: Selected Employment Benefits and Protections
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Q1) If an employer is considering significant changes to a retirement plan,when must those changes (or potential changes)be communicated to employees and/or plan participants
A) Immediately.
B) When the changes are under serious consideration.
C) After the plan changes are approved.
D) There is no obligation to communicate plan changes to employees or participants.
Q2) Corey,who works as a mechanic,falls off a ladder,breaks his arm,and loses consciousness.Upon returning to the company post-treatment,the company transfers him to a different position.Does the company need to make a report under the Occupational Safety and Health Act (OSHA)? If yes,what are the details to be included in the report? Explain.
Q3) What are the fiduciary standards established by the Employee Retirement Income Security Act (ERISA)?
Q4) If a state child labor law is stricter than the federal law,the federal law supersedes the state law.
A)True
B)False
Q5) Explain the general provisions of the Family and Medical Leave Act (FMLA).
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