Test Bank For Human Resource Management Leslie Rue 11th Edition

1.

The Equal Employment Opportunity Commission (EEOC) has the power to file a lawsuit against an employer for the violation of any of the laws it administers. 
 
True    False

2.

Employers with 10 or more employees must annually file the Employer Information Report, EEO-1. 
 
True    False

3.

In an employment discrimination case, the Equal Employment Opportunity Commission (EEOC) will attempt to conciliate an agreement between a charging party and the employer if the EEOC’s investigation finds reasonable cause that discrimination has occurred. 
 
True    False

4.

If the Equal Employment Opportunity Commission (EEOC) does not file a lawsuit in a civil rights case, the person bringing the discrimination charge has no recourse and cannot prevail in the dispute.  
True    False

5.

In the context of the Equal Employment Opportunity Commission (EEOC) determining whether or not discrimination against a protected group exists in an organization, the relevant labor market is taken to be the geographic region from which the organization recruits potential employees. 
 
True    False

6.

If the Equal Employment Opportunity Commission (EEOC) decides to file a lawsuit on behalf of a charging party in an employment discrimination case, it issues a right-to-sue letter to the respondent. 
 
True    False

7.

Concentration refers to the situation in which the proportion of minorities and women employed by an organization equals the proportion in the organization’s relevant labor market. 
 
True    False

8.

Occupational parity refers to the situation in which fewer minorities or females are present in a particular job category than would reasonably be expected when compared to their presence in the relevant labor market. 
 
True    False

9.

Employment parity occurs when the proportion of minorities and women employed by an organization is greater than their representation in the relevant labor market. 
 
True    False

10.

Affirmative action plans are monitored by the Office of Federal Contract Compliance Programs (OFCCP). 
 
True    False

11.

The bona fide occupational qualification (BFOQ) permits employers to use religion, age, sex, or national origin as a factor in their employment practices when it is reasonably necessary to the normal operation of that particular business. 
 
True    False

12.

When business necessity is established, an employer can exclude all persons who do not meet specifications regardless of whether the specifications have an adverse impact on a protected group. 
 
True    False