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SPHR Questions - Part 86
1. An Affirmative Action Plan must be completed by employers that meet which criteria?
A) Government contractors with contracts of $2,500 or more in a 12-month period
B) Government contractors with 50 or more employees and contracts of $50,000 or more each year
C) Private employers with 25 or more employees
D) Government contractors and subcontractors with contracts of $10,000 or more in a 12-month period
2. Which of the following collects data from employers throughout the United States in order to put this information on its website?
A) Equal Employment Opportunity Commission (EEOC)
B) Bureau of Labor Statistics (BLS)
C) National Labor Relations Act (NLRA)
D) Office of Federal Contract Compliance Programs (OFCCP)
3. Which of the following interview questions is unlawful?
A) Tell me about a time you disagreed with your boss about a course of action.
B) Are you a U.S. citizen?
C) If you were an animal, what kind of animal would you be?
D) Any job offer made will be contingent on a medical exam. Are you willing to undergo one if we offer you the job?
4. Which of the following moves an entire function out of the organization to be handled by a company specializing in the function?
A) Corporate restructuring
B) Outsourcing
C) Payrolling
D) Professional employer organization (PEO)
5. Federal legislation does not specifically prohibit disparate treatment of caregivers, but claims of disparate treatment for employees caring for elders, children, or disabled family members increased 450 percent between 1990 and 2005. On what basis are these claims filed?Each correct answer represents a complete solution. Choose all that apply.(Select 3answers)
A) Americans with Disabilities Act
B) Family Medical Leave Act
C) Dvis-Bacon Act
D) Title VII
A) Government contractors with contracts of $2,500 or more in a 12-month period
B) Government contractors with 50 or more employees and contracts of $50,000 or more each year
C) Private employers with 25 or more employees
D) Government contractors and subcontractors with contracts of $10,000 or more in a 12-month period
2. Which of the following collects data from employers throughout the United States in order to put this information on its website?
A) Equal Employment Opportunity Commission (EEOC)
B) Bureau of Labor Statistics (BLS)
C) National Labor Relations Act (NLRA)
D) Office of Federal Contract Compliance Programs (OFCCP)
3. Which of the following interview questions is unlawful?
A) Tell me about a time you disagreed with your boss about a course of action.
B) Are you a U.S. citizen?
C) If you were an animal, what kind of animal would you be?
D) Any job offer made will be contingent on a medical exam. Are you willing to undergo one if we offer you the job?
4. Which of the following moves an entire function out of the organization to be handled by a company specializing in the function?
A) Corporate restructuring
B) Outsourcing
C) Payrolling
D) Professional employer organization (PEO)
5. Federal legislation does not specifically prohibit disparate treatment of caregivers, but claims of disparate treatment for employees caring for elders, children, or disabled family members increased 450 percent between 1990 and 2005. On what basis are these claims filed?Each correct answer represents a complete solution. Choose all that apply.(Select 3answers)
A) Americans with Disabilities Act
B) Family Medical Leave Act
C) Dvis-Bacon Act
D) Title VII
1. Right Answer: B
Explanation: Answer option B is correct.Government contractors with 50 or more employees and contracts of $50,000 or more each year must complete Affirmative Action Plans. (C) was the original compliance requirement for Title VII and was changed to 15 employees by the EEOA of 1972. The criteria in (D) apply to employers that must comply with theRehabilitation Act and federal contractors that must take affirmative action for all terms and conditions of employment based on executive orders. (A) is not a compliance requirement.Chapter: Workforce Planning and EmploymentObjective: Review Questions
2. Right Answer: B
Explanation: Answer option B is correct.Chapter: Workforce Planning and EmploymentObjective: Strategic Workforce Planning
3. Right Answer: B
Explanation: Answer option B is correct.Any inquiries into an applicant's citizen status must be specific to the requirements of the job. In this example, it is not necessary for the employer to know specifically whether the applicant is a U.S. citizen, but rather, whether the applicant is authorized to work in the United States.Chapter: Workforce Planning and EmploymentObjective: Review Questions
4. Right Answer: B
Explanation: Answer option B is correct.Chapter: Workforce Planning and EmploymentObjective: Strategic Workforce Planning
5. Right Answer: A
Explanation: Answer options D, A, and B are correct.According to guidance published by the EEOC, caregivers are not a protected class, but there are circumstances in which disparate treatment becomes unlawful based on stereotyping prohibited by Title VII, association with disabled individuals prohibited by the ADA, or violations of FMLA caregiving requirements. SeeChapter 4 for more information.Chapter: Workforce Planning and EmploymentObjective: Federal Employment Legislation
Explanation: Answer option B is correct.Government contractors with 50 or more employees and contracts of $50,000 or more each year must complete Affirmative Action Plans. (C) was the original compliance requirement for Title VII and was changed to 15 employees by the EEOA of 1972. The criteria in (D) apply to employers that must comply with theRehabilitation Act and federal contractors that must take affirmative action for all terms and conditions of employment based on executive orders. (A) is not a compliance requirement.Chapter: Workforce Planning and EmploymentObjective: Review Questions
2. Right Answer: B
Explanation: Answer option B is correct.Chapter: Workforce Planning and EmploymentObjective: Strategic Workforce Planning
3. Right Answer: B
Explanation: Answer option B is correct.Any inquiries into an applicant's citizen status must be specific to the requirements of the job. In this example, it is not necessary for the employer to know specifically whether the applicant is a U.S. citizen, but rather, whether the applicant is authorized to work in the United States.Chapter: Workforce Planning and EmploymentObjective: Review Questions
4. Right Answer: B
Explanation: Answer option B is correct.Chapter: Workforce Planning and EmploymentObjective: Strategic Workforce Planning
5. Right Answer: A
Explanation: Answer options D, A, and B are correct.According to guidance published by the EEOC, caregivers are not a protected class, but there are circumstances in which disparate treatment becomes unlawful based on stereotyping prohibited by Title VII, association with disabled individuals prohibited by the ADA, or violations of FMLA caregiving requirements. SeeChapter 4 for more information.Chapter: Workforce Planning and EmploymentObjective: Federal Employment Legislation
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