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SHRM-CP WORKPLACE Questions - Part 27
1. How would an organization best defend against a claim of adverse impact?
A) By demonstrating work-related requirements
B) By showing reasonable cause for the action
C) By developing a preferential quota system
D) By using a reverse discrimination defense
2. Which is a key provision of the Older Workers Benefit Protection Act (OWBPA) of 1990?
A) Benefits provided under a bona fide employee benefit plan are included in the requirements of the law.
B) Benefits offered to older workers must be equal to those offered to younger workers.
C) Benefits offered to older workers need not be equal to those offered to younger workers.
D) Older workers have 15 days to revoke a voluntary retirement agreement.
3. Which statement is correct under the Americans with Disabilities Act?
A) Rehabilitated and current users of illegal drugs are excluded by the law.
B) Employers must develop affirmative action plans for candidates with disabilities.
C) Preemployment medical examinations may be required before a job offer is extended.
D) Accommodation is not required if it results in undue hardship for the organization.
4. What procedural document outlines the requirements that an employer needs to follow in order to show that it does not discriminate in its hiring process?
A) Pregnancy Discrimination Act
B) Title VII, Civil Rights Act
C) Uniform Guidelines on Employee Selection Procedures
D) Executive Order 11246
5. U.S. Compensation Laws An HR director is tasked with the fiduciary duty for the organization's retirement plan. What action best describes this obligation?
A) Making end-of-service calculations for members of the plan who have been terminated
B) Providing a minimum wage for all workers regardless of their plan participation
C) Acting in the best interest of the employees who participate in the plan
D) Providing employees with retirement pension benefits via government or private sources
A) By demonstrating work-related requirements
B) By showing reasonable cause for the action
C) By developing a preferential quota system
D) By using a reverse discrimination defense
2. Which is a key provision of the Older Workers Benefit Protection Act (OWBPA) of 1990?
A) Benefits provided under a bona fide employee benefit plan are included in the requirements of the law.
B) Benefits offered to older workers must be equal to those offered to younger workers.
C) Benefits offered to older workers need not be equal to those offered to younger workers.
D) Older workers have 15 days to revoke a voluntary retirement agreement.
3. Which statement is correct under the Americans with Disabilities Act?
A) Rehabilitated and current users of illegal drugs are excluded by the law.
B) Employers must develop affirmative action plans for candidates with disabilities.
C) Preemployment medical examinations may be required before a job offer is extended.
D) Accommodation is not required if it results in undue hardship for the organization.
4. What procedural document outlines the requirements that an employer needs to follow in order to show that it does not discriminate in its hiring process?
A) Pregnancy Discrimination Act
B) Title VII, Civil Rights Act
C) Uniform Guidelines on Employee Selection Procedures
D) Executive Order 11246
5. U.S. Compensation Laws An HR director is tasked with the fiduciary duty for the organization's retirement plan. What action best describes this obligation?
A) Making end-of-service calculations for members of the plan who have been terminated
B) Providing a minimum wage for all workers regardless of their plan participation
C) Acting in the best interest of the employees who participate in the plan
D) Providing employees with retirement pension benefits via government or private sources
1. Right Answer: A
Explanation: There are some exceptions to Title VII of the Civil Rights Act. According to the work-related requirements exception under Title VII, an employer may be able to defend a practice that has a disparate impact on a class of people if it is job-related and required by business necessity.
2. Right Answer: B
Explanation: OWBPA provides that benefits offered to older workers must be equal to those offered to younger workers.
3. Right Answer: D
Explanation: Employers are not required to make accommodations that result in undue hardship. Current users of illegal drugs are excluded by the law, but rehabilitated drug users are not. Preemployment medical examinations may be required after a job offer is extended. There is no requirement to develop affirmative action plans for candidates with disabilities.
4. Right Answer: C
Explanation: The Uniform Guidelines cover all aspects of the selection process, including recruiting, testing, interviewing, and performance appraisals. Its purpose is to assist employers in complying with federal regulations against discrimination. The other choices set forth the law but do not assist employers in complying with it.
5. Right Answer: C
Explanation: A fiduciary duty (or fiduciary obligation) implies a legal obligation of one party to act in the best interest of another. The obligated party is typically referred to as a 'fiduciary' (e.g., an individual or party entrusted with the care of money or property).
Explanation: There are some exceptions to Title VII of the Civil Rights Act. According to the work-related requirements exception under Title VII, an employer may be able to defend a practice that has a disparate impact on a class of people if it is job-related and required by business necessity.
2. Right Answer: B
Explanation: OWBPA provides that benefits offered to older workers must be equal to those offered to younger workers.
3. Right Answer: D
Explanation: Employers are not required to make accommodations that result in undue hardship. Current users of illegal drugs are excluded by the law, but rehabilitated drug users are not. Preemployment medical examinations may be required after a job offer is extended. There is no requirement to develop affirmative action plans for candidates with disabilities.
4. Right Answer: C
Explanation: The Uniform Guidelines cover all aspects of the selection process, including recruiting, testing, interviewing, and performance appraisals. Its purpose is to assist employers in complying with federal regulations against discrimination. The other choices set forth the law but do not assist employers in complying with it.
5. Right Answer: C
Explanation: A fiduciary duty (or fiduciary obligation) implies a legal obligation of one party to act in the best interest of another. The obligated party is typically referred to as a 'fiduciary' (e.g., an individual or party entrusted with the care of money or property).
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