1.Which of the following statement(s) about reference checks is true? Multiple C
ID: 397533 • Letter: 1
Question
1.Which of the following statement(s) about reference checks is true?
Multiple Choice
Employers do not have an affirmative duty to respond to a reference inquiry.
Failure to complete reference checks will not lead to liability for negligent hiring.
The law mandates that reference checks be conducted in person, not over the phone or by letters.
The law prohibits employers from checking the credit history, military service, and discharge status of an applicant.
2. The management of Davis & Co. is trying to determine the nature of work associated with the various jobs that it undertakes. It is also estimating the knowledge, skills, and abilities that potential candidates should possess to do that work. The management of Davis & Co. is conducting a
Multiple Choice
job reflection.
job analysis.
job recording.
job rotation.
3. Which of the following is not an example of a valid physical ability test?
Multiple Choice
Oak County Fire Department requires applicants for entry-level firefighter positions to climb a Fire Department ladder as part of the application process.
Miller TV station requires applicants for an available position as sports reporter to attempt as many sit-ups as possible in one minute.
Idea Inc.'s cafeteria is a mile apart from its office building. Thus, it hires job applicants who are able to walk that distance since serving that far away is one of their bona fide job duties.
Wilson news channel requires its applicants to be able to stand on their feet for the time an average news report takes place.
4. Which of the following statements about HIV/AIDS in regard to the workplace is valid?
Multiple Choice
An HIV test determines the HIV status of an individual as of the day of the examination.
An HIV-positive employee or applicant is protected by both the federal Vocational Rehabilitation Act and the Americans with Disabilities Act.
The law mandates an HIV test for all positions in a federal organization.
An employer can take an adverse employment action against an employee merely based on the knowledge that the individual is HIV-positive.
5.
Which of the following is false with regard to performance appraisals?
Multiple Choice
They may have a discriminatory effect when used properly.
They are used to identify characteristics that are important for employees to keep in line with the goals of organizations.
They are used to ensure employers keep employees who perform poorly while using the appraisals to help correct any issues related to the work.
An employer might be liable for giving a negative reference even when it is based on a valid performance evaluation.
6. Jung, an Asian male employed as a project manager, receives his first performance appraisal. In the appraisal his supervisor states, “Compared to the other project managers, Jung falls below expectations in the performance of his job duties. He missed four out of six deadlines in the past year without justification. He needs to improve his time management skills.” If the performance appraisal is reasonable and truthful, it subjects the employer to:
Multiple Choice
no liability, as this is just a case of disparate impact discrimination, which is not as severe as a case of disparate treatment.
a claim of failure to provide reasonable accommodation to an employee who is a member of a protected group.
a claim of bona fide occupational qualification under Title VII off the Civil Rights Act of 1964.
no liability, because the appraisal is not based on attributes such as national origin, age, or accent.
Explanation / Answer
1. The law mandates that reference checks be conducted in person, not over the phone or by letters.
Reference checks needs to be conducted over person and not over letters or calls.
2. Job Analysis
It is the study of the details regarding the job and the skill, knowledge and abilities required.
3. Miller TV station requires applicants for an available position as sports reporter to attempt as many sit-ups as possible in one minute.
The job of a reporter does not require sit ups.
5. They are used to identify characteristics that are important for employees to keep in line with the goals of organizations.
6. no liability, because the appraisal is not based on attributes such as national origin, age, or accent
Performance is considered as the only parameter, hence the employer does not possess any liability.
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