Legal Environment of Human Resource Management MCQs
Legal Environment of Human Resource Management MCQs
Welcome to MCQss.com, your comprehensive resource for multiple-choice questions on the Legal Environment of Human Resource Management (HRM). This page is dedicated to enhancing your understanding of the legal aspects and regulatory framework that govern HRM practices.
Explore a comprehensive collection of multiple-choice questions on the Legal Environment of Human Resource Management (HRM). Gain insights into employment laws, regulations, and ethical considerations. Prepare for exams, interviews, and assessments with our interactive HRM MCQs.
These Legal Environment of Human Resource Management multiple-choice questions and their answers will help you strengthen your grip on the subject of Legal Environment of Human Resource Management. You can prepare for an upcoming exam or job interview with these 30 Legal Environment of Human Resource Management MCQs.
So scroll down and start answering.
1: Adverse employment action is an action such as firings, demotions, schedule reductions, or changes that would _____ the individual employee.
A. Harm
B. Benefit.
C. Advantage
D. None of these
2: A qualification that is absolutely required in order for an individual to be able to successfully do a particular job is known as
A. Adverse employment action
B. Business necessity
C. Compensatory damages
D. Bona fide occupational qualification
3: Which of the correct statements of Business necessity ?
A. What we expect to become as an organization at a particular point in time in the future.
B. When a particular practice is necessary for the safe and efficient operation of the business and when there is a specific business purpose for applying a particular standard
C. A qualification that is absolutely required in order for an individual to be able to successfully do a particular job.
D. Monetary damages awarded by the court that compensate the injured person for losses.
4: Compensatory damages awarded by the court that compensate the ______ for losses
A. Criminal person
B. Culprit person
C. Injured person
D. None of these
5: When an employee is put under such extreme pressure by management that continued employment becomes intolerable is known as
A. Mission statement
B. Objectives
C. Constructive discharge
D. Formalization
6: ______ is a physical or mental impairment that substantially limits one or more major life activities
A. Disability
B. Discrimination
C. Disparate impact
D. Essential functions
7: The act of making distinctions or choosing one thing over another; in HR, it is making distinctions among people is known as
A. Disability
B. Discrimination
C. Disparate impact
D. Essential functions
8: When an officially neutral employment practice disproportionately excludes the members of a protected group is known as
A. Unintentional
B. Unintended
C. Both possibility
D. None of these
9: ______ is intentionally treated differently and the different treatment is based on an individual’s membership in a protected class.
A. Disability
B. Discrimination
C. Disparate impact
D. Disparate treatment
10: Which of the correct statements about Essential functions ?
A. A test used by various federal courts
B. The fundamental duties of the position.
C. The act of making distinctions that harm people
D. Those functions that may be performed on the job
11: A test used by various federal courts, the Department of Labor, and the EEOC to determine whether disparate impact exists in an employment test is known as
A. Four-fifths rule
B. Illegal discrimination
C. Marginal job functions
D. Marginal job functions
12: In Illegal discrimination making distinctions that harm people and that are based on those people’s membership in a protected class.
A. True
B. False
13: When a test for employment is a legitimate measure of an individual’s ability to do the essential functions of a job is known as
A. Four-fifths rule
B. Illegal discrimination
C. Job relatedness
D. Marginal job functions
14: _______ functions that may be performed on the job but need not be performed by all holders of the job
A. Four-fifths rule
B. Illegal discrimination
C. Job relatedness
D. Marginal job functions
15: _____ is a rule of thumb rule used whenever you are contemplating any employment action
A. OUCH test
B. Fitness-for-duty test
C. Interest test
D. None of these
16: Pattern or practice discrimination is a actions over a significant period of time that is intended to deny the rights provided by Title VII of the 1964 CRA to a member of a protected class.
A. Title VII of the 1956 CRA
B. Title VII of the 1971 CRA
C. Title VII of the 1964 CRA
D. None of these
17: Monetary damages awarded by the court that are designed to punish an injuring party that has intentionally inflicted harm on others is known as
A. Punitive damages
B. Race norming
C. Reasonable accommodation
D. Reasonable person
18: Which of the following is an example of quid pro quo harassment ?
A. A professor offers to raise a student's grade in exchange for sexual favors.
B. A professor offers to raise a student's grade in exchange for a positive end of course evaluation.
C. A professor offers to raise a student's grade if a student completes an additional research project.
D. A professor offers to raise a student's grade if the student informs on students who have cheated
19: When different groups of people have different scores designated as “passing” grades on a test for employment.This statement is related for
A. Race norming
B. Reasonable accommodation
C. Reasonable person
D. Sexual harassment
20: _______ an employer to allow someone who is disabled but otherwise qualified to do the essential functions of a job to be able to perform that job.
A. Race norming
B. Reasonable accommodation
C. Reasonable person
D. Sexual harassment
21: In reasonable person seeing the “average” person would look at the situation and its intensity to determine whether the accused person was wrong in their actions..
A. True
B. False
22: A situation where the organization takes an “adverse employment action” against an employee is known as
A. Race norming
B. Reasonable accommodation
C. Reasonable person
D. Retaliation
23: EEOC stands for
A. Equal Employment Opportunity Commission
B. Emergency operations center
C. European Economic Community
D. None of these
24: Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual is known as
A. Race norming
B. Reasonable accommodation
C. Reasonable person
D. Sexual harassment
25: Undue hardship looking at the nature and cost of the accommodation and the overall financial resources of the facility
A. True
B. False
26: ______ is the act of making distinctions or choosing one thing over another; in human resource management, it is making distinctions among people.
A. Undue hardship
B. Disparate impact
C. Discrimination
D. Hostile work environment
E. Divergent thinking
27: .______ is a rule of thumb rule to be used whenever you are contemplating any employment action in order to maintain fairness and equity for all of your employees or applicants.
A. Bona fide occupational qualification (BFOQ)
B. Quid pro quo harassment
C. Four-fifths rule
D. Constructive discharge
E. OUCH test
28: ______ occurs when individuals in similar situations are intentionally treated differently, and the different treatment is based on an individual’s membership in a protected class.
A. Conflict
B. Disparate treatment
C. Disparate impact
D. Essential functions
E. Marginal job functions
29: ______ occurs when a person or group engages in a sequence of actions over a significant period of time that is intended to deny the rights provided by Title VII of the 1964 CRA to a member of a protected class.
A. Conflict
B. Hostile work environment
C. Cohesiveness
D. Constructive discharge
E. Pattern or practice discrimination
30: ______ occurs when a particular practice is necessary for the safe and efficient operation of the business and when there is a specific business purpose for applying a particular standard that may, in fact, be discriminatory.
A. Innovation
B. Essential functions
C. Business necessity
D. Creativity
E. Divergent thinking
31: ______ is a physical or mental impairment that substantially limits one or more major life activities, a record of having such an impairment, or being regarded as having such an impairment.
A. Job relatedness
B. Disability
C. Business necessity
D. Undue hardship
E. Diversity
32: ______ are the fundamental duties of the position.
A. Reasonable accommodation
B. OUCH test
C. Essential functions
D. Reasonable accommodation
E. Four-fifths rule
33: ______ occurs when the level of difficulty for an organization to provide accommodations, determined by looking at the nature and cost of the accommodation and the overall financial resources of the facility, becomes a significant burden on the organization.
A. Illegal discrimination
B. Conflict
C. Adverse employment action
D. Undue hardship
E. Right-to-sue
34: ______ are monetary damages awarded by the court that are designed to punish an injuring party that has intentionally inflicted harm on others.
A. Four-fifths rules
B. Constructive discharges
C. Punitive damages
D. Essential functions
E. Disparate treatments
35: ______ is a notice from the EEOC, issued if it elects not to prosecute an individual discrimination complaint within the agency, that gives the recipient the right to go directly to the courts with the complaint.
A. Right-to-sue
B. Disparate impact
C. Four-fifths rule
D. Marginal job functions
E. Diversity
36: ______ is any action such as a firing, demotion, schedule reduction, or a change that would harm the individual employee.
A. Disparate treatment
B. Hostile work environment
C. Reasonable accommodation
D. Adverse employment action
E. Conflict
37: ______ refers to unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when submission to or rejection of this conduct explicitly or implicitly affects an individual’s employment, unreasonably interferes with an individual’s work performance, or creates an intimidating, hostile, or offensive work environment.
A. Sexual harassment
B. Marginal job functions
C. Conflict
D. Undue hardship
E. Quid pro quo harassment
38: The ______ standard refers to the “average” person who would look at the situation and its intensity to determine whether the accused person was wrong in their actions.
A. OUCH test
B. Four-fifths rule
C. Reasonable person
D. Race norming
E. Bona fide occupational qualification (BFOQ)
List of Legal Environment of ...
Available in:
Legal Environment of Human Resource Management MCQs
