Questions and Answers
What is the Four-Fifths Rule in relation to selection ratios?
A hostile environment can avoid liability if the organization exercises reasonable care to prevent and correct sexually harassing behavior.
True
What must an organization do if they receive a complaint of sexual harassment?
Investigate the complaint quickly and take necessary action.
The Family Medical Leave Act entitles eligible employees to a minimum of __ weeks of unpaid leave each year.
Signup and view all the answers
Which of the following is an exception to job-related testing?
Signup and view all the answers
What can an organization do to limit contact between two parties involved in a harassment complaint?
Signup and view all the answers
Under the Family Medical Leave Act, employers can discriminate against employees for any national origin.
Signup and view all the answers
What is a requirement for employers regarding the severity of punishment for violating harassment policies?
Signup and view all the answers
What does the Four-Fifths Rule indicate?
Signup and view all the answers
Quid Pro Quo Harassment means that an organization will always be liable.
Signup and view all the answers
What must an organization do to correct sexually harassing behavior?
Signup and view all the answers
The Family Medical Leave Act entitles eligible employees to a minimum of ____ weeks of unpaid leave each year.
Signup and view all the answers
What can an employer do legally concerning national security?
Signup and view all the answers
Which of the following is a reason an employee can take leave under the Family Medical Leave Act?
Signup and view all the answers
Which of the following statements about veteran's preference rights is true?
Signup and view all the answers
Study Notes
Practical Significance of Sexual Harassment Policies
- Sexual comments or improper touching towards a male can constitute harassment.
- The Four-Fifths Rule states that if the selection ratio for one group (e.g., females) is less than 80% of another group (e.g., males), adverse impact is present.
- It's essential to use percentages for assessing hiring outcomes rather than raw numbers; for instance, a hiring percentage of 50% for males necessitates at least 40% for females.
Organizational Liability for Sexual Harassment
- Organizations are always liable for quid pro quo harassment.
- In hostile environment cases, liability can be mitigated if the organization demonstrates reasonable care to prevent and correct harassment promptly.
Job-Related Requirements for Testing
- To prove a requirement is job-related, it must measure a skill necessary for effectively performing the job.
- Valid testing procedures can be used even if they result in adverse impact, provided that alternative valid tests exist with lesser adverse effects.
Bona Fide Seniority System and National Security
- Organizations may utilize a bona fide seniority system to favor employees with more seniority during promotions or layoffs.
- National security can justify legal discrimination against specific national origins, such as barring Russians from defense-related jobs.
Family Medical Leave Act (FMLA) Provisions
- FMLA entitles eligible employees to a minimum of 12 weeks of unpaid leave annually for various reasons, including childbirth, adoption, serious health conditions of family members, or the employee’s own health issues.
- The law allows up to 26 weeks of unpaid leave for family members to care for a service member with serious health needs.
Practical Significance of Sexual Harassment Policies
- Sexual comments or improper touching towards a male can constitute harassment.
- The Four-Fifths Rule states that if the selection ratio for one group (e.g., females) is less than 80% of another group (e.g., males), adverse impact is present.
- It's essential to use percentages for assessing hiring outcomes rather than raw numbers; for instance, a hiring percentage of 50% for males necessitates at least 40% for females.
Organizational Liability for Sexual Harassment
- Organizations are always liable for quid pro quo harassment.
- In hostile environment cases, liability can be mitigated if the organization demonstrates reasonable care to prevent and correct harassment promptly.
Job-Related Requirements for Testing
- To prove a requirement is job-related, it must measure a skill necessary for effectively performing the job.
- Valid testing procedures can be used even if they result in adverse impact, provided that alternative valid tests exist with lesser adverse effects.
Bona Fide Seniority System and National Security
- Organizations may utilize a bona fide seniority system to favor employees with more seniority during promotions or layoffs.
- National security can justify legal discrimination against specific national origins, such as barring Russians from defense-related jobs.
Family Medical Leave Act (FMLA) Provisions
- FMLA entitles eligible employees to a minimum of 12 weeks of unpaid leave annually for various reasons, including childbirth, adoption, serious health conditions of family members, or the employee’s own health issues.
- The law allows up to 26 weeks of unpaid leave for family members to care for a service member with serious health needs.
Studying That Suits You
Use AI to generate personalized quizzes and flashcards to suit your learning preferences.
Description
This quiz explores the practical significance of gender behavior, focusing on sexual comments and inappropriate touching in male-male interactions. It also covers the Four-Fifths Rule and its implications on selection ratios. Understand the effect of adverse impact on workplace dynamics related to gender.
