CDR CDR Legal Compliance & EEO 2 — Questions and Answers
Question 1: What is the primary purpose of an Adverse Impact Analysis in recruiting?
- To identify the most costly job postings
- To detect selection procedures that disproportionately screen out protected groups (Correct answer)
- To rank candidates by cultural fit scores
- To measure recruiter productivity
Correct answer: To detect selection procedures that disproportionately screen out protected groups
Adverse impact analysis examines whether selection rates for protected groups fall significantly below those of other groups, signaling potential discrimination in the hiring process.
Question 2: The 4/5ths (80%) rule is used to determine:
- Minimum diversity ratios in job offers
- Whether a selection rate indicates adverse impact (Correct answer)
- The pass rate for CDR certification exams
- The percentage of diverse candidates required in interview pools
Correct answer: Whether a selection rate indicates adverse impact
The 4/5ths rule states that if the selection rate for any protected group is less than 80% of the rate for the group with the highest selection rate, adverse impact may be indicated.
Question 3: Which form do employers with 100+ employees use to report workforce demographic data to the EEOC?
- I-9
- W-4
- EEO-1 (Correct answer)
- AAP-100
Correct answer: EEO-1
The EEO-1 Component 1 report requires employers with 100 or more employees to submit workforce demographic data by race/ethnicity, sex, and job category annually.
Question 4: Under the Genetic Information Nondiscrimination Act (GINA), employers are prohibited from:
- Conducting pre-employment drug tests
- Using genetic information in hiring, firing, or compensation decisions (Correct answer)
- Requesting medical records after a workplace injury
- Asking about family medical history during onboarding
Correct answer: Using genetic information in hiring, firing, or compensation decisions
GINA prohibits employers from using genetic information — including family medical history — when making employment decisions such as hiring, firing, or setting pay.
Question 5: What does 'ban the box' legislation typically require of employers?
- Removing salary history questions from applications
- Delaying criminal history inquiries until later in the hiring process (Correct answer)
- Prohibiting personality assessments
- Requiring diverse interview panels
Correct answer: Delaying criminal history inquiries until later in the hiring process
Ban the box laws require employers to remove the criminal history checkbox from job applications and delay background checks until a conditional offer has been made.
Question 6: Which principle requires that employment tests used for hiring be job-related and consistent with business necessity?
- Due diligence
- Validity (Correct answer)
- Reliability
- Norming
Correct answer: Validity
Validity requires that any employment selection procedure be demonstrably related to the job duties and consistent with business necessity, especially if it produces adverse impact.
CDR CDR Legal Compliance & EEO 2
What is the primary purpose of an Adverse Impact Analysis in recruiting?