Equal Employment Opportunity and Workplace Diversity Flashcards
7 cards from real Civil Service Supervisor Exam practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Equal Employment Opportunity and Workplace Diversity flashcards as text
Which federal law prohibits employment discrimination based on race, color, religion, sex, or national origin for employers with 15 or more employees?
Answer: The Civil Rights Act of 1964, Title VII
Title VII of the Civil Rights Act of 1964 is the primary federal law prohibiting workplace discrimination based on race, color, religion, sex, or national origin.
Under EEO law, which of the following best defines 'disparate impact' discrimination?
Answer: A neutral policy that disproportionately and adversely affects members of a protected group
Disparate impact occurs when a facially neutral employment policy or practice has a disproportionate adverse effect on a protected group, regardless of intent.
A civil service supervisor notices that only applicants from a specific ethnic background are failing a written exam for promotion. What should the supervisor do first?
Answer: Review whether the exam has been validated as job-related and consistent with business necessity
When a selection tool produces adverse impact, the supervisor must determine whether the exam is validated as job-related and consistent with business necessity to avoid disparate impact discrimination.
Which agency is primarily responsible for enforcing federal EEO laws in the workplace?
Answer: The Equal Employment Opportunity Commission (EEOC)
The EEOC is the primary federal agency responsible for enforcing laws that prohibit employment discrimination.
Which of the following is NOT a protected class under Title VII of the Civil Rights Act of 1964?
Answer: Sexual orientation
Title VII originally did not include sexual orientation as a protected class; however, the Supreme Court's 2020 Bostock decision extended Title VII protections to sexual orientation and gender identity.
A supervisor with a sincere religious belief refuses to grant a religious accommodation request from a subordinate. Under EEO law, when is this refusal legally justified?
Answer: When granting the accommodation would cause undue hardship to the organization
Under Title VII, an employer must provide a religious accommodation unless doing so would cause undue hardship, defined as more than a minimal burden on the employer.
What is the standard time limit within which an employee must file an EEO complaint with the EEOC after an alleged discriminatory act occurs in a state with a state EEO agency?
Answer: 300 days
In states that have their own EEO enforcement agencies (deferral states), employees have 300 days from the discriminatory act to file a charge with the EEOC.