Industry Regulations & Compliance Flashcards
7 cards from real Disc Personality Test practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Industry Regulations & Compliance flashcards as text
Which federal law prohibits employment discrimination based on race, color, religion, sex, and national origin?
Answer: Title VII of the Civil Rights Act of 1964
Title VII is the core federal statute banning those forms of employment discrimination.
Under the four-fifths (80%) rule, adverse impact is generally indicated when a group's selection rate is:
Answer: Less than 80% of the highest group's rate
A selection rate under four-fifths of the highest group's rate is generally regarded as evidence of adverse impact.
Which agency primarily enforces Title VII of the Civil Rights Act?
Answer: Equal Employment Opportunity Commission (EEOC)
The EEOC investigates charges and enforces Title VII.
A neutral selection practice that disproportionately screens out a protected group is called:
Answer: Disparate impact
Disparate impact involves facially neutral practices with a disproportionate effect on a protected group.
The Uniform Guidelines on Employee Selection Procedures apply to which of the following?
Answer: Tests and other procedures used as a basis for employment decisions
The Guidelines cover any selection procedure, including personality assessments, used to make employment decisions.
Why is a standard DISC behavioral profile generally not treated as a medical examination under the ADA?
Answer: It is not designed to diagnose mental disorders or impairments
Tests that measure normal behavioral style, not clinical conditions, are not medical exams under the ADA.
Which statement about intent is true for disparate impact claims?
Answer: Discriminatory intent is not required to establish the claim
Disparate impact liability can arise from outcomes alone without proof of intent.
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