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Legal and EEOC Compliance Flashcards

7 cards from real PeopleAnswers practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.

Read the first 7 Legal and EEOC Compliance flashcards as text

  1. Which of the following is NOT considered a protected class under federal EEO laws?

    Answer: Eye color

    Eye color is not a federally protected class, whereas religion, national origin, and veteran status (VEVRAA) are protected.

  2. Section 503 of the Rehabilitation Act requires federal contractors to:

    Answer: Take affirmative action to hire and advance qualified individuals with disabilities

    Section 503 requires federal contractors and subcontractors to take affirmative action regarding employees and applicants with disabilities.

  3. A PeopleAnswers assessment designed to predict job performance must avoid questions that have a disproportionate negative effect on protected groups unless:

    Answer: The content is validated as job-related and a business necessity

    Pre-employment assessments with adverse impact must be validated as job-related to withstand EEOC scrutiny.

  4. Which of the following scenarios most likely constitutes religious discrimination?

    Answer: Declining to hire someone who cannot work weekends due to Sabbath observance without exploring accommodations

    Refusing to consider reasonable religious accommodations before rejecting an applicant can constitute religious discrimination.

  5. Under the Uniform Guidelines on Employee Selection Procedures, the '4/5ths rule' is used to identify:

    Answer: Adverse impact in selection rates between groups

    The 4/5ths (80%) rule flags adverse impact when the selection rate for a protected group is less than 80% of the rate for the highest-selected group.

  6. Which document must employers with 100 or more employees file annually with the EEOC?

    Answer: EEO-1 Report

    The EEO-1 Component 1 report collects workforce demographic data by race, ethnicity, sex, and job category.

  7. A manager frequently uses ethnic slurs toward a Hispanic employee, creating a hostile work environment. The company is most likely liable if:

    Answer: The company knew or should have known about the harassment and failed to take corrective action

    Employer liability for supervisory harassment depends on whether the company knew or should have known and failed to correct it.