PeopleAnswers Legal and EEOC Compliance 4 — Questions and Answers
Question 1: Which of the following is NOT considered a protected class under federal EEO laws?
- Religion
- Veteran status
- Eye color (Correct answer)
- National origin
Correct answer: Eye color
Eye color is not a federally protected class, whereas religion, national origin, and veteran status (VEVRAA) are protected.
Question 2: Section 503 of the Rehabilitation Act requires federal contractors to:
- Provide health insurance to all disabled employees
- Take affirmative action to hire and advance qualified individuals with disabilities (Correct answer)
- Waive all qualification standards for applicants with disabilities
- Build ramps and accessible facilities in all locations
Correct 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.
Question 3: A PeopleAnswers assessment designed to predict job performance must avoid questions that have a disproportionate negative effect on protected groups unless:
- The assessment is certified by a third party
- The content is validated as job-related and a business necessity (Correct answer)
- The employer has more than 500 employees
- The assessment is administered online rather than in person
Correct 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.
Question 4: Which of the following scenarios most likely constitutes religious discrimination?
- Declining to hire someone who cannot work weekends due to Sabbath observance without exploring accommodations (Correct answer)
- Asking an applicant what religion they practice during a background check
- Allowing a religious organization to hire only members of its faith for ministry roles
- Scheduling an optional team lunch during a religious holiday
Correct 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.
Question 5: Under the Uniform Guidelines on Employee Selection Procedures, the '4/5ths rule' is used to identify:
- The minimum passing score on a pre-employment test
- Adverse impact in selection rates between groups (Correct answer)
- The ratio of minority employees required for compliance
- The proportion of female candidates who must be interviewed
Correct 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.
Question 6: Which document must employers with 100 or more employees file annually with the EEOC?
- Form I-9
- EEO-1 Report (Correct answer)
- OSHA 300 Log
- ERISA Summary Plan Description
Correct answer: EEO-1 Report
The EEO-1 Component 1 report collects workforce demographic data by race, ethnicity, sex, and job category.
Question 7: A manager frequently uses ethnic slurs toward a Hispanic employee, creating a hostile work environment. The company is most likely liable if:
- The employee never reported the harassment to HR
- The company knew or should have known about the harassment and failed to take corrective action (Correct answer)
- The manager was recently promoted and has no prior complaints
- The harassment occurred during lunch breaks off company property
Correct 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.
PeopleAnswers Legal and EEOC Compliance 4
Which of the following is NOT considered a protected class under federal EEO laws?