PeopleAnswers Legal and EEOC Compliance 5

Question 1

Which of the following is the best example of a reasonable accommodation under the ADA?

Accepted Answer

Allowing a visually impaired employee to use screen-reader software

Answer

Providing assistive technology like screen readers is a classic example of a reasonable accommodation that enables job performance.

Question 2

An employer receives an EEOC charge. The first step the EEOC typically takes is to:

Accepted Answer

Notify the employer and request a position statement

Answer

After a charge is filed, the EEOC notifies the employer and typically requests a written position statement explaining the employer's perspective.

Question 3

Which type of employment test is MOST likely to face EEOC scrutiny for adverse impact?

Accepted Answer

A cognitive ability test with no demonstrated link to job duties

Answer

Cognitive ability tests often show adverse impact and must be validated as predictive of job performance to survive EEOC review.

Question 4

Under VEVRAA (Vietnam Era Veterans' Readjustment Assistance Act), which employers are required to take affirmative action for protected veterans?

Accepted Answer

Federal contractors and subcontractors with contracts of $150,000 or more

Answer

VEVRAA covers federal contractors and subcontractors with contracts of $150,000 or more, requiring affirmative action for protected veterans.

Question 5

During an employment interview, which of the following questions is LEGALLY permissible to ask?

Accepted Answer

Are you a U.S. citizen or do you have the right to work in the U.S.?

Answer

Asking whether a candidate is authorized to work in the U.S. is permissible and required under IRCA; the other questions target protected characteristics.

PeopleAnswers Practice Test

PeopleAnswers Practice Test

PeopleAnswers Legal and EEOC Compliance 5