Civil Service Supervisor Exam Equal Employment Opportunity and Workplace Diversity 2 — Questions and Answers
Question 1: Under EEO guidelines, which of the following scenarios best describes 'quid pro quo' sexual harassment?
- A supervisor makes repeated unwelcome sexual jokes at team meetings
- A supervisor conditions a promotion on an employee's acceptance of a date (Correct answer)
- An employee feels uncomfortable due to a coworker's offensive posters
- An employee receives unequal pay compared to opposite-sex colleagues
Correct answer: A supervisor conditions a promotion on an employee's acceptance of a date
Quid pro quo harassment occurs when job benefits or adverse employment decisions are made contingent on an employee's submission to or rejection of unwelcome sexual conduct.
Question 2: A supervisor becomes aware of sexual harassment occurring between two subordinate employees. What is the supervisor's primary obligation?
- Wait to see if the harassed employee files a formal complaint before acting
- Immediately investigate and take appropriate corrective action regardless of whether a complaint was filed (Correct answer)
- Counsel only the victim and document the conversation
- Transfer one of the employees to a different unit and take no further action
Correct answer: Immediately investigate and take appropriate corrective action regardless of whether a complaint was filed
Supervisors have an affirmative duty to promptly investigate and take corrective action once they become aware of harassment, regardless of whether the victim has formally complained.
Question 3: The Americans with Disabilities Act (ADA) requires employers to provide reasonable accommodations to qualified individuals with disabilities. Which of the following is the BEST example of a reasonable accommodation?
- Eliminating all essential functions of the job for a disabled employee
- Providing a modified work schedule that allows an employee to attend medical appointments (Correct answer)
- Hiring a personal assistant paid for by the employee
- Permanently transferring all physical duties to other team members
Correct answer: Providing a modified work schedule that allows an employee to attend medical appointments
A modified work schedule that allows attendance at medical appointments is a classic example of a reasonable accommodation that enables a qualified individual to perform essential job functions.
Question 4: Under the ADA, which standard determines whether an individual with a disability is 'qualified' for a position?
- The individual must be able to perform every task in the job description without any assistance
- The individual can perform the essential functions of the job with or without reasonable accommodation (Correct answer)
- The individual must have no restrictions that affect any aspect of job performance
- The individual must have held a similar position for at least two years previously
Correct answer: The individual can perform the essential functions of the job with or without reasonable accommodation
A qualified individual under the ADA is someone who can perform the essential functions of the job with or without reasonable accommodation.
Question 5: An employee files an internal EEO complaint and shortly thereafter receives a negative performance appraisal from their supervisor. This scenario most likely constitutes which type of prohibited conduct?
- Constructive discharge
- Disparate treatment
- Retaliation (Correct answer)
- Hostile work environment
Correct answer: Retaliation
Retaliation occurs when an employer takes an adverse employment action against an employee because they engaged in protected EEO activity, such as filing a complaint.
Question 6: Which of the following best describes a 'bona fide occupational qualification' (BFOQ) under EEO law?
- A qualification that applies equally to all applicants regardless of protected status
- A characteristic that is otherwise protected but is legally required for a specific job (Correct answer)
- A minimum education requirement that has been validated as job-related
- A skill-based test that is exempt from adverse impact analysis
Correct answer: A characteristic that is otherwise protected but is legally required for a specific job
A BFOQ is a limited exception that permits an otherwise discriminatory hiring practice when a protected characteristic is reasonably necessary to the normal operation of a particular business.
Question 7: What does 'affirmative action' require of federal contractors under Executive Order 11246?
- Hiring a fixed quota of minority employees based on population ratios
- Taking proactive steps to recruit, hire, and promote underrepresented groups (Correct answer)
- Providing preferential treatment to any minority applicant over a more qualified majority applicant
- Eliminating all entrance exams to avoid discriminatory impact
Correct answer: Taking proactive steps to recruit, hire, and promote underrepresented groups
Executive Order 11246 requires federal contractors to take proactive, good-faith measures to recruit and advance qualified minorities, women, persons with disabilities, and veterans.
Civil Service Supervisor Exam Equal Employment Opportunity and Workplace Diversity 2
Under EEO guidelines, which of the following scenarios best describes 'quid pro quo' sexual harassment?