CODESP - Cooperative Organization for the Development of Employee Selection Procedures Legal and Ethical Compliance Questions and Answers

Question 1

A hiring manager for a public agency tells the HR analyst, "Let's screen out candidates with over 25 years of experience.
We need someone with high energy and fresh ideas." This instruction raises a primary legal concern under which of the following?

Accepted Answer

The Age Discrimination in Employment Act (ADEA)

Answer

The Americans with Disabilities Act (ADA)

Answer

The Fair Labor Standards Act (FLSA)

Answer

Title VII of the Civil Rights Act of 1964

Question 2

According to the record-keeping requirements of the Uniform Guidelines on Employee Selection Procedures (UGESP), which data is essential for an employer to maintain to determine if a selection procedure has an adverse impact?

Accepted Answer

The number of applicants and the number of individuals selected, recorded by sex, and for specified racial and ethnic groups.

Answer

The specific reasons for rejection for every unsuccessful candidate.

Answer

The performance evaluation scores of all current employees in the job classification.

Answer

The names and educational backgrounds of all applicants.

Question 3

An applicant for a clerical position discloses that they have a learning disability and requests extended time on a timed, computer-based skills assessment. Under the Americans with Disabilities Act (ADA), what is the employer's most appropriate initial action?

Accepted Answer

Engage in an interactive process with the applicant to determine if the accommodation is reasonable and effective.

Answer

Require the applicant to provide a complete medical history to prove the disability.

Answer

Inform the applicant that all candidates must take the test under standard conditions to ensure fairness.

Answer

Automatically grant double the standard time to avoid any potential legal challenges.

Question 4

During a post-offer, pre-employment medical screening for a physically demanding job, which of the following questions is a violation of the Genetic Information Nondiscrimination Act (GINA)?

Accepted Answer

"Does heart disease run in your family?"

Answer

"Have you ever filed a workers' compensation claim?"

Answer

"Are you currently taking any prescribed medications?"

Answer

"Do you have any conditions that would prevent you from lifting 50 pounds?"

Question 5

A personnel analyst is part of a panel interviewing candidates for a promotion. One of the candidates is the analyst's current direct subordinate. Which ethical principle is most directly compromised by the analyst's participation on this panel?

Accepted Answer

Conflict of interest

Answer

Confidentiality

Answer

Due diligence

Answer

Professional development

Question 6

A personnel analyst for a public agency is administering a competitive promotional examination. A close friend from another department, who is a candidate, asks the analyst for "just a little hint" about the topics on the exam. To best uphold the integrity of the selection process, what is the analyst's most appropriate response?

Accepted Answer

Refuse and state that all candidates have access to the same information via the official job announcement.

Answer

Provide only very general, high-level topics to be fair.

Answer

Ignore the request and avoid the friend until the process is over.

Answer

Offer to help the friend study using generic materials not specific to the exam.

A hiring manager for a public agency tells the HR analyst, "Let's screen out candidates with over 25 years of experience.We need someone with high energy and fresh ideas." This instruction raises a primary legal concern under which of the following?

A hiring manager for a public agency tells the HR analyst, "Let's screen out candidates with over 25 years of experience.
We need someone with high energy and fresh ideas." This instruction raises a primary legal concern under which of the following?