Practice Test GeeksCODESP - Cooperative Organization for the Development of Employee Selection Procedures Practice Test
← All CODESP Flashcard Decks

Legal and Ethical Compliance Flashcards

7 cards from real CODESP 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 Ethical Compliance flashcards as text

  1. The Lilly Ledbetter Fair Pay Act of 2009 changed which aspect of pay discrimination claims?

    Answer: It reset the statute of limitations with each discriminatory paycheck

    The Lilly Ledbetter Act overturned a Supreme Court ruling by restarting the 180-day filing clock with each discriminatory paycheck, not just the initial pay-setting decision.

  2. When a CODESP agency conducts a structured oral interview, which practice BEST supports legal defensibility?

    Answer: Having each panel member score candidates independently using standardized rubrics

    Independent scoring with standardized rubrics reduces inter-rater variability and bias, strengthening the legal defensibility of oral examination results.

  3. Which of the following pre-employment inquiries is PROHIBITED under most state fair employment laws and EEOC guidance?

    Answer: What is your maiden name?

    Asking for a maiden name can reveal national origin or marital status, making it a potentially discriminatory pre-employment inquiry.

  4. An applicant passes all examination components but is removed from the eligible list for making false statements on the application. This action is legally justified under:

    Answer: Disqualification for lack of moral character or dishonesty in the application process

    Falsification of application materials is a legitimate, non-discriminatory basis for disqualification because honesty and integrity are core qualifications for public employment.

  5. Under the Age Discrimination in Employment Act (ADEA), which group is protected from employment discrimination?

    Answer: Workers age 40 and older

    The ADEA protects workers age 40 and older from discrimination in hiring, firing, pay, and other terms of employment.

  6. A selection procedure that appears neutral on its face but disproportionately excludes members of a protected class is evidence of:

    Answer: Disparate impact

    Disparate impact (also called adverse impact) occurs when a neutral policy or test disproportionately disadvantages a protected group without business justification.

  7. Which document must a public agency typically maintain to demonstrate compliance with merit system principles during a challenged selection process?

    Answer: Job analysis documentation

    Job analysis documentation shows that selection criteria were derived from actual job duties and requirements, forming the legal foundation for any selection procedure.