Practice Test GeeksCODESP - Cooperative Organization for the Development of Employee Selection Procedures Practice Test
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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.

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  1. Under the Uniform Guidelines on Employee Selection Procedures (UGESP), which statistical method is primarily used to demonstrate adverse impact?

    Answer: Four-fifths (80%) rule

    The four-fifths (80%) rule compares selection rates between groups; a rate below 80% of the highest group's rate indicates adverse impact.

  2. Which legal doctrine holds employers responsible for the discriminatory actions of their supervisors even when upper management was unaware?

    Answer: Respondeat superior

    Respondeat superior ('let the master answer') makes employers vicariously liable for supervisory misconduct within the scope of employment.

  3. A CODESP member agency discovers its written test has a significant adverse impact on a protected class. What is the FIRST recommended corrective step?

    Answer: Conduct a job-relatedness validity study

    Before abandoning or modifying a selection tool, agencies should first determine whether the test is job-related through a validity study.

  4. Which type of validity evidence is established by showing that scores on a selection test correlate with measures of actual job performance?

    Answer: Criterion-related validity

    Criterion-related validity links test scores (the predictor) to job performance criteria, demonstrating the test predicts success on the job.

  5. Under the Americans with Disabilities Act (ADA), when must an employer provide a reasonable accommodation during the selection process?

    Answer: When a qualified applicant requests it, unless it causes undue hardship

    Employers must accommodate qualified applicants during testing and interviews upon request, unless doing so creates undue hardship.

  6. Which federal law prohibits employment discrimination based on genetic information, including an applicant's family medical history?

    Answer: GINA

    The Genetic Information Nondiscrimination Act (GINA) of 2008 bars employers from using genetic information in hiring, promotion, or other employment decisions.

  7. A public agency uses a rank-ordered eligible list and skips over a veteran to appoint a lower-ranked non-veteran. Under most state veterans' preference laws, this action is:

    Answer: A violation of veterans' preference rights unless an exception applies

    Veterans' preference statutes generally require agencies to document and justify passing over a veteran for a lower-ranked non-veteran.