Legal and EEOC Compliance Flashcards
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Read the first 7 Legal and EEOC Compliance flashcards as text
Which of the following is the best example of a reasonable accommodation under the ADA?
Answer: Allowing a visually impaired employee to use screen-reader software
Providing assistive technology like screen readers is a classic example of a reasonable accommodation that enables job performance.
An employer receives an EEOC charge. The first step the EEOC typically takes is to:
Answer: Notify the employer and request a position statement
After a charge is filed, the EEOC notifies the employer and typically requests a written position statement explaining the employer's perspective.
Which type of employment test is MOST likely to face EEOC scrutiny for adverse impact?
Answer: A cognitive ability test with no demonstrated link to job duties
Cognitive ability tests often show adverse impact and must be validated as predictive of job performance to survive EEOC review.
Under VEVRAA (Vietnam Era Veterans' Readjustment Assistance Act), which employers are required to take affirmative action for protected veterans?
Answer: Federal contractors and subcontractors with contracts of $150,000 or more
VEVRAA covers federal contractors and subcontractors with contracts of $150,000 or more, requiring affirmative action for protected veterans.
During an employment interview, which of the following questions is LEGALLY permissible to ask?
Answer: Are you a U.S. citizen or do you have the right to work in the U.S.?
Asking whether a candidate is authorized to work in the U.S. is permissible and required under IRCA; the other questions target protected characteristics.
When an employer settles an EEOC charge through conciliation, this means:
Answer: A voluntary resolution agreement is reached between the employer and the charging party with EEOC involvement
Conciliation is a voluntary, informal dispute resolution process where the EEOC helps parties reach a mutually acceptable remedy.
Which of the following best describes 'mixed-motive' discrimination under Title VII?
Answer: A decision based on both legitimate and discriminatory factors
A mixed-motive case arises when both lawful and unlawful reasons contribute to an adverse employment decision.