Dessler Chapter Essay

1) Which Amendment to the U. S. remains states that no psyche shall be deprived of sprightliness, liberty, or property, without cod dish up of the law? A) First Amendment B) ordinal Amendment C) Tenth Amendment D) thirteenth Amendment E) Fourteenth Amendment make B exposition The one-fifth Amendment to the U. S. opus (ratified in 1791) states that no person shall be deprived of life, liberty, or property, without collectible process of the law. The Thirteenth Amendment (1865) outlaw slavery, and acts assimilate held that it forbid racial un uni patternness. Diff 2P hop on referee 32 Chapter 2 target ara 1 science concept2) The ________ Amendment to the U. S. character outlawed slavery, and courts have held that it forbid racial divergence. A) First B) ordinal C) Tenth D) Thirteenth E) Fourteenth dish out D commentary The Thirteenth Amendment (1865) outlawed slavery, and courts have held that it bars racial discrimination. The Fifth Amendment to the U. S. Co nstitution (ratified in 1791) states that no person shall be deprived of life, liberty, or property, without due process of the law. Diff 2P get on with referee 32 Chapter 2 animal(prenominal) object 1 attainment ideal 3) The 13th Amendment to the U. S. Constitution draw ones the subject of ________.A) due process B) slavery C) semi hush-hush property D) trial by jury E) womens neutralizes make B chronicle The 13th Amendment to the U. S. Constitution abolished slavery and courts have held that it bars racial discrimination. The fifth Amendment cryes due process, and the 6th Amendment chooses a trial by jury. Diff 2Page reviewer 32 Chapter 2 intent 1 acquisition purpose 4) The ________ gives all persons the identical right to make and perform contracts and to benefit from the laws of the land. A) Fifth Amendment B) civilian Rights modus operandi of 1866 C) appellation s flushsome of the 1964 polite Rights trans follow up D) polished Rights go of 1991E) Th irteenth Amendment Answer B definition The polite Rights roleplay of 1866 gives all persons the same right to make and enforce contracts and to benefit from U. S. laws. The Fifth Amendment to the U. S. Constitution (ratified in 1791) states that no person shall be deprived of life, liberty, or property, without due process of the law. The Thirteenth Amendment (1865) outlawed slavery, and courts have held that it bars racial discrimination. statute title cardinal of the 1964 cultured Rights present states that employers bumnot discriminate ground on race, color, religion, call forth, or discipline get-go. Diff 2Page ref 32Chapter 2 object glass 1 science excogitation 5) Title vii of the 1964 Civil Rights exploit explicitly prohibits employers from discrimination based on all of the avocation characteristics provided ________. A) race B) religion C) color D) internal taste E) national origin Answer D comment Title septet of the 1964 Civil Rights proceeding stat es that an employer movenot discriminate based on race, color, religion, depend upon, or national origin. Title seven-spot bars discrimination on the part of almost employers both public and unavowed with 15 or to a greater extent employees. cozy orientation is not takely addressed under the law.Diff 1Page referee 32 Chapter 2 intention 1 skill design 6) harmonise to Title VII of the 1964 Civil Rights turn, which of the by-line employers would be lawfully allowed to ref call role to an individual based on race, religion, or sex? A) a state agency with 65 employees B) a medical office with 25 employees C) a local anesthetic anesthetic restaurant with 10 employees D) a department stemma with 100 employees E) a public school with 30 employees Answer C rendering Title VII bars discrimination on the part of most employers, including all public or private employers of 15 or more than persons.It excessively covers all private and public educational institutions, the fede ral government, and state and local governments. A business with fewer than 15 employees would legally be allowed to refuse conflict based on race, religion, sex, or national origin. Diff 2Page Ref 32 Chapter 2 accusatory 1 Skill vocation 7) Which law fashioning was responsible for the creation of the check trading opportunity Commission? A) 13th Amendment B) gibe gestate bout of 1963 C) Civil Rights transaction of 1866 D) administrator Orders 11246 and 11375 E) Title VII of the 1964 Civil Rights Act Answer E accounting Title VII schematic the fit live opportunity Commission (EEOC) to administer and enforce the Civil Rights law at toy. The commission itself consists of five segments official by the professorship with the advice and consent of the Senate. executive director Orders 11246 and 11375 established the lieu of Federal Contract conformism Programs. Diff 2Page Ref 32 Chapter 2 aim 1 Skill image 8) The EEOC was signly established to investigate com plaints to the racyest degree ________. A) bloodline discrimination B) unjust business f atomic number 18s C) familiar agony in schools D) structural accommodations for dis adequate large numberE) unmistakableime succumbments for labor union members Answer A accounting Title VII established the Equal enjoyment Opportunity Commission (EEOC) to administer and enforce the Civil Rights law at change by reversal. The EEOC receives and investigates agate line discrimination complaints from aggrieved individuals. Diff 2Page Ref 32 Chapter 2 docu kind 1 Skill Concept 9) How m whatever members serve on the Equal involution Opportunity Commission? A) 3 B) 5 C) 9 D) 10 E) 12 Answer B report The Equal exercise Opportunity Commission (EEOC) consists of five members establish by the president with the advice and consent of the Senate.Each member serves a 5-year end point. Diff 1Page Ref 32 Chapter 1 documental 1 Skill Concept 10) Which of the next appoints the members of the EEOC? A) U. S. Congress B) U. S. haughty romance C) President of the United States D) incision of Justice E) Ameri hatful voters Answer C score The EEOC consists of five members appointed by the president with the advice and consent of the Senate. Each member serves a 5-year term. Diff 1Page Ref 32 Chapter 1 clinical 1 Skill Concept 11) Which of the adjacent(a) requires have-to doe with give way for partake bestow regardless of sex? A) Title VII of the 1964 Civil Rights ActB) Equal afford back Act of 1963 C) Executive Order 11246 D) Pay favouritism in Employment Act of 1967 E) Civil Rights Act of 1991 Answer B story nether the Equal Pay Act of 1963 (amended in 1972), it is improper to discriminate in digest on the root word of sex when pranks involve represent body of work require equivalent skills, effort, and responsibility and ar performed under connatural working patterns. Diff 1Page Ref 33 Chapter 2 documentary 1 Skill Concept 12) When companies ut ilize ________, they effect steps to eliminate the present effects of prehistoric discrimination. A) plausive treat B) executive orders C) rehabilitation performanceD) civil rights guidelines E) tolerable pay rules Answer A translation Affirmative action refers to steps that atomic number 18 taken for the purpose of eliminating the present effects of ancient discrimination. The Equal Pay Act of 1963 requires employers to pay equal pay for equal work, and the vocational replacement Act of 1973 requires employers with federal contracts of more than $2,500 to take affirmative action in employing incapacitate persons. Diff 1Page Ref 33 Chapter 1 Objective 1 Skill Concept 13) Which of the pastime is responsible for implementing Executive Orders 11246 and 11375 that were is fulfilld by the Johnson administration?A) Equal Employment Opportunity Commission B) Pension Benefits warranty Corporation C) Occupational Safety and Health ecesis D) national Labor Relations calling c ard E) Office of Federal Contract Compliance Programs Answer E business relationship The Johnson administration (19631969) is work ond Executive Orders 11246 and 11375 which didnt equitable ban discrimination but also necessitate that government contractors with contracts of over $50,000 and 50 or more employees take affirmative action to ensure work opportunity for those who may have suffered past discrimination.These orders also established the Office of Federal Contract Compliance Programs (OFCCP) to implement the orders and ensure compliance. Diff 1Page Ref 33 Chapter 2 Objective 1 Skill Concept 14) Which of the followers agentive roles is non an acceptable basis for different pay for equal work under the Equal Pay Act of 1963? A) merit B) seniority C) sex D) merchandise quality E) action quantity Answer CExplanation beneath the Equal Pay Act of 1963 (amended in 1972), it is iniquitous to discriminate in pay on the basis of sex when jobs involve equal work require e quivalent skills, effort, and responsibility and are performed under similar working conditions. Pay differences derived from seniority systems, merit systems, and systems that measure earnings by production quantity or quality or from every factor other(a) than sex do not violate the act. Diff 2Page Ref 33 Chapter 2 Objective 1 Skill Concept 15) Paul is a 49-year-old Ameri arouse of Anglo-Saxon descent. What enactment is most potential intended to protect Paul from discrimination?A) Executive Order 11375 B) Equal Pay Act of 1963 C) Executive Order 11246 D) Age unlikeness in Employment Act of 1967 E) Thirteenth Amendment to the U. S. Constitution Answer D Explanation The Age Discrimination in Employment Act of 1967 (ADEA) made it unlawful to discriminate against employees or appli rumpts who are among 40 and 65 old age of age. Executive Orders 11246 and 11375 require government contractors to take affirmative action, the 13th Amendment barred slavery, and the Equal Pay Act made it unlawful to discriminate in pay based on the employees gender.Diff 2Page Ref 33 Chapter 2 Objective 1 Skill natural covering 16) According to the Age Discrimination in Employment Act of 1967, it is unlawful to ________. A) sue an employer for age-based pay B) paint a picture older employees for insubordination C) require employees to retire at age 65 D) allow juries to determine age discrimination E) institute a minimum age for employees Answer C Explanation The Age Discrimination in Employment Act of 1967 (ADEA) made it unlawful to discriminate against employees or appli green goddessts who are between 40 and 65 years of age.Subsequent amendments eliminated the age cap, efficaciously ending most mandatory retirement at age 65. The ADEA allows jury trials. Diff 2Page Ref 33 Chapter 2 Objective 1 Skill Concept 17) The ________ requires sure federal contractors to take affirmative action for change persons. A) Equal Pay Act B) Vocational Rehabilitation Act C) Age Discriminati on in Employment Act D) Americans with Disabilities Act E) Civil Rights Act Answer B Explanation The Vocational Rehabilitation Act of 1973 requires employers with federal contracts of more than $2,500 to take affirmative action in employing disabled persons.It does not require hiring unmodified people. It does require an employer to take steps to accommodate a disabled worker unless doing so imposes an undue badness on the employer, which is addressed by the ADA. Diff 1Page Ref 33 Chapter 2 Objective 1 Skill Concept 18) Which of the follo raiseg refers to highly recommended procedures issued by federal agencies regarding employee selection, eternise keeping, and pre conflict inquiries? A) job specifications B) employment metrics C) process charts D) logical guidelines E) applicant tracking systems Answer DExplanation alike guidelines are issued by federal agencies charged with ensuring compliance with equal employment federal legislation explaining recommended employer proce dures in detail. They company forth highly recommended procedures regarding things like employee selection, record keeping, and preemployment inquiries. Diff 1Page Ref 34 Chapter 2 Objective 1 Skill Concept 19) Which of the hobby does NOT participate in the issuance of uniform guidelines? A) EEOC B) di batch of Labor C) collapse Business Bureau D) incision of Justice E) Civil Service CommissionAnswer C Explanation The EEOC, Civil Service Commission, part of Labor, and Department of Justice together issued uniform guidelines. These throttle forth highly recommended procedures regarding things like employee selection, record keeping, and preemployment inquiries. The Better Business Bureau is not involved in issuing uniform guidelines. Diff 1Page Ref 34 Chapter 2 Objective 1 Skill Concept 20) Uniform guidelines from the EEOC are recommended for employers to use in matters regarding all of the following EXCEPT ________. A) employee selectionB) record keeping C) preemployment inqu iries D) familiar molestation E) psychological examination Answer E Explanation The EEOC, Civil Service Commission, Department of Labor, and Department of Justice together issue uniform guidelines. These set forth highly recommended procedures regarding things like employee selection, record keeping, informal badgering, and preemployment inquiries. The American Psychological Association has its own non-legally screening Standards for Educational and Psychological Testing. Diff 2Page Ref 34 Chapter 2 Objective 1 Skill Concept21) Which despotic accost case was used to define unsportsmanlike discrimination in conjunction with EEO laws? A) Buckley v. Valeo B) Brown v. Board of Education C) Griggs v. Duke advocator companionship D) air jacket sliding board Hotel Co. v. Parrish E) Abington School District v. Schempp Answer C Explanation Griggs v. Duke actor Company was a landmark self-governing Court case used to define un intermediate discrimination as put forth in EEO laws much(prenominal) as Title VII. The Court rule that employment practices must be job think and that discrimination does not have to be distinct to be illegal. Brown v.Board of Education held that separatism in public schools was unconstitutional. Choices A, D, and E were not cases cerebrate to EEO laws. Diff 2Page Ref 34 Chapter 2 Objective 1 Skill Concept 22) In Griggs v. Duke powerfulness Company, Griggs sued the personnel company because it take coal tutors to be high school graduates. The Supreme Court ruled in favor of Griggs because ________. A) high school diplomas were not connect to success as a coal handler B) Duke Power Company intentionally discriminated based on race C) no business fatality existed for Duke Power CompanyD) Title VII forbids job testing E) Griggs held a GED Answer A Explanation The Court ruled in favor of Griggs because having a high school diploma was not relevant to the job of coal handler. The Court held that an employment practice must b e job cerebrate if it has an unequal repair on members of a protect course of study. Diff 2Page Ref 34 Chapter 2 Objective 1 Skill Concept 23) If a person is in a protected class, he or she is protected by which of the following? A) Department of Labor guidelines B) Sarbanes-Oxley Act C) Title VII of the Civil Rights Act D) Consumer Protection ActE) National Labor Relations Board Answer C Explanation The term protected class refers to persons much(prenominal) as minorities and women who are protected by equal opportunity laws, including Title VII. Choices A, B, D, and E are not equal opportunity laws. Diff 1Page Ref 34 Chapter 2 Objective 1 Skill Concept 24) totally of the following are principles established by Griggs v. Duke Power Company EXCEPT ________. A) burden of cogent evidence is on the employer B) performance standards should be unambiguous C) business compulsion is a defense for an brisk computer programme D) employment selection practices must be job plug indE) discrimination does not have to be overt to be illegal Answer B Explanation The Court ruled in Griggs v. Duke Power Company that the burden of proof is on the employer to constitute that a hiring practice such as testing is job link up. The Court also ruled that business fatality is the defense for any existing program that has ill impact and that discrimination does not have to be overt to be illegal. The case did not address performance standards. Diff 3Page Ref 34-35 Chapter 2 Objective 1 Skill Concept 25) down the stairs the principles established by Griggs v.Duke Power Company, ________ can be used as a defense for any existing program that has adverse impact. A) occupational qualification B) business necessity C) affirmative action D) burden of proof E) fair in form Answer B Explanation Business necessity is the defense for any existing program that has adverse impact according to Griggs. The court did not define business necessity. Diff 2Page Ref 35 Chapter 2 Objective 1 Skill Concept 26) Which court case provided details regarding how employers could validate the descent between screening tools and job performance?A) West Coast Hotel Co. v. Parrish B) Albemarle Paper Company v. Moody C) Griggs v. Duke Power Company D) Burlington Industries v. Ellerth E) Ward Cove v. Atonio Answer B Explanation In the Albemarle case, the Court provided more details on how employers could prove that tests or other screening tools relate to job performance. For example, the Court said that if an employer wants to test candidates for a job, and then the employer should first clearly document and commiserate the jobs duties and responsibilities. Diff 2Page Ref 35 Chapter 2 Objective 1 Skill Concept27) chthonic the Civil Rights Act of 1991, once a complainant shows different impact, who has the burden of proving that the challenged practice is job related? A) complainant B) employee C) employer D) judge E) EEOC Answer C Explanation According to the Civil Rights Act of 1991, once an aggrieved applicant or employee demonstrates that an employment practice (such as must lift 100 pounds) has a disparate (or adverse) impact on a particular group, then the burden of proof shifts to the employer, who must show that the challenged practice is job related. Diff 1Page Ref 36 Chapter 2 Objective 1 Skill Concept28) According to the Civil Rights Act of 1991, an employee who claims intentional discrimination can sue for all of the following EXCEPT ________. A) back pay B) job reinstatement C) punitory damages D) compensatory damages E) significant consolidation Answer E Explanation According to the Civil Rights Act of 1991, an employee who claims intentional discrimination can sue for back pay, attorneys fees, court costs, job reinstatement, punitive damages, and compensatory damages. Substantive consolidation is a legal term referring to debt consolidation. Diff 2Page Ref 36 Chapter 2 Objective 1Skill Concept 29) Race, color, religion, sex, or nation al origin is a motivating factor in a termination, but the employee would have been terminated for failure to perform anyway. Which of the following most in all likelihood exists in this situation? A) mixed motive B) business necessity C) disparate impact D) liability defense E) burden of proof Answer A Explanation An unlawful employment practice is established when the complaining ships company demonstrates that race, color, religion, sex, or national origin was a motivating factor for any employment practice, even though other factors also propel the practice.Some employers in so-called mixed motive cases had taken the position that even though their actions were discriminatory, other factors like the employees dubitable behavior made the job action acceptable. Under CRA 1991, an employer cannot avoid liability by proving it would have taken the same actionsuch as terminating soulfulnesseven without the discriminatory motive. Diff 3Page Ref 36 Chapter 2 Objective 1 Skill lo tion 30) Which of the following requires employers to make bonny accommodations for disabled employees? A) Civil Rights Act of 1991 B) Equal Pay Act of 1963C) Americans with Disabilities Act of 1990 D) Vocational Rehabilitation Act of 1973 E) Disability Discrimination in Employment Act of 1967 Answer C Explanation The Americans with Disabilities Act (ADA) of 1990 prohibits employment discrimination against subordinate disabled individuals. It also says employers must make reasonable accommodations for physiologic or mental limitations unless doing so imposes an undue ill fortune on the business. Diff 1Page Ref 36 Chapter 2 Objective 1 Skill Concept 31) According to the Americans with Disabilities Act, which of the following would be considered a check?A) homo cozyity B) voyeurism C) pyromania D) absolute gambling E) AIDS Answer E Explanation The ADA specifies conditions that it does not regard as disabilities, including homo familiarity, biintimateity, voyeurism, controlling gambling, pyromania, and certain disorders resulting from the current illegal use of drugs. The EEOCs position is that the ADA prohibits discriminating against people with human immunodeficiency virus/AIDS. Diff 1Page Ref 36 Chapter 1 Objective 1 Skill Concept 32) Which type of disability accounts for the superlative number of ADA claims? A) drug-related B) cosmetic C) mental D) vision E) hearing Answer CExplanation affable disabilities account for the greatest number of ADA claims. Under EEOC ADA guidelines, mental impairment includes any mental or psychological disorder, such as . . . stimulated or mental illness. Drug-related conditions are generally not regarded as disabilities. Diff 1Page Ref 36 Chapter 2 Objective 1 Skill Concept 33) Under ADA, those who can carry out the essential functions of the job are known as which of the following? A) protected class B) line managers C) career anchors D) staff authorities E) qualified individuals Answer E Explanation The ADA prohib its discrimination against qualifiedindividualsthose who, with (or without) a reasonable accommodation, can carry out the essential functions of the job. The individual must have the requisite skills, educational background, and experience to do the job. Diff 1Page Ref 37 Chapter 2 Objective 1 Skill Concept 34) Which of the following best explains why employers win the majority of ADA cases? A) Employers make the necessary reasonable accommodations for employees. B) Employers prove that age negatively impacts an employees job performance. C) Employees fail to prove that they are disabled however qualified to perform a job.D) Conservative resolve are sympathetic towards small-business owners. E) Employee attorneys fail to draw connections between Title VII and ADA. Answer C Explanation Employers traditionally prevailed in almost all96%federal circuit court ADA decisions. A main reason is that employees were failing to show that they were disabled and qualified to do the job. Unlik e with Title VII of the Civil Rights Act, the employee must establish that he or she has a disability that fits under the ADA. Diff 3Page Ref 38 Chapter 2 Objective 1 Skill Concept 35) Which of the following forget be the most likely result of the ADA Amendments Act of 2008?A) Employees will maintain it easier to prove that their disabilities are limiting. B) The number of major life activities considered disabilities will be narrowed. C) Employers will be compulsory to make fewer accommodations for workers with disabilities. D) Employers will be required to hire a specific percentage of disabled workers to be in compliance. E) Employees will apply for more jobs knowing that the legislation guarantees their employment. Answer A Explanation The new ADAAs basic effect will be to make it much easier for employees to show that their disabilities are limiting.For example, the new act makes it easier for an employee to show that his or her disability is influencing one of the employees major life activities. It does this by adding examples like reading, concentrating, thinking, sleeping, and communicating to the list of ADA major life activities. Diff 3Page Ref 38 Chapter 2 Objective 1 Skill Concept 36) In which of the following situations does cozy curse NOT violate Title VII? A) if the act up comfortably intervenes with a persons work performance B) if the extend creates an affright work surroundC) if the conduct creates a antagonistic work milieu D) if the conduct is motivated by both age and gender E) if the conduct creates an unsavoury work environment Answer D Explanation Under Title VII, versed agony generally refers to harassment on the basis of sex when such conduct has the purpose or effect of substantially interfering with a persons work performance or creating an intimidating, conflicting, or smelly work environment. Sexual harassment violates Title VII. The motivation bunghole the conduct is not relevant to Title VII violations. Diff 3Page Ref 39 Chapter 2 Objective 2 Skill Concept37) The ________ provides that a person who commits a crime of violence motivated by gender shall be apt(predicate) to the party injured. A) Civil Rights Act of 1991 B) Federal Violence Against Women Act of 1994 C) Pregnancy Discrimination Act D) Vietnam Era Veterans Readjustment Assistance Act of 1974 E) Vocational Rehabilitation Act of 1973 Answer B Explanation The Federal Violence Against Women Act of 1994 provides that a person who commits a crime of violence motivated by gender shall be liable to the party injured. The law offers an additional path women can use to seek relief for violent inner harassment.Diff 1Page Ref 40 Chapter 2 Objective 2 Skill Concept 38) Which of the following is NOT a form of cozy harassment according to EEOC guidelines? A) unwelcome inner advances that create an intimidating work environment B) requests for internal favors made implicitly as a condition of employment C) verbal conduct of a familia r nature that unreasonably interferes with work performance D) physical conduct of a inner nature that creates an offensive work environment E) mutually consensual physical conduct of a knowledgeable nature between co-workers Answer EExplanation EEOC guidelines define informal harassment as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature that create an intimidating, distant, or offensive work environment or interfere with work performance. Requests for sexual favors that are used as the basis for employment decisions are also considered sexual harassment. Consensual sex between co-workers is not considered sexual harassment. Diff 3Page Ref 41 Chapter 2 Objective 2 Skill Concept39) All of the following are ways for an employee to prove sexual harassment EXCEPT by proving that ________. A) the verbal remarks of a co-worker were sexually flirtatious B) the rejection of a supervisors sexual advances led to a demotion C ) a opposing work environment was created by a co-workers sexual conversation D) a hostile work environment was created by a nonemployees sexual advances E) a hostile work environment was created by a supervisors sexually ignominious conduct Answer A Explanation The U. S. Supreme Court held that sexual harassment law doesnt cover ordinary intersexual flirtation. Someone can prove sexual harassment if rejecting a supervisors sexual advances led to a demotion, firing, or altered work assignment. Sexual harassment can also be proven if a hostile work environment is created by the sexual conduct of supervisors, co-workers, or nonemployees. Diff 3Page Ref 41 Chapter 2 Objective 2 Skill Application 40) Judy was up for a promotion at Simpson Consulting when her supervisor, Will, encouraged her to develop a sexual relationship with him. He suggested that her promotion would be a sure thing if they were involved. When Judy declined his advances, Will fire her.Which of the following would Judy most likely be able to prove in court if she decided to sue Simpson Consulting? A) hostile environment created by nonemployees B) hostile environment created by supervisors C) hostile environment created by co-workers D) disparate treatment E) jade pro quo Answer E Explanation Quid pro quo (something for something) is the most direct way to prove that rejecting a supervisors advances adversely modify what the EEOC calls a tangible employment action such as hiring, firing, promotion, demotion, and/or work assignment.Quid pro quo would be the best alternative for Judy if she sues the firm for Wills actions. Diff 3Page Ref 41 Chapter 2 Objective 2 Skill Application 41) Gus is always making sexual jokes at work. numerous employees find the jokes funny, but Shelley, Guss executive assistant, is awkward with the jokes. Eventually, she decides to quit her job rather than endure the jokes any longer. What form of sexual harassment has Shelley experienced? A) quid pro quo B) hostil e environment created by supervisors C) hostile environment created by co-workers D) hostile environment created by nonemployeesE) none of the above Shelley is not a victim of sexual harassment Answer B Explanation As Shelleys supervisor, Gus created a hostile environment according to the EEOC. A claimant does not need to show that the harassment had tangible consequences such as demotion. It is sufficient in many cases to prove that a supervisors sexual harassment substantially affected an employees emotional and psychological abilities. Diff 3Page Ref 41 Chapter 2 Objective 2 Skill Application 42) All of the following are ways that an employer can defame liability in sexual harassment claims EXCEPT ________.A) maintaining thorough records of all sexual harassment complaints B) informing all employees about sexual harassment investigations C) instituting a sexual harassment reporting process D) training employees in sexual harassment policies E) probe sexual harassment charges p romptly Answer B Explanation Maintaining records of complaints, instituting a reporting policy, providing sexual harassment training, and investigating charges quickly are ways that employers can show that they took reasonable care to prevent and correct sexual harassment, which will minimize the employers liability.Sexual harassment investigations should be conducted privately, and the information should not be made available to all employees. Diff 3Page Ref 42 Chapter 2 Objective 2 Skill Concept 43) Sanders Sporting Goods, an international sporting goods chain, is world sued for sexual harassment by a reason Sanders employee. The complainant asserts that she was the victim of numerous unwanted sexual advances from a virile co-worker. The woman claims that Sanders management condoned a hostile work environment and that the company is liable for the actions of the anthropoid employee.Which of the following, if true, would best support the plaintiffs tilt that Sanders is liable for sexual harassment? A) Sanders re-published its sexual harassment policy twice within the last year. B) The HR department at Sanders has records of the plaintiffs initial complaints. C) Exit interviews of outgoing Sanders employees include questions about sexual harassment. D) Sanders lacks a management response system for intervention sexual harassment complaints. E) Sanders recently lost a court case filed by former employees who claimed disparate treatment. Answer DExplanation Employers can minimize their liability in sexual harassment claims by showing that they have a response system set up for handling sexual harassment complaints, so Sanders may be liable if it lacks a system. Firms that re-publish their sexual harassment policies frequently, keep thorough records of complaints, and address sexual harassment issues during exit interviews are able to show that they took reasonable care to prevent sexual harassment. Disparate treatment refers to discrimination claims rathe r than sexual harassment claims. Diff 3Page Ref 42 AACSB Reflective idea Chapter 2 Objective 2Skill faultfinding Thinking 44) Sanders Sporting Goods, an international sporting goods chain, is being sued for sexual harassment by a former Sanders employee. The plaintiff asserts that she was the victim of numerous unwanted sexual advances from a mannish co-worker. The woman claims that Sanders management condoned a hostile work environment and that the company is liable for the actions of the manful employee. Which of the following, if true, would most likely undermine the plaintiffs claim that Sanders is liable for the male employees conduct? A) The male employee physically threatened the plaintiff on three occasions.B) The male employee made sexual advances towards the plaintiff on a daily basis. C) The male employee was required by HR to participate in a sexual harassment awareness course. D) The male employees conduct significantly interfered with the plaintiffs ability to perf orm her job. E) The plaintiff discussed her concerns about the male employees conduct with female co-workers. Answer C Explanation If the male employee was required to take a sexual harassment course, then that action shows Sanders was making a reasonable attempt to stop the behavior. Choices A, B, and D support the plaintiffs claim that ther