business managment data bank

Question # 00005031 Posted By: spqr Updated on: 12/09/2013 10:23 AM Due on: 12/30/2013
Subject Business Topic Management Tutorials:
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Case 3.4

Your mid-sized architectural service company serves companies and the federal government. Your company is organized into divisions based on client types. FedHelp is your federal division. A successful company, your buildings won awards for simplicity, beauty, and design in the 1970s. Sweeping staircases were used instead of elevators to reach the second and third floors. Broad marble steps lead up to the front of each office building, etc.

Your upper management team is 100% male, over 50, and generally has been with the company over 25 years. Middle managers tend to be in their thirties, 40% female, and 1% minority. Hourly employees are 60% minority, 35% female. The communities from which you draw your hourly employees tend to be 75% minority, primarily Hispanic and Haitian, (35-40% female and as a group are generally better educated, with 35% having at least two years of college.)

You are the new HR Director. Your predecessor lost her job when she did not anticipate and then did not handle an HRM-based lawsuit against the company to the president’s satisfaction. Your president believes that HRM should help the company avoid problems. You have three primary tasks: to anticipate future problems, advise management, and be an advocate for employees. Your boss doesn’t see a conflict in these roles. You discover employee recruitment records are not complete; many are missing I-9 forms. You immediately begin to work on an affirmative action plan because of what you see happening in the company.

105. Refer to Case 3.4. Based on your utilization study of the company, which of the following EEO-related problems do you have?

a) There is an under-representation of younger managers in upper management.

b) Minorities are significantly underrepresented in management.

c) Women are significantly underrepresented in middle management.

d) Your hourly workforce does not reflect your labor pool population.

e) You are probably in violation of the Vocational Rehabilitation Act.

106. Refer to Case 3.4. The government agency or branch that is most likely to check your compliance with EEO regulations is:

a) the judicial branch.

b) the EEOC.

c) the Office of Veterans’ Affairs.

d) the OFCCP.

e) OSHA.

107. Refer to Case 3.4. The non-EEO HRM-based law that your company is most likely in violation of would be:

a) the Immigration Reform and Control Act.

b) the Drug Free Workplace Act.

c) OSHA.

d) ADA.

e) the Reverse Discrimination Act.

108. Refer to Case 3.4. Which of the following is true about your company?

a) Your company is probably in violation of the Uniformed Services Employment and Reemployment Rights Act.

b) Your company is probably in compliance with the Drug Free Workplace Act.

c) Your company is probably in compliance with the Immigration Reform and Control Act.

d) A prima facie case for discrimination could be made using the four-fifths rule.

e) Your company is probably guilty of reverse discrimination.

Case 3.5

Tyra has been the head of HR at S.P., Inc. for 20 years. During her time there, she has instituted an internal EEO complaint resolution process and a no-tolerance policy for sexual harassment.

Many of S.P., Inc. employees are Asian immigrants, but there are half a dozen countries represented within the company. This is of great benefit to the company since much of their material is translated into foreign languages.

Due to a great influx of work, S.P., Inc. needs to hire a number of workers. Tyra has received 70 applications for copyediting positions. She hires 60% of the white applicants who apply for the job and 25% of the African-Americans who apply for the job.

109. Refer to Case 3.5. Fiona has been experiencing sexual harassment at S.P., Inc. by a female superior. What should be her first course of action?

a) File a complaint with the EEOC.

b) Report the harassment to HR and begin the company’s internal complaint resolution process.

c) File a complaint with the EEO.

d) Speak with other employees who she suspects of having been sexually harassed by her supervisor.

e) None of the above

110. Refer to Case 3.5. When hiring immigrants for any job, Tyra has to be certain that:

a) they have the proper documentation to prove they have the right to work in the United States.

b) they have family in the United States.

c) they speak English.

d) they have the abilities to perform the essential functions of the job in question.

e) both a and d

111. Refer to Case 3.5. An applicant for a type-setting job at S.P. does not meet the minimum qualifications for the job and has a visual impairment that calls for special lighting in order for her see at a functional level. Which of the following adjustments should Sexy Products make in order to serve the applicant?

a) the necessary lighting should be made available once the applicant receives the job.

b) the necessary lighting needs to be made available once the applicant requests it.

c) no adjustment needs to be made, as the applicant is not qualified for the position.

d) no adjustment needs to be made as seeing is not an essential function.

e) none of the above

112. Refer to Case 3.5. What question would it be appropriate for Tyra to ask an applicant when trying to determine if they speak another language?

a) What language do you speak at home?

b) Do you speak or write in another language fluently?

c) What country do you come from?

d) How did you learn to read or write in a foreign language?

e) What language do you feel most comfortable with?

113. Refer toCase 3.5. Should Tyra be concerned about her hiring practices?

a) No, because there is no prima facie evidence that her hiring practices are discriminatory.

b) No, because the publishing department has a majority of African-Americans.

c) No, because Tyra is African American and would not discriminate against other African-Americans.

d) Yes, because she is violating the Equal Pay Act of 1963.

e) Yes, because there is prima facie evidence that her hiring practices are discriminatory.

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Tutorials for this Question
  1. Tutorial # 00004818 Posted By: spqr Posted on: 12/09/2013 10:37 AM
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    complaint with the EEO. d) Speak with other employees who ...
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