Chapter 4

Question 1

disparate treatment pg 181

Answer 1

such as where a female employee is evaluated according to different criteria than are the male employees

Question 2

negligence pg.150

Answer 2

failing to do something in such a way or manner as a reasonable person would have done; doing something that a reasonable person would not do; or failing to raise one’s standard of care to the level of care that a reasonable p[person would use in a given situation

Question 3

business necessity

pg 163

Answer 3

defense to a disparate impact case based on the employers need for the policy as a legitimate requirement for the job

Question 4

job analysis

pg 164

Answer 4

information regarding the nature of the work associated with a job and the knowledge, skills and abilities required to perform that work

Question 5

HIV

pg. 177

Answer 5

virus that causes AIDS

Question 6

negligent hiring pg. 148

Answer 6

employment of a person who causes harm that could have been prevented if the employer had conducted a reasonable and responsible background check on the employee. The standard against which the decision is measured is when the employer knew or should have known that the worker was not fit for the job.

Question 7

genetic testing

pg 176

Answer 7

investigation and evaluation of an individuals biological predispositions based on the presence of a specific disease associated gene on the individuals chromosomes

Question 8

AIDS pg. 177

Answer 8

acquired immune deficiency syndrome

Question 9

reference checks pg. 155

Answer 9

many employers have adopted an official policy of providing only name, position held, and salary, or simply saying no comment. However, employers should be aware that not providing information on former employees could open them up to liability for injuries

Question 10

job analysis pg. 164

Answer 10

information regarding the nature of the work associated with a job and the knowledge, skills and abilities required to perform that work

Question 11

eligibility testing

Answer 11

tests an employer administers to ensure that the potential employee is capable and qualified to perform the requirements of the position

Question 12

common law recruitment violations

pg. 141

Answer 12

Fraud, misrepresentation, material facts

Question 13

four fifths rule pg. 180

Answer 13

presumption of discrimination where the selection rate ( for any employment decision) of the protected group is less than 80 percent of the selection rate of the nonminority group

Question 14

validation

pg. 164

criterion related validity(most traditional type)

content validation

construct validation

Answer 14

QVDAA

evidence that shows that a test evaluates precisely what it claims to evaluate

criterion related validity-validate using criteria. collect data related to job performance or job measures

content validation-careful job analysis and definition that identifies important tasks, behaviors and knowledge that the job requires

construct validation-measuring a psychological characteristic

Question 15

performance appraisal pg. 179

Answer 15

a periodic assessment of an employee’s performance, usually complete3d by her or his immediate supervisor and reviewed, at times, by others in the company

Question 16

pre-employment testing pg. 161

Answer 16

testing that takes place before hiring but before employment, in connection with such qualities as integrity, honesty, drug and alcohol use, HIV status, or other characteristics

Question 17

polygraph

pg. 168

Answer 17

lie detecting device

Question 18

compelled self publication pg.157

Answer 18

occurs when an ex employee is forced to repeat the reason for her or his termination and thereby has the basis for a claim for defamation

Question 19

validation pg. 164

Answer 19

a checklist system for appraisal is instituted, the employer must show that the person doing the checking is reasonably free of bias, and that the list itself is a fair representation of what is to be expected of the reasonable or common employee

Question 20

Application Phase Questions that are not prohibited but they raise some dangersous issues and employers are strenuously advised to avoid them

Answer 20

Age, sex, religion, marital status, mationality, and ethnicity

Question 21

Application Phase questions thare are prohibited by federal law are

Answer 21

disability, specific health inquires and workers’ compensation history