C234 Workforce Planning: Recruitment and Selection - Set 3 - Part 2

Correct Answer: Punishing an employee for exercising a legally protected right

Retaliation is adverse action against an employee for engaging in protected activity such as filing a discrimination complaint, and it is itself unlawful.

Correct Answer: Unwelcome conduct based on a protected characteristic that creates a hostile environment

Harassment is unwelcome conduct related to a protected characteristic that is severe or pervasive enough to create an intimidating, hostile, or offensive work environment.

Correct Answer: Preventing and promptly addressing harassment through policy and action

Employers must take reasonable steps to prevent harassment, provide reporting channels, investigate complaints, and take corrective action to limit liability and protect employees.

Correct Answer: A workplace where pervasive harassing conduct interferes with work

A hostile work environment exists when unwelcome conduct based on a protected characteristic is severe or pervasive enough to alter working conditions.

Correct Answer: Conditioning employment benefits on submission to unwelcome advances

Quid pro quo harassment occurs when job benefits or continued employment are made contingent on submitting to unwelcome sexual or other advances.

Correct Answer: Communicating standards and providing procedures to prevent and address discrimination

An anti-discrimination policy sets clear expectations, defines prohibited conduct, and establishes reporting and investigation procedures, supporting a fair workplace and legal compliance.

Correct Answer: Providing evidence that decisions were based on legitimate job-related factors

Documented rationale demonstrates that decisions rested on job-related criteria consistently applied, which is essential if a decision is later challenged.

Correct Answer: Unfavorable treatment of candidates or employees because of their age

Age discrimination is treating people unfavorably because of age, which is prohibited for protected age groups under laws such as the Age Discrimination in Employment Act.

Correct Answer: Treating a qualified individual unfavorably because of a disability

Disability discrimination is treating a qualified person with a disability unfavorably, and law requires reasonable accommodation absent undue hardship.

Correct Answer: Significant difficulty or expense that excuses providing an accommodation

Undue hardship is a significant difficulty or expense that, if a requested accommodation would impose it, relieves the employer of the obligation to provide that specific accommodation.

Correct Answer: A collaborative dialogue between employer and individual to identify workable accommodations

The interactive process is a good-faith dialogue in which the employer and individual work together to identify effective, reasonable accommodations for the essential job functions.

Correct Answer: They ensure all candidates are treated equitably and support legal defensibility

Consistent procedures ensure every candidate is evaluated on the same basis, promoting fairness and providing a defensible record of equitable treatment.

Correct Answer: Excessive requirements can create adverse impact and deter qualified candidates

Requirements not truly needed for the job can disproportionately exclude protected groups and discourage qualified applicants, creating legal and diversity problems.

Correct Answer: Ensuring candidates are evaluated consistently against the same criteria

Standardized scoring applies the same criteria and rating scale to every candidate, improving consistency, fairness, and the defensibility of decisions.

Correct Answer: Referral networks may replicate the existing workforce's lack of diversity

If the current workforce lacks diversity, referral-only sourcing tends to reproduce that homogeneity, potentially creating adverse impact and limiting the candidate pool.

Correct Answer: It broadens the talent pool and supports equitable, higher-quality hiring

Ensuring a diverse slate of qualified candidates widens the talent considered and supports fair, merit-based decisions drawing on a broader range of perspectives.

Correct Answer: Protecting candidate personal information and maintaining trust

Handling candidate data confidentially protects privacy, complies with data protection obligations, and maintains candidates' trust in the organization.

Correct Answer: Candidate personal data must be collected, used, and stored lawfully and securely

Recruitment collects substantial personal data, so organizations must handle it in compliance with privacy laws, limiting collection, securing it, and retaining it only as needed.

Correct Answer: They provide standards for validating selection procedures and assessing adverse impact

These guidelines provide a framework for validating selection procedures and evaluating adverse impact, guiding legally defensible selection practices in the United States.

Correct Answer: A rule of thumb for identifying potential adverse impact in selection rates

The four-fifths rule flags potential adverse impact when a protected group's selection rate is less than 80 percent of the highest group's rate, prompting further review.