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The management and union are proceeding to an arbitration hearing that will be conducted by an arbitration panel. Which one of the following best describes the makeup of the arbitration panel?
An arbitration hearing by a panel typically uses three arbitrators. One arbitrator is selected by the management, one by the union, and one is approved by both management and union.
Answer option D is incorrect. The three arbitrators are not selected by just one party.
Answer option B is incorrect. Management gets to approve one arbitrator, the union gets to approve one arbitrator, and both parties approve the neutral arbitrator.
Answer option A is incorrect. The arbitrators are not randomly selected.
You are an HR Professional for your organization and you're preparing your team for a series of interviews. You want the team to be familiar with the validity types you'll use and encourage in the series of interviews. During the interview process, the candidate will need to complete a psychological test to determine his ability to perform in the job role based on collected and desired traits. This is an example of what type of validity?
Psychological tests are used to measure the aptitude of the individual to perform in a given position, such as sales, medical, or even travel professional. These tests help the interviewer to determine whether the candidate possesses the desired psychological aptitude and characteristics to be successful in the position.
Answer option C is incorrect. Content validity is evidence that the candidate can perform key aspects of the job in the interview process, such as conversing in English and then in Spanish if these were the requirements of the job.
Answer option B is incorrect. Criterion-related validity is an example where performance scores achieved by current employees are based on the criterion used for the selection. For example, current employees can perform better because they can design artwork in particular software programs, so applicants must be able to use the particular software program to qualify for the position.
Answer option D is incorrect. Predictive-validity is a confirmation that the characteristics the candidate tested for during the interview process hold true in the actual performance of the candidate once they've been hired.
Fran is a HR Professional for her organization and she is interviewing applicants for a warehouse position. One of the candidates has written on his application that he speaks Spanish. Fran interviews this candidate in Spanish and interviews all other candidates in English. This is an example of what?
Technically this is an example of disparate treatment. Fran has treated this applicant differently than the other applicants because the person says he speaks Spanish.
Answer option D is incorrect. There is no evidence of past discrimination in this example to make this choice correct.
Answer option B is incorrect. The disparate impact happens when a seemingly neutral policy has a disproportionately negative effect on the protected class.
Answer option C is incorrect. Accommodation is not a valid term for this scenario.
You are a HR Professional for your organization and you're educating your staff on the Pregnancy Discrimination Act. Which one of the following statements about the Pregnancy Discrimination Act is not true?
An employer cannot refuse to hire a woman based on her pregnancy.
Answer options B, A, and C are incorrect. These are true statements and are part of the Pregnancy Discrimination Act.
As an HR Professional you must recognize and be aware of several pieces of legislation that affect your performance as an HR Professional. What term describes the illegal agreement of the management to give an individual a job, as long as the person does not join or be involved with a labor union?
A yellow dog contract is an agreement between management and an individual that gives a person a job as long as the person does not join a union. The Norris-LaGuardia Act prohibited federal courts from enforcing yellow dog contracts. Answer option B is incorrect. A scab is a derogatory term assigned to a person who will cross a picket line to work for an organization experiencing a strike by workers. Answer option C is incorrect. A shill contract is not a valid term. Answer option D is incorrect. A non-union agreement is not a valid term for this scenario.
