Question Case 3.4 Your mid-sized architectural service company serves

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.

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