Question 76. Preemployment drug testing produces about ____ positive (for the use of drugs) res

76. Preemployment drug testing produces about ____ positive (for the use of drugs) results.

a) 10%

b) 12%

c) 4.5%

d) 36%

e) 8.7%

77. A study conducted by the U.S. Postal Service regarding drug testing:

a) showed that drug testing is a valid predictor of job performance.

b) showed that drug testing does not correlate with on-the-job performance.

c) revealed that most job candidates can “beat” a drug test.

d) has been struck down by the Supreme Court.

e) revealed that they saved about $4 million a year in lost productivity.

78. It is generally held in the U.S. that handwriting analysis:

a) is not a valid predictor of job performance.

b) is valid but not reliable in predicting job performance.

c) can be valid when combined with other selection tools, such as psychological testing.

d) is covered by the same federal law that prohibits polygraph testing and is therefore illegal to use in a selection process.

e) may create disparate impact on minorities.

79. A manager wants to combine selection tools to help him make a decision. He wants to make a preliminary selection after administering each instrument. He is using a(n) ___ strategy.

a) illegal

b) clinical

c) statistical

d) graphological

e) multiple hurdle

80. An employer’s best defense against liability in a negligent hiring lawsuit is to use which of the following selection tools?

a) Handwriting analysis.

b) Structured interview.

c) Honesty test.

d) Personality test.

e) Reference checks.

81. Many former employers are reluctant to give references for fear of liability if the reference keeps the former employee from getting a job. The courts have held that employers have a “qualified privilege” if the employer:

a) only discusses EEO-related information.

b) has personally observed the behavior he describes.

c) has selection test information to support the reference.

d) only gives information to an inquirer who has a job-related need to know.

e) qualifies the information as “his/her opinion” and not necessarily factual.

82. One of your employees, a member of a protected class, loses his temper and assaults and injures a customer. The customer is also a member of a protected class. During the investigation, the police discover that the employee has a long history of such behavior and served jail time for assault and battery. As the employer:

a) you cannot be held responsible because the employee was a member of a protected class.

b) your employee’s behavior has made you liable for the injuries under the Civil Rights Act of 1991.

c) you will be subject to establishing an affirmative action plan as a consequence of this incidence.

d) you are probably liable for negligent hiring.

e) you are liable for injuries under Executive Order 11246.

CASE QUESTIONS

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