$5)$ Please answer the question True or False: A prospective employer must disclose to a job applicant that a credit report will be obtained and must receive the applicant's authorization to do so$.(***$ Please choose if it is True or False$).$

$18)$ Please answer the question: Under the Genetic Information Nondiscrimination Act $($GINA$),$ which of the following actions is specifically allowed for employers? $(***$ please choose the correct option from A$-$D$)$

A$)$ Maintaining any permissible genetic information separately from personnel files.

B$)$ Using genetic information to make employment decisions.

C$)$ Requesting genetic information about an applicant or employee as part of a post$-$offer medical exam.

D$)$ Asking about family medical history during a pre$-$employment interview.

$19)$ Please answer the question True or False: Private$-$sector employers must not request or require that applicants submit to polygraphs or other mechanical or electrical truth$-$determining devices $($including voice stress analyzers$).(***$ Please choose if it is True or False$).$

$20)$ According to the EEOC$$s four$-$fifths rule, which of the following scenarios would indicate evidence of discriminatory effects in the selection process? $(***$ please choose the correct option from A$-$D$)$

A$)$ The selection rate for a protected class group is $75$ percent of the selection rate for the most successful group.

B$)$ The selection rate for one protected class group is $85$ percent of the selection rate for the most successful group.

C$)$ The selection rate for one protected class group is $95$ percent of the selection rate for the most successful group.

D$)$ All of the above.

$21)$ When it comes to Establishing Tests are Job Related, Determining Appropriate Cutoffs, Accommodating Disabled Persons, which statement is false? $(**$Please Select the false statement listed below $($A$-$E$).$

A$)$ A pre$-$employment test that can be shown to be job$-$related and consistent with business necessity is valid.

B$)$ When it comes to cutoffs for pre$-$employment test scores, employers must not adjust the scores of$,$ use different cutoff scores for, or otherwise alter the results of employment$-$related tests on the basis of race, color, religion, sex, or national origin.

C$)$ When it comes to cutoffs for pre$-$employment test scores, the EEOC maintains they should be reasonable and consistent with normal expectations of acceptable proficiency.

D$)$ Employers are responsible for providing accommodations to disabled applicants, even if they are not requested to do so by the disabled job candidate.

E$)$ Employers are allowed to ask job candidates to document their need for accommodation in the application and testing process.