Additional Case $3\mathrm{.}2$

You have recently been hired as the HR Director of a mid$-$slized architectural service company that designs buildings for both private firms and federal agencies. Your predecessor lost her job when she did not anticipate and handle an HR$-$based lawsuit to the CEO's satisfaction. The CEO believes that HRM should help the company avoid problems. As HR Director, 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.

The upper$-$management team consists of all males who are over the age of $50.$ Most of the upper$-$level managers have been with the company for at least $25$ years. Middle managers, who are mostly in their $30$ s $,$ are $40\%$ female, and $3\%$ minority. Hourly employees are $60\%$ minority and $35\%$ female. The communities from which the firm hires hourly employees is approximately $75\%$ minority and consists primarly of Haitians and Hispanics.

You discover many incomplete employee recruitment records that lack $1-9$ forms. You immediately begin to work on an affirmative action plan because of what you see happening in the company.

Refer to Additional Case $3\mathrm{.}2.$ Which of the following is most likely true about this firm?

A quid pro quo sexual harassment case could be made against the firm:

A prima facie case for discrimination could be made using the four$-$fitts rule.

The ferm is guilty of reverse discrimination.

The from is in compliance with the Immigration Reform and Control Act.