Question 1 3 pts Assuming that a selection test has disparate impact, what would an employer have to do if it wanted to legally continue using that selection test? Demonstrate that the test is valid (.e., has a demonstrable relationship to job performance). Establish that the employer did not intend to illegally discriminate against employees. none of the other answers are correct; if a test has disparate impact, it cannot be used legally. Establish that the test was in widespread use and was widely accepted over a substantial period of time le... 25 years). Show that the test meets a "reasonable person standard. D Question 2 3 pts Walmart required candidates for its order-filler jobs at distribution centers to be able to lift 80 pounds. The EEOC filed a lawsuit, alleging that the requirement overstated the demands of the job & therefore had a disparate impact on female applicants. Walmart denied any wrongdoing, but settled with the EEOC & agreed to stop using the physical abilities test. In cases such as this one, which of the following is true, from a legal standpoint? An employer can defend its use of a test or job requirement that has disparate impact, if it demonstrates that the test or job requirement was developed by a third party without any intent to discriminate. An employer can defend against a disparate impact lawsuit by adding a different test or job requirement that has an equal but opposite effect on job candidates (e.g., adding a job requirement that has an equal amount of disparate impact against male job candidates). Once an employer is found to have engaged in discrimination on the basis of a test having disparate impact, it is legally obligated to hire all candidates who were rejected when the test was in use, even if these candidates did not meet any other job requirement. Once a particular test or job requirement has been shown to have disparate impact, it is illegal to use it. An employer can successfully defend the use of a test or job requirement that has disparate impact, if it can demonstrate that the test or requirement is a valid predictor of job performance or actually measures competencies needed to perform the job. Question 10 1 pts Gandolfo can assess the reliability of his measure of car condition by doing the following: Have multiple raters independently rate the condition of a car on a 7-point scale (1 = horrible car condition; 4 = average car condition; 7 = excellent car condition), then put the ratings in a spreadsheet, and calculate the statistical level of agreement (convergence) of the raters' ratings. If level of agreement/convergence among raters is high, then the car condition measure has good reliability. O True O False Question 11 1 pts Because Gandolfo rejects job candidates who have cars in poor condition, he will have difficulty testing the predictive validity of his car condition selection procedure. O True False Question 12 1 pts A new test intended to measure a stable personality characteristic called "Social Risk-Taking Propensity," was developed by a group of Industrial/Organizational Psychologists. The test is scored from 1-80, with higher numbers indicating higher levels of the characteristic. The test was administered twice within a 2-week period, with the following results: Time 1 Time 2 Bent 17 73 Chukwu 70 26 Fulton 36 44 Miren 40 68 If these results are typical, this test is: unreliable, but may be valid. O reliable and valid. o indeterminate, there is insufficient information to assess the reliability and validity of the test. O reliable, but not valid. o neither reliable nor valid