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Exam Code: 70-695
Exam Name: Deploying Windows Desktops and Enterprise Applications
Q&As: 95
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Question: 52
Which one of the following is the best example of a disparate treatment of discrimination?
A. All project team members are asked to take turns keeping meeting minutes in a rotation.
B. The meeting minutes will be kept by both men and women in a rotation.
C. The meeting minutes will be kept by female members of the project team because they have neater handwriting.
D. All junior project team members are required to take turns keeping meeting minutes in a rotation.
70-695 exam Answer: C
Explanation:
Requiring only the female members to keep the meeting minutes is a form of disparate treatment. Answer option A is incorrect. This is a fair, neutral way to ensure that the meeting minutes are kept. Answer option D is incorrect. While this choice is tempting it’s not unlawful as there’s no distinction between male and female employees to keep the minutes for the meeting. Answer option B is incorrect. This is a fair rotation of the meeting minutes, though stating that male and females will rotate on the task could open possibilities of disparate treatment.
Question: 53
The Department of Labor establishes the rules for unemployment insurance and associated claims. Who administers the unemployment?
A. Each organization
B. The Department of Labor
C. Insurance companies
D. Each state
Answer: D
Explanation:
Unemployment insurance claims are managed locally within each state, but federal rules do apply. Answer option B is incorrect. Unemployment claims are not managed by the department of labor. Answer option C is incorrect. Insurance companies do provide unemployment insurance, but it’s the local state government that manages the claims. Answer option A is incorrect. Each organization does not manage the unemployment claims.
Question: 54
Fred is a union employee who has been summoned by the management to an investigatory hearing regarding his conduct. Fred would like to have a union representative with him at the meeting. What is the name of the right that allows Fred to have a union representative with him at the meeting?
A. Management Rights
B. Bumping Right
C. Right of Way
D. Weingarten Right
70-695 dumps Answer: D
Explanation:
The Weingarten Right is a right based on the US Supreme Court case NLRB v. Weingarten in 1975. This case establishes the right of a union member employee to have a union representative present at investigatory meetings with management.
Answer option B is incorrect. The bumping right is the right of a senior employee whose position may be eliminated, and who opts to take the position of a less senior employee instead of losing the employment altogether. The less senior employee is “bump” out of employment by the senior employee. Answer option C is incorrect. Right of way is not a valid term for this scenario. Answer option A is incorrect. Management rights describe the ability of management to manage their organization the way they see fit unless the management approach contradicts a union labor contract.
Question: 55
When an individual files a charge of discrimination with the EEOC against an employer, what will the EEOC do?
A. The EEOC will create a hearing with the complainant and the employer to investigate the charge.
B. The EEOC will visit the employer to inform them of the charge.
C. The EEOC will investigate the claim by inspecting the employer’s place of business.
D. The EEOC will send the employer a letter informing them of the charge.
Answer: D
Explanation:
The first thing that the EEOC will do is send the employer a letter informing them of the charge and allow the employer to respond accordingly. Answer option C is incorrect. The EEOC won’t visit the place of employment, but will first send a letter informing the employer of the charge. Answer option A is incorrect. The EEOC doesn’t create a hearing. The employer will first receive the letter allowing them to respond to the charge. Answer option B is incorrect. The EEOC won’t visit the place of employment, but will first send a letter informing the employer of the charge.
Question: 56
Yolanda is an HR Professional for her organization that has 250 employees. Yolanda is working with Thomas, a manager in the company. Thomas reports that Carrie, one of his staff members, will be leaving the organization for a leave absence due to a pregnancy issue. Thomas wants to know if he can terminate Carrie’s employment because she won’t be able to complete her work due to the pregnancy issue. What’s the best answer for this scenario?
A. Yolanda should tell Thomas that Carrie must return to work within 28 days or the organization can assume that Carrie has resigned.
B. Yolanda should tell Thomas that Carrie’s employment can be terminated as pregnancy issues are not allowable time away from the organization.
C. Yolanda should tell Thomas that Carrie’s employment can be terminated as the organization does not meet the Pregnancy Discrimination Act with 500 minimum employees.
D. Yolanda should tell Thomas that Carrie must be treated the same way as any other temporarily disabled employee.
70-695 pdf Answer: D
Explanation:
Under the Pregnancy Discrimination Act of 1978, organizations must treat employees that are temporarily unable to complete their jobs due to pregnancy, the same way the organization would treat any other temporarily disabled employee. Answer option B is incorrect. Thomas can’t terminate Carrie’s employment because of pregnancy. Answer option C is incorrect. The Pregnancy Discrimination Act actually applies to organizations with 15 or more employees.
Answer option A is incorrect. There is no 28-day time limit to the requirements of the Pregnancy Discrimination Act.
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