Explanation: The Equal Pay Act, created in 1963, forbids any type of discrimination based on the employee's gender. The Portal to Portal Act of 1947, determined that employers cannot be required to compensate employees who commute long distances to work. The Davis Beacon Act was created in 1931, and the National Labor Relations Act was created in 1935; both fall before the legislation of the Fair Labor Standards Act of 1938, so both are irrelevant.

Explanation: If a federal bill is marked up but is not sent back to the full committee, it dies. Sometimes, a bill that previously was thought to have a good chance of passage is adversely adjusted during the marking up process. The subcommittee may then decide that the bill is unlikely to pass and should be abandoned. When this happens, the subcommittee will vote not to return the bill with a recommendation for subsequent action.

Explanation: The Uniform Guidelines on Employee Selection Procedures declare that employers must use the selection tool that has the least adverse impact on protected classes. Of course, this provision is only applicable when the employer has access to more than one selection tool. When there is no other option, employers may use selection tools that adversely impact protected classes. According to the UGESP, an adverse impact exists when the selection rate for a protected class is 4/5 or less of the normal selection rate.

Explanation: During a lawful economic strike, employers do have the right to hire employees to replace the striking employees. Answer choices A, C, D, and E are incorrect because they each represent types of unfair labor practices. Employers may not fire employees who refuse to cease striking instead of returning to work. They also may not encourage the union to disband and/or suggest the formation of a new union. Nor may the employer disband union bargaining and require new representation, or restrict union bargaining if this negatively impacts company's finances.

Explanation: Fran's decision demonstrates the horn effect. This phenomenon, also known as the harshness bias, is the tendency to allow one irritating aspect of the interviewee's performance to dominate perception. An interviewer should be aware of this potential pitfall, and should consider whether the characteristic he finds distracting will likely be so to other people, or whether it bears significantly on job performance. In this case, Glenda's voice will probably not have much effect on her performance as an accountant. The central tendency, meanwhile, is a bias towards rating all candidates roughly equal. Stereotyping bias is a tendency to attribute certain characteristics to an interviewee because of his gender, ethnicity, religion, etc. The cultural noise bias is created when an interviewee answers questions not honestly, but in the way he believes the interviewer wants them to be answered.