Answer to Question 1
Answer: C
Answer to Question 2
Answer: Unlawful employment discrimination, as established through various Supreme Court decisions, can be divided into two broad categories: adverse impact and disparate treatment. Disparate treatment means that an employer treats some employees less favorably than others because of race, religion, color, sex, national origin, or age. It is the most easily understood form of discrimination. For example, males are treated differently from females; whites are treated differently from blacks. The crux of disparate treatment is different treatment on the basis of some nonallowable criterion. Prior to the issuance of the Uniform Guidelines, the only way to prove job-relatedness was to validate each test. The Uniform Guidelines do not require validation in all cases. Essentially, it is required only in instances in which the test or other selection device produces an adverse impact on a minority group. Adverse impact, a concept established by the Uniform Guidelines, occurs if women and minorities are not hired at the rate of at least 80 percent of the best-achieving group. Under the Uniform Guidelines, adverse impact has been described in terms of selection rates, the selection rate being the number of qualified applicants hired or promoted, divided by the total number of qualified applicants.
A leech, a member of the class Hirudinea.
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