Question 1

A report prepared by the Equal Employment Opportunity Commission in 2003 shows a steady decrease in religious discrimination claims under Title VII.

Accepted Answer

A) True 
 B)False

Question 2

What has the U.S.Supreme Court ruled regarding the ability of a state employee to sue a state employer for a violation of the Family and Medical Leave Act?

Accepted Answer

A) That the Eleventh Amendment bars a lawsuit against a state employer. 
B) That a state employee can sue a state employer for a Family and Medical Leave Act violation. 
C) That the due process clause bars a lawsuit against a state employer. 
D) That a state employee can sue a state employer for a Family and Medical Leave Act violation only if some type of discrimination barred by Title VII is also present. 
A) That the Eleventh Amendment bars a lawsuit against a state employer. 
B) That a state employee can sue a state employer for a Family and Medical Leave Act violation. 
C) That the due process clause bars a lawsuit against a state employer. 
D) That a state employee can sue a state employer for a Family and Medical Leave Act violation only if some type of discrimination barred by Title VII is also present.

Question 3

Miranda is a cashier at Super Store.Saturday is their busiest day.She tells her supervisor Sam that she needs to be off every Saturday because that is the religious holiday for the religious to which she has recently converted.What are Sam's obligations to Miranda?

Accepted Answer

A) He has an absolute obligation under the law to let her off every Saturday unless he can prove that she is not using the time for religious observance. 
B) He cannot fire her based on her religious beliefs,but he has no duty to let her off on the busiest day of the week. 
C) Under the law,he must allow her to be off as requested,but only if she can establish that under the tenants of her religious she is doomed if she does not attend worship services regularly. 
D) He must make reasonable accommodations to her unless doing so would cause undue hardship on the business. 
A) He has an absolute obligation under the law to let her off every Saturday unless he can prove that she is not using the time for religious observance. 
B) He cannot fire her based on her religious beliefs,but he has no duty to let her off on the busiest day of the week. 
C) Under the law,he must allow her to be off as requested,but only if she can establish that under the tenants of her religious she is doomed if she does not attend worship services regularly. 
D) He must make reasonable accommodations to her unless doing so would cause undue hardship on the business.

Question 4

Which of the following does Executive Order 11246 require that federal contractors include in every nonexempt government contract?

Accepted Answer

A) An agreement not to discriminate in employment on the basis of race,color,religion,sex,or national origin. 
B) An agreement to hire a certain quota of minorities. 
C) An agreement to perform audits of discriminatory practices. 
D) All of the responses are correct. 
A) An agreement not to discriminate in employment on the basis of race,color,religion,sex,or national origin. 
B) An agreement to hire a certain quota of minorities. 
C) An agreement to perform audits of discriminatory practices. 
D) All of the responses are correct.

Question 5

Title I of the Americans with Disabilities Act (ADA)prohibits employers from discriminating with regard to ________ against a qualified individual because of a disability.

Accepted Answer

A) job application procedures 
B) discharge 
C) compensation 
D) all of the responses are correct 
A) job application procedures 
B) discharge 
C) compensation 
D) all of the responses are correct

Question 6

Under federal law there are no caps on either compensatory or punitive damages when sexual harassment is involved.

Accepted Answer

A) True 
 B)False

Question 7

Under federal law,employees may not waive their rights under the Age Discrimination in Employment Act (ADEA).

Accepted Answer

A) True 
 B)False

Question 8

A majority of the federal courts of appeals have struck down claims for hostile work environment in so-called paramour cases where coworkers have claimed that an employee has received preferential treatment by a supervisor has a result of having sexual relations with the supervisor.

Accepted Answer

A) True 
 B)False

Question 9

What did the U.S.Supreme Court rule in Echazabal v.Chevron USA,Inc.,in which the plaintiff sued under the Americans with Disabilities Act (ADA)after the defendant refused to allow the plaintiff to work in its refinery because of his liver disease and concerns regarding his health?

Accepted Answer

A) The Court ruled that under the ADA an employer is authorized to refuse to hire an individual if the individual's performance on the job would endanger his or her own health owing to a disability. 
B) The Court ruled that under the ADA an employer is only authorized to refuse to hire an individual if the individual's performance on the job would in any manner endanger another
Employee's health. 
C) The Court ruled that under the ADA an employer is only authorized to refuse to hire an individual if he or she has a communicable disease. 
D) The Court ruled that under the ADA an employer may not take into consideration a health condition that would present a problem to the applicant or others.The employer may only consider
Whether the applicant has the skills to do the job. 
A) The Court ruled that under the ADA an employer is authorized to refuse to hire an individual if the individual's performance on the job would endanger his or her own health owing to a disability. 
B) The Court ruled that under the ADA an employer is only authorized to refuse to hire an individual if the individual's performance on the job would in any manner endanger another
Employee's health. 
C) The Court ruled that under the ADA an employer is only authorized to refuse to hire an individual if he or she has a communicable disease. 
D) The Court ruled that under the ADA an employer may not take into consideration a health condition that would present a problem to the applicant or others.The employer may only consider
Whether the applicant has the skills to do the job.

Question 10

Susan goes to work for Fashion Company,a U.S.company that has a branch in a repressive Middle Eastern country.Susan agrees to go to transfer to the Middle Eastern country.After working there for several months she notices that men who are less qualified are promoted to managerial jobs for which she has applied.Susan tells her supervisor,Will,that she is going to sue the company under Title VII because she is being discriminated against on the basis of her sex.He tells her to forget it because Title VII does not apply outside the U.S.He also tells her that even if he wanted to promote her,which he does not,the law in the Middle Eastern country prohibits the promotion of women into managerial positions.Susan tells him that he is nuts because she is fully protected as a U.S.citizen working for a U.S.company.Who is right and why?

Accepted Answer

Both Susan and Will are right to a certa

Question 11

The U.S.Supreme Court has ruled that a showing of a serious effect on an employee's psychological well-being is necessary for a hostile work environment claim under Title VII.

Accepted Answer

A) True 
 B)False

Question 12

Legislation to amend Title VII to include sexual orientation has not been enacted.

Accepted Answer

A) True 
 B)False

Question 13

Trudy,a female manager at ABC Company,was surprised to learn that one of her male employees had accused her of sexual harassment.Trudy denied all charges.After a long and expensive battle in court,the jury ruled in favor of ABC Company on all charges.A few days after the trial,Trudy's supervisor fired her for no apparent reason.Trudy obtained evidence in the form of interoffice memos that she was fired because of the charges brought against her.Trudy thought that was unfair because she was completely vindicated by the jury.Are any remedies available to her under Title VII?

Accepted Answer

A) No remedies are available to her under Title VII because it only protects victims of discrimination and harassment along with witnesses testifying in support. 
B) Trudy can sue under Title VII only if she can establish that men had been treated differently when accused of harassment. 
C) Trudy can sue under Title VII only if she can establish the existence of an employment contract whereby she can only be discharged for just cause. 
D) At least one court has ruled that Trudy has a cause of action under Title VII based upon retaliation. 
A) No remedies are available to her under Title VII because it only protects victims of discrimination and harassment along with witnesses testifying in support. 
B) Trudy can sue under Title VII only if she can establish that men had been treated differently when accused of harassment. 
C) Trudy can sue under Title VII only if she can establish the existence of an employment contract whereby she can only be discharged for just cause. 
D) At least one court has ruled that Trudy has a cause of action under Title VII based upon retaliation.

Question 14

Plaintiffs in Title VII cases may only bring claims of harassment based on sex.

Accepted Answer

A) True 
 B)False

Question 15

Sneaky opened a new dress shop catering to college aged students.Sneaky advertised for sales associates but would only hire applicants who had been trained in computer skills in high school.Sally,age 50,was denied employment on the basis that although she was highly skilled in computer usage,she obtained her training after high school.Computer training was not available in Sally's high school nor was it typically available in high schools during that time period.Sally sued for age discrimination.Sneaky said that was not true and that his advertisement only referred to computer training.It in no way referenced an age requirement.Sneaky claimed that the fact that all his associates were younger was simply a coincidence.Which of the following is true regarding Sally's claim?

Accepted Answer

A) Sneaky should win because he was entitled to require high-school based computer training. 
B) Sneaky should win unless Sally can obtain evidence that Sneaky intentionally used the requirement to discriminate based upon age. 
C) Sally should win under a disparate treatment theory if she can show that the requirement systematically excludes individuals protected by the Age Discrimination in Employment Act. 
D) Sally should win under a disparate impact theory if she can show that the requirement systematically excludes individuals protected by the Age Discrimination in Employment Act. 
A) Sneaky should win because he was entitled to require high-school based computer training. 
B) Sneaky should win unless Sally can obtain evidence that Sneaky intentionally used the requirement to discriminate based upon age. 
C) Sally should win under a disparate treatment theory if she can show that the requirement systematically excludes individuals protected by the Age Discrimination in Employment Act. 
D) Sally should win under a disparate impact theory if she can show that the requirement systematically excludes individuals protected by the Age Discrimination in Employment Act.

Question 16

Which of the following is false regarding India's discrimination protection?

Accepted Answer

A) The India Constitution has provisions prohibiting some forms of discrimination. 
B) The Indian government has started an affirmative action program for citizens with disabilities. 
C) The Indian government has laws protecting women from sexual harassment. 
D) All of the responses are correct. 
A) The India Constitution has provisions prohibiting some forms of discrimination. 
B) The Indian government has started an affirmative action program for citizens with disabilities. 
C) The Indian government has laws protecting women from sexual harassment. 
D) All of the responses are correct.

Question 17

As a requirement for an employee to be covered by the Family and Medical Leave Act,he or she must have

Accepted Answer

A) worked at the place of employment for at least 12 months. 
B) completed at least 125 hours of service to the employer. 
C) work for an employer that has at least 75 employees. 
D) all of the responses are correct. 
A) worked at the place of employment for at least 12 months. 
B) completed at least 125 hours of service to the employer. 
C) work for an employer that has at least 75 employees. 
D) all of the responses are correct.

Question 18

An employer can legally justify discrimination against an employee with AIDS based upon the

Accepted Answer

A) possible loss of his customers. 
B) possible loss of his employees. 
C) increase of his health insurance costs. 
D) none of the responses are correct. 
A) possible loss of his customers. 
B) possible loss of his employees. 
C) increase of his health insurance costs. 
D) none of the responses are correct.

Question 19

Which of the following is not a factor in determining whether or not a "reasonable accommodation" is an "undue hardship" on the employer?

Accepted Answer

A) The type of disability to be accommodated. 
B) The nature and cost of the accommodation needed. 
C) The overall financial resources of the employer. 
D) The overall size of the business. 
A) The type of disability to be accommodated. 
B) The nature and cost of the accommodation needed. 
C) The overall financial resources of the employer. 
D) The overall size of the business.

Question 20

If two individuals aged 25 and 35 apply for the same position,under federal law the employer may not lawfully reject either applicant on the basis of age.

Accepted Answer

A) True 
 B)False

Exam 13: civil rights and employment discrimination

A report prepared by the Equal Employment Opportunity Commission in 2003 shows a steady decrease in religious discrimination claims under Title VII.

What has the U.S.Supreme Court ruled regarding the ability of a state employee to sue a state employer for a violation of the Family and Medical Leave Act?

Miranda is a cashier at Super Store.Saturday is their busiest day.She tells her supervisor Sam that she needs to be off every Saturday because that is the religious holiday for the religious to which she has recently converted.What are Sam's obligations to Miranda?

Which of the following does Executive Order 11246 require that federal contractors include in every nonexempt government contract?

Title I of the Americans with Disabilities Act (ADA)prohibits employers from discriminating with regard to ________ against a qualified individual because of a disability.

Under federal law there are no caps on either compensatory or punitive damages when sexual harassment is involved.

Under federal law,employees may not waive their rights under the Age Discrimination in Employment Act (ADEA).

A majority of the federal courts of appeals have struck down claims for hostile work environment in so-called paramour cases where coworkers have claimed that an employee has received preferential treatment by a supervisor has a result of having sexual relations with the supervisor.

What did the U.S.Supreme Court rule in Echazabal v.Chevron USA,Inc.,in which the plaintiff sued under the Americans with Disabilities Act (ADA)after the defendant refused to allow the plaintiff to work in its refinery because of his liver disease and concerns regarding his health?

The U.S.Supreme Court has ruled that a showing of a serious effect on an employee's psychological well-being is necessary for a hostile work environment claim under Title VII.

Legislation to amend Title VII to include sexual orientation has not been enacted.

Plaintiffs in Title VII cases may only bring claims of harassment based on sex.

Which of the following is false regarding India's discrimination protection?

As a requirement for an employee to be covered by the Family and Medical Leave Act,he or she must have

An employer can legally justify discrimination against an employee with AIDS based upon the

Which of the following is not a factor in determining whether or not a "reasonable accommodation" is an "undue hardship" on the employer?

If two individuals aged 25 and 35 apply for the same position,under federal law the employer may not lawfully reject either applicant on the basis of age.

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