Question 1

Which of the following elements constitutes an affirmative defense by an employer whose employee has suffered sexual harassment at the work place?

Accepted Answer

A)  The plaintiff-employee was harassed by other employees who are no longer employed by the employer. 
B)  The employer had no knowledge about the sexual harassment faced by the plaintiff-employee until a court notice was served on the employer. 
C)  The plaintiff-employee failed to take advantage of any preventive or corrective opportunities provided by the employer. 
D)  The plaintiff-employee misinterpreted words or actions by the employer or his employees which were not intended to cause sexual harassment. 
A)  The plaintiff-employee was harassed by other employees who are no longer employed by the employer. 
B)  The employer had no knowledge about the sexual harassment faced by the plaintiff-employee until a court notice was served on the employer. 
C)  The plaintiff-employee failed to take advantage of any preventive or corrective opportunities provided by the employer. 
D)  The plaintiff-employee misinterpreted words or actions by the employer or his employees which were not intended to cause sexual harassment. C

Question 2

In 1978, the ________ which prohibits employment discrimination because of pregnancy, childbirth, or related medical conditions was enacted as an amendment to Title VII of the Civil Rights Act.

Accepted Answer

A)  Pregnancy Discrimination Act 
B)  Sex Discrimination Act 
C)  Gender Discrimination Act 
D)  Sexual Harassment Act 
A)  Pregnancy Discrimination Act 
B)  Sex Discrimination Act 
C)  Gender Discrimination Act 
D)  Sexual Harassment Act A

Question 3

An employee feels discriminated against by his employer, based on his religion. Who must he approach before filing a lawsuit against the employer? Describe the process.

Accepted Answer

If a person believes that he or she has been discriminated against in the workplace, he or she cannot immediately file a lawsuit against the employer. The complainant must first file a complaint with the EEOC.
The EEOC often requests that the parties try to resolve their dispute through mediation. If mediation does not work, the EEOC will investigate the charge. If the EEOC finds a violation, it will decide whether to sue the employer. If the EEOC sues the employer, the complainant cannot sue the employer. In this case, the EEOC represents the complainant. If the EEOC finds a violation and chooses not to bring suit, or does not find a violation, the EEOC will issue a right to sue letter to the complainant. This gives the complainant the right to sue his or her employer. If a state has a Fair Employment Practices Agency (FEPA), the complainant may file his or her claim with the FEPA instead of the EEOC.
Often a complainant will file a complaint with an FEPA if state law provides protection from discrimination not covered by federal laws or if the FEPA's procedure permits a filing date that is longer than that of the EEOC.
The FEPA complaint process is similar to that of the EEOC.

Question 4

Labor unions are not covered under Title VII of the Civil Rights Act.

Accepted Answer

A) True 
 B)False

Question 5

Denying employment to a woman because she is pregnant is a form of quid pro quo sex discrimination.

Accepted Answer

A) True 
 B)False

Question 6

The EEOC and a complainant can jointly sue an employer who discriminated against the complainant.

Accepted Answer

A) True 
 B)False

Question 7

Discrimination because of pregnancy, childbirth, or related medical conditions violates the Civil Rights Act of 1866.

Accepted Answer

A) True 
 B)False

Question 8

If a company does not hire certain employees because of their accents, it has carried out ________ discrimination.

Accepted Answer

A)  genetic information 
B)  race 
C)  color 
D)  national origin 
A)  genetic information 
B)  race 
C)  color 
D)  national origin

Question 9

A complainant may file his or her employment discrimination claim with the ________ instead of the EEOC.

Accepted Answer

A)  ADA 
B)  ADEA 
C)  FEPA 
D)  BFOQ 
A)  ADA 
B)  ADEA 
C)  FEPA 
D)  BFOQ

Question 10

When is an employer required to prove a bona fide occupational qualification? Explain with an example.

Accepted Answer

Discrimination based on protected classe

Question 11

Which of the following is true of sex discrimination?

Accepted Answer

A)  It is not the same as gender discrimination. 
B)  Prohibition against sex discrimination applies only to women, not men. 
C)  Employment discrimination because of pregnancy is sex discrimination. 
D)  Sex discrimination is covered by Title II of GINA. 
A)  It is not the same as gender discrimination. 
B)  Prohibition against sex discrimination applies only to women, not men. 
C)  Employment discrimination because of pregnancy is sex discrimination. 
D)  Sex discrimination is covered by Title II of GINA.

Question 12

To claim under disparate-treatment discrimination, the complainant must prove that ________.

Accepted Answer

A)  he or she is physically challenged 
B)  he or she was rejected due to over-qualification 
C)  he or she belongs to a Title VII protected class 
D)  he or she is covered by Title I of the ADA 
A)  he or she is physically challenged 
B)  he or she was rejected due to over-qualification 
C)  he or she belongs to a Title VII protected class 
D)  he or she is covered by Title I of the ADA

Question 13

The ________ protects both sexes from pay discrimination based on sex.

Accepted Answer

A)  Lilly Ledbetter Fair Pay Act 
B)  Fair Employment Practices Act 
C)  Title VII of Civil Rights Act 
D)  Equal Pay Act 
A)  Lilly Ledbetter Fair Pay Act 
B)  Fair Employment Practices Act 
C)  Title VII of Civil Rights Act 
D)  Equal Pay Act

Question 14

Title VII of the Civil Rights Act was intended to eliminate job discrimination based on race, color, national origin, sex, and religion.

Accepted Answer

A) True 
 B)False

Question 15

Which of the following is an instance of disparate-treatment discrimination?

Accepted Answer

A)  An employer does not promote Kelly as she is about take maternity leave. 
B)  Ghalib, who is fluent in English, is not hired as a writer due to his Iraqi heritage. 
C)  An employer refuses to install a wooden ramp to accommodate Lin who is restricted to a wheelchair. 
D)  A factory hires 22-year old Jerry over 46-year old Barry, citing age as the reason. 
A)  An employer does not promote Kelly as she is about take maternity leave. 
B)  Ghalib, who is fluent in English, is not hired as a writer due to his Iraqi heritage. 
C)  An employer refuses to install a wooden ramp to accommodate Lin who is restricted to a wheelchair. 
D)  A factory hires 22-year old Jerry over 46-year old Barry, citing age as the reason.

Question 16

The ________ is a federal statute enacted after the Civil War that prohibits racial and national origin employment discrimination.

Accepted Answer

Civil Righ

Question 17

________ discrimination occurs when an employer discriminates against an entire protected class.

Accepted Answer

A)  Disparate-treatment 
B)  Disparate-impact 
C)  Favored-treatment 
D)  Unfair-impact 
A)  Disparate-treatment 
B)  Disparate-impact 
C)  Favored-treatment 
D)  Unfair-impact

Question 18

QuickMoney LLC is looking to fill its chief executive officer position, as the current CEO is retiring soon. QuickMoney receives applications for this position from many persons, including Joe Thomas, an African-American. Mr. Thomas is the best-qualified applicant for the job. If QuickMoney does not hire Mr. Thomas because he is an African-American, the company has engaged in ________ discrimination.

Accepted Answer

A)  genetic information 
B)  race 
C)  color 
D)  national origin 
A)  genetic information 
B)  race 
C)  color 
D)  national origin

Question 19

Native American tribes and tax-exempt private clubs are expressly excluded from Title VII of the Civil Rights Act of 1964.

Accepted Answer

A) True 
 B)False

Question 20

Using a sexually explicit picture or screensaver to mock an employee constitutes ________.

Accepted Answer

A)  gender discrimination 
B)  quid pro quo sex discrimination 
C)  sexual harassment 
D)  physical abuse 
A)  gender discrimination 
B)  quid pro quo sex discrimination 
C)  sexual harassment 
D)  physical abuse

Exam 19: Equal Opportunity in Employment

Which of the following elements constitutes an affirmative defense by an employer whose employee has suffered sexual harassment at the work place?

In 1978, the ________ which prohibits employment discrimination because of pregnancy, childbirth, or related medical conditions was enacted as an amendment to Title VII of the Civil Rights Act.

An employee feels discriminated against by his employer, based on his religion. Who must he approach before filing a lawsuit against the employer? Describe the process.

Labor unions are not covered under Title VII of the Civil Rights Act.

Denying employment to a woman because she is pregnant is a form of quid pro quo sex discrimination.

The EEOC and a complainant can jointly sue an employer who discriminated against the complainant.

Discrimination because of pregnancy, childbirth, or related medical conditions violates the Civil Rights Act of 1866.

If a company does not hire certain employees because of their accents, it has carried out ________ discrimination.

A complainant may file his or her employment discrimination claim with the ________ instead of the EEOC.

When is an employer required to prove a bona fide occupational qualification? Explain with an example.

Which of the following is true of sex discrimination?

To claim under disparate-treatment discrimination, the complainant must prove that ________.

The ________ protects both sexes from pay discrimination based on sex.

Title VII of the Civil Rights Act was intended to eliminate job discrimination based on race, color, national origin, sex, and religion.

Which of the following is an instance of disparate-treatment discrimination?

The ________ is a federal statute enacted after the Civil War that prohibits racial and national origin employment discrimination.

________ discrimination occurs when an employer discriminates against an entire protected class.

Native American tribes and tax-exempt private clubs are expressly excluded from Title VII of the Civil Rights Act of 1964.

Using a sexually explicit picture or screensaver to mock an employee constitutes ________.

Legal Heritage and the Digital Age

Ethics and Social Responsibility of Business

Courts, Jurisdiction, and Administrative Agencies

Judicial, Alternative, and E-Dispute Resolution

Constitutional Law for Business and E-Commerce

Torts and Strict Liability

Criminal Law and Cyber Crimes

Intellectual Property and Cyber Piracy

Formation of Traditional and E-Contracts

Performance and Breach of Traditional and E-Contracts

E-Commerce and Digital Law

UCC Sales and Lease Contracts and Warranties

Credit, Secured Transactions, and Bankruptcy

Small Business and General and Limited Partnerships

Limited Liability Companies, Limited Liability Partnerships, and Special Forms of Business

Corporations and the Sarbanes-Oxley Act

Investor Protection, E-Securities, and Wall Street Reform

Agency Law

Employment Law and Worker Protection

Labor Law and Immigration Law

Antitrust Law and Unfair Trade Practices

Consumer Protection

Environmental Protection

Land Use Regulation and Real Property

International and World Trade Law

Filters