Question 1

Which of the following is true of the Equal Pay Act?

Accepted Answer

A) It protects both sexes from pay discrimination based on gender. 
B) Federal workers are covered under the Equal Pay Act. 
C) Employees cannot bring a private cause of action against an employer for violating the Equal Pay Act. 
D) An employer who has violated the Equal Pay Act must lower the wages of employees whose wages had been increased. 
A) It protects both sexes from pay discrimination based on gender. 
B) Federal workers are covered under the Equal Pay Act. 
C) Employees cannot bring a private cause of action against an employer for violating the Equal Pay Act. 
D) An employer who has violated the Equal Pay Act must lower the wages of employees whose wages had been increased. A

Question 2

Employees stricken with cancer, diabetes, or epilepsy are considered qualified individuals with a disability under ADA provisions.

Accepted Answer

A) True 
 B)False  False

Question 3

The EEOC will issue a right to sue letter to the complainant even if it does not find a violation upon investigation of the charge.

Accepted Answer

A) True 
 B)False  True

Question 4

Title VII of the Civil Rights Act of 1964 applies to employers with any number of employees.

Accepted Answer

A) True 
 B)False

Question 5

Employers are obligated to provide reasonable accommodations to physically challenged employee if they do not incur significant difficulty or expense for the employers.

Accepted Answer

A) True 
 B)False

Question 6

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 7

The Civil Rights Act of 1866 is unconcerned with national origin employment discrimination.

Accepted Answer

A) True 
 B)False

Question 8

The ________ is a federal statute that permits a complainant to file an employment discrimination claim against an employer within 180 days of the most recent paycheck violation.

Accepted Answer

A) Civil Rights Act of 1968 
B) Title II of GINA 
C) Civil Rights Act of 1964 
D) Lilly Ledbetter Fair Pay Act 
A) Civil Rights Act of 1968 
B) Title II of GINA 
C) Civil Rights Act of 1964 
D) Lilly Ledbetter Fair Pay Act

Question 9

A complainant cannot file his or her claim of discrimination with the FEPA instead of the EEOC.

Accepted Answer

A) True 
 B)False

Question 10

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

Accepted Answer

A) True 
 B)False

Question 11

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 12

Federal antidiscrimination laws prohibit employers from engaging in retaliation against an employee for filing a charge of discrimination.

Accepted Answer

A) True 
 B)False

Question 13

Lila Miller who works for a large software firm is four-months pregnant and is due for a promotion.However, her employer offers the promotion to Harry Oswald, a less-experienced candidate, as Lila would go on maternity leave soon and would be unable to perform her duties.Which of the following is true of this scenario?

Accepted Answer

A) Lila's employer is liable for disparate-treatment discrimination. 
B) Lila's employer is liable for disparate-impact discrimination. 
C) The employer was lawful in denying Lila the promotion. 
D) Lila's employer has violated Title VII of the Civil Rights Act of 1964. 
A) Lila's employer is liable for disparate-treatment discrimination. 
B) Lila's employer is liable for disparate-impact discrimination. 
C) The employer was lawful in denying Lila the promotion. 
D) Lila's employer has violated Title VII of the Civil Rights Act of 1964.

Question 14

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.

Question 15

The ADEA is a federal statute that prohibits age discrimination practices against employees who are 40 years and older.

Accepted Answer

A) True 
 B)False

Question 16

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 17

An employer pays higher wages to Shelly-who has worked with the company for six years-than Samuel, who holds a similar position to Shelly and performs the same functions as her, and has worked with the company for only five and a half years.Which of the following is true of this case?

Accepted Answer

A) The employer has violated the Fair Employment Practices Act. 
B) The employer is liable for disparaged-treatment discrimination. 
C) The employer is liable for disparaged-impact discrimination. 
D) The employer has not violated the Equal Pay Act. 
A) The employer has violated the Fair Employment Practices Act. 
B) The employer is liable for disparaged-treatment discrimination. 
C) The employer is liable for disparaged-impact discrimination. 
D) The employer has not violated the Equal Pay Act.

Question 18

If a light-skinned member of a race refuses to hire a dark-skinned member of the same race, this will constitute as discrimination in violation of ________.

Accepted Answer

A) Title I of ADA 
B) Title II of GINA 
C) Title VII of the Civil Rights Act 
D) Title IV of GINA 
A) Title I of ADA 
B) Title II of GINA 
C) Title VII of the Civil Rights Act 
D) Title IV of GINA

Question 19

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 20

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.

Exam 33: Equal Opportunity in Employment

Which of the following is true of the Equal Pay Act?

Employees stricken with cancer, diabetes, or epilepsy are considered qualified individuals with a disability under ADA provisions.

The EEOC will issue a right to sue letter to the complainant even if it does not find a violation upon investigation of the charge.

Title VII of the Civil Rights Act of 1964 applies to employers with any number of employees.

Employers are obligated to provide reasonable accommodations to physically challenged employee if they do not incur significant difficulty or expense for the employers.

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

The Civil Rights Act of 1866 is unconcerned with national origin employment discrimination.

The ________ is a federal statute that permits a complainant to file an employment discrimination claim against an employer within 180 days of the most recent paycheck violation.

A complainant cannot file his or her claim of discrimination with the FEPA instead of the EEOC.

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

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

Federal antidiscrimination laws prohibit employers from engaging in retaliation against an employee for filing a charge of discrimination.

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

The ADEA is a federal statute that prohibits age discrimination practices against employees who are 40 years and older.

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

An employer pays higher wages to Shelly-who has worked with the company for six years-than Samuel, who holds a similar position to Shelly and performs the same functions as her, and has worked with the company for only five and a half years.Which of the following is true of this case?

If a light-skinned member of a race refuses to hire a dark-skinned member of the same race, this will constitute as discrimination in violation of ________.

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

Which of the following is true of sex discrimination?

Legal Heritage and the Digital Age

Courts and Jurisdiction

Judicial,Alternative,and E-Dispute Resolution

Constitutional Law for Business and E-Commerce

Intentional Torts and Negligence

Product and Strict Liability

Intellectual Property and Cyber Piracy

Criminal Law and Cyber Crimes

Nature of Traditional and E-Contracts

Agreement

Consideration and Promissory Estoppel

Capacity and Legality

Genuineness of Assent and Undue Influence

Statute of Frauds and Equitable Exceptions

Third-Party Rights and Discharge

Remedies for Breach of Traditional and E-Contracts

E-Commerce and Digital Law

Formation of Sales and Lease Contracts

Title to Goods and Risk of Loss

Remedies for Breach of Sales and Lease Contracts

Warranties

Creation of Negotiable Instruments

Holder in Due Course and Transferability

Liability, Defenses, and Discharge

Banks, E-Money, and Financial Reform

Credit,Mortgages,and Debtor's Rights

Secured Transactions and E-Filing

Bankruptcy and Reorganization

Agency Formation and Termination

Liability of Principals, Agents, and Independent Contractors

Employment, Worker Protection, and Immigration Law

Labor Law and Collective Bargaining

Small Business, Entrepreneurship, and General Partnerships

Limited Partnerships and Special Partnerships

Corporate Formation and Financing

Corporate Governance and the Sarbanes-Oxley Act

Corporate Acquisitions and Multinational Corporations

Limited Liability Companies and Limited Liability Partnerships

Franchises and Special Forms of Businesses

Investor Protection, E-Securities, and Wall Street Reform

Ethics and Social Responsibility of Business

Administrative Law and Regulatory Agencies

Consumer Protection and Product Safety

Environmental Protection

Antitrust Law and Unfair Trade Practices

Personal Property and Bailment

Real Property

Landlord-Tenant Law and Land Use Regulation

Insurance

Accountants' Duties and Liability

Wills Trusts and Estates

Family Law

International and World Trade Law

Filters