Exam 13: Civil Rights and Employment Discrimination.

An impairment is a disability under the ADA only if it__________ an individual's ability to perform __________ as compared with most people in the general population.

Which of the following is generally true regarding front pay in discrimination cases?

Gender will qualify as a BFOQ where a gender-based restriction is based on the preferences of coworkers,employers,or customers for one sex or the other.

Discrimination on the basis of pregnancy is a form of sex discrimination under Title VII.

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

In theInternational Union United Automobile,Aerospace & Agriculture Implement Workers of America,UAW v.Johnson Controls,Inc.case referenced in the text,employer Johnson Controls had a 'fetal protection policy' that essentially barred women from working in unsafe working environments unless the employee could medically document herinability to bear children.How did the U.S.Supreme Court rule?

Discuss in detail the response of the EEOC in regard to the protection from discrimination of temporary workers supplied by an employment agency along with remedies available to temporary employees suffering discrimination.

Title VII prohibits discrimination based on which of the following?

What is the major provision of the Civil Rights Act of 1866 (Section 1981)?

Denial of promotion in retaliation for a person's refusal to respond to his or her supervisor's sexual advances is referred to as __________ harassment.

In quid pro quo sexual harassment cases and hostile environment cases,the employer is always vicariously liable under the __________ standard when a supervisor takes a tangible employment action against a subordinate.

In the Chevron USA,Inc.v.Echazabal case discussed in the text,the plaintiff claimed Chevron violated his rights under the ADA when it refused to allow him to work in its refinery because of plaintiff's liver disease and concerns regarding his health.How did the U.S.Supreme Court rule?

Under federal law,individuals under the age _____ have no protection from discrimination based on age.

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 denied liability pointing out 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?

Title VII provides that an employer may lawfully hire an individual on the basis of religion,sex,or national origin if religion,sex,or national origin is a bona fide occupational qualification.

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

In the McKennon v.Nashville Banner Publishing Co.case referenced in the text,after-acquired evidence of the plaintiff-employee's misconduct was introduced in a lawsuit filed under the ADEA.How did the U.S.Supreme Court rule?

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

Which of the following must the plaintiff prove in an Age Discrimination in Employment case?

In CASE 13.1Green v.Franklin National Bank of Minneapolis (2006),plaintiff sued her employer-Bankafter a co-worker repeatedly called her "monkey" and used other slurs.In its decision,the court held for the __________,ruling that __________.