Exam 16: Employment Discrimination

Under the Americans with Disabilities Act, a person who has a physical or mental impairment that does not substantially limit major life activities but is treated by the covered entity as constituting such limitation:

Title VII has resulted in a specific list of places of "national origin" and which qualify for coverage under the employment discrimination law.

In Harris v. Forklift Systems, the Supreme Court established a standard of sexual harassment that is based on the presence of physical harm, not psychological harm.

The Americans with Disabilities Act applies to employers with:

If an older worker is fired instead of a worker under age 40, but the younger worker has more seniority on the job, the employer has not violated the Age Discrimination in Employment Act.

The Office of Federal Contract Compliance Programs (OFCCP), which monitors the affirmative action programs of federal contractors, was established in response to:

Under Executive Order 11246, large government contractors must:

Under the Equal Pay Act, pay differentials on the basis of sex are eliminated by:

Title VII applies to employers with:

The employment rights of persons with disabilities and their rights to public accommodations, such as hotels, restaurants, theaters, public transportation, telecommunications, and retail stores were expanded by the:

Ms. Yu only hires Chinese men and women to work at her Chinese restaurant. She believes that customers prefer to be served by Chinese. Lisa Freeman (not Chinese) applies to work at the restaurant and is rejected. Yu's actions may be illegal:

There is no formal definition of "race." Under Title VII, one may declare any race of one's choosing.

According to the Supreme Court, in Pennsylvania State Police v. Suders, vicarious liability is not likely to be imposed on an employer for employment discrimination if an employee who suffered discrimination failed to take advantage of a quality complaint process that existed within the organization before bringing suit.

In Harris v. Forklift Systems, a woman sued her employer based on the conduct of her male boss. The Supreme Court held:

The agency given the power to file suits against employers and unions believed to be violating Title VII of the Civil Rights Act is the:

In Burlington Industries v. Ellerth and in Pennsylvania State Police v. Suders the Supreme Court noted that in a case where discrimination in the workplace is claimed, and the employee quits and claims constructive discharge for hostile environment:

The mandatory analysis comparing the percent of minorities and women in the community in each job category with the percent employed by a government contractor is known as:

In EEOC v. Dial Corp., where Dial used a weight lifting test to see if people were qualified to do the work needed at a factory, and the EEOC said it discriminated against women, the appeals court held that:

Because of past racial discrimination, senior employees at a plant are all white. The junior workers are racially mixed. A reduction in business forces the firm to fire half its workers. To protect the racial composition of the workers, the company will lay off white older workers. This policy is likely to be viewed by the courts as:

Employers may legally see to it that more minorities or women are hired without committing reverse discrimination if: