Exam 16: Employment Discrimination

In Lewis v. Heartland Inns of America, L.L.C., where Lewis sued for violation of her Title VII rights, contending that she was fired for not conforming to sex stereotypes and in retaliation for opposing discriminatory practices, the appeals court applied:

Under federal law, if a person wishes to file a discrimination charge they must:

If an employer has a merit pay system in place, that rewards employees based on productivity, and the result is that, on average, women employees earn less than men employees, the system is illegal under Title VII.

The first federal law that specifically addressed equal employment issues was the:

The laws against discrimination in employment cover which of the following areas:

Employment practices that discriminate against some employees must ____ to be legal.

In Burlington Industries v. Ellerth, concerning the liability of a firm for discrimination that occurs in the workplace when an employee claimed she was subject to sexual harassment by her supervisor, but never reported the matter to superiors, the Supreme Court held that:

The rules of affirmative action often require employers to:

When employment practices can be shown to discriminate against some employees:

All companies with federal contracts of $2,500 or more have a duty to ensure the disabled an opportunity in the workplace by providing reasonable accommodations under the:

Neutral business rules that happen to perpetuate the effects of discriminatory practices that have been ended are not violations of Title VII.

Sam owns Speedy Bricklayers, Inc., a company that specializes in bricklaying. To maintain his business's reputation for quick, quality bricklaying, Sam requires that all employees are experienced bricklayers. This discriminates against potential employees who have never laid bricks before. Sam is likely:

To select an employee from a group of applicants, employers may not use a selection criteria that results in:

Employers may legally make employment decisions that result in disparate treatment so as to protect women employees.

Many employers monitor the e-mail their employees send and receive at work. The courts have held that this practice is legal:

About 36% of discrimination charges filed every year are based on discrimination for:

The Supreme Court's ruling in McDonald v. Santa Fe Trail Transportation, where an African-American employee and a white employee had stolen property from their employer and the African-American employee was reprimanded but allowed to keep his job while the white employee was fired, showed that:

Under Title VII, national origin refers to:

Which is not one of the parts of the McDonnell-Douglas test that a plaintiff must establish to carry forward a claim of hiring discrimination against an employer:

Fact Pattern 17-1 Loretta worked for Minute Dry Cleaners as a cashier, and also did ironing when extra help was needed. Soon after she was hired, her boss, John, began to make suggestive comments to her. He complemented Loretta on her clothes and her looks. Several times, when they were in the store alone, John cornered Loretta and told her that she was driving him crazy, and that she just had to date him. Loretta told John that she already seeing someone and backed away. John cornered her again. He told her that he had waited long enough, and that if she wanted to keep her job she was going to have to "put out." He grabbed her arm, but she got away to the counter. She told John to keep away from her. He laughed, and asked her what she was going to do. He said he knew she needed the job, because she was fired from her previous jobs for drug problems. If she didn't get along with him, he would fire her and tell people it was because she came to work stoned. Loretta quit the next day. She filed a complaint against John with the local EEO office. John told EEO he fired Loretta was because of her drinking on the job. He referred them to Loretta's past work record which showed a drug problem. Loretta insisted that John harassed her and that she had not been drinking while at Minute. -Refer to Fact Pattern 17-1. If the EEOC issues a "right-to-sue" letter to Loretta, this means that her case against Minute: