Exam 16: Employment Discrimination

The most common basis for a discrimination complaint is:

Title VII prohibits discrimination in employment based on sex. This does not include:

Under the Age Discrimination in Employment Act employers:

The Age Discrimination in Employment Act prohibits discrimination in employment against individuals over the age of 50.

To not violate Title VII's prohibition of discrimination based on religion, an employer may have to make changes in the way her business is organized to meet religious requirements of employees. Employers are required to incur:

A county adopted a flexible affirmative action program with no specific quotas, but with the purpose of getting more women in certain positions in which there were no women. To accomplish its goal, the County hired a qualified woman instead of a man who had scored higher on a valid aptitude test. The man sued arguing the program was discriminatory. You would expect the Supreme Court held that this action was:

Employers have the right to monitor employee's e-mails in the workplace and may do so, in part, to prevent sexual harassment.

If an employer is found to have engaged in illegal discrimination, under Title VII the courts may:

The EEOC enforces a law prohibiting discrimination in employment based on genetic information.

Employers may not discriminate in employment based on genetic information.

In Keith v. County of Oakland, where the County refused to hire Keith as a swimming lifeguard because he is deaf, and he sued for disability discrimination, the appeals court held that:

If an employee makes a prima facie case, but the employer gives a good business reason for the action involved, then it may be necessary for the jury to review the entire situation to understand if discrimination dominated the employment decision.

This ad was seen in a publication: "Wanted: Assistant to the President. Great job opportunity for bright, young, hard working person to work with President of a major private university." This ad is most likely to violate:

Historically, the common law permitted employers to:

Jim Crow laws were federal and state laws that:

In Harris v. Forklift Systems, a woman sued her employer based on the conduct of her male boss. The Supreme Court described the hostile work environment standard as:

Charles owns a club whose patrons are mostly African-American. He hires only African-Americans to serve drinks and food. Li (Asian-American) applies to work. He is qualified but is turned down. If Charles were to argue that the reason he denied Li the job is because being African-American is a bona fide occupational qualification, a court would find that Charles:

The Equal Pay Act of 1963 prohibits discrimination in hiring based on sex.

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:

A worker who is too obese to handle certain physical aspects of a job can be fired and not receive protection under the Americans with Disabilities Act.