Exam 16: Employment Discrimination

The four-part test that the plaintiff in a disparate treatment case must meet to provide a prima facie discrimination case was established by:

The Pregnancy Discrimination Act amended Title VII.

Employment discrimination based on marital status is a prima facie Title VII violation for sex discrimination.

Under Title VII, there is an official list of races.

The Rehabilitation Act of 1973 requires employers to establish programs to help ex-convicts re-enter society.

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

In Japan, female executives are more common than in the U.S., and usually are paid as much as men for equal work.

Quid pro quo sexual harassment occurs when:

Individual states and cities:

Requiring older workers to pass physical examination as a condition of continued employment is an example of:

In U.S. v. Paradise, involving the hiring of black troopers by the Alabama highway patrol, the Supreme Court:

The most important antidiscrimination employment law is:

Treating maternity leave differently than other leaves for temporary disabilities is:

Which of the following is an example of a disability covered by the Rehabilitation Act and the Americans with Disabilities Act:

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. Under Title VII, Loretta is a member of a protected class based on sex. If she were also divorced, she would be given:

A trucking company has employees who load 100-pound sacks on trucks. Of those who apply for the jobs, one man in three can lift 100-pound sacks, but only one woman in fifty. As a result, all 40 employees are men. In sex discrimination suit, the most likely result will be that the company will:

Which of the following is NOT a reasonable accommodation required of employers under the Americans with Disabilities Act:

A woman has a difficult time with her pregnancy. She uses up all her paid leave time and sick time. She then often comes to work late or leave early due to feeling badly. Under the Pregnancy Discrimination Act, her employer must give her additional time off, if requested:

Constructive discharge occurs when:

Employers are permitted to differentiate among job applicants to make hiring decisions. The constraint the federal government puts on this process is that it limits the grounds upon which an employer may differentiate.