Exam 16: Employment Discrimination

To reduce the likelihood of discrimination cases, employers:

According to the Supreme Court, in Burlington Industries v. Ellerth, an employer is not liable for a complaint of sexual harassment by a supervisor if the employee never complained to superiors about the problem.

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

An example of quid pro quo sexual harassment would be:

Comparing the race and sex composition of a company's workforce to the relevant labor market is an aspect of affirmative action called underutilization analysis.

Under Title VII, the EEOC has produced a list of religions and religious organizations that qualify for coverage under the statute.

To determine if there is a hostile environment in a sexual harassment case courts look at:

The Rehabilitation Act and the Americans with Disability Act define a person with disability as one who:

San Francisco's civil rights law that prohibits employment discrimination based on height or weight is an example of:

As a rule, when testing of job applicants employers should do which of the following to be within the bounds of the law:

Remedies for victims of unlawful discriminatory employment practices cannot include:

Ernie the Employer allows John to work overtime every week, but refuses to let Sally work overtime at all. Sally can most likely:

An employee joins a religion that requires members to keep a chicken by their side all morning and then cut-off a chicken's head at noon and suck the blood. The employer tells the employee that he may not do this at work. The employee claims he has the right to do this as a religious belief, so the employer fires him. If sued for discrimination, the court will likely rule that:

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:

In a few situations, such as modeling clothing, an employer may discriminate on the basis of race as a bona fide occupational qualification.

A woman has a difficult time with her pregnancy. She uses up all her 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:

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:

A sexually hostile work environment is:

If an employee honors a particular day of the week as a holy day, the employer must be sure to arrange the work schedule to allow the employee to have that day off or face discrimination based on religion suit.

Which of the following could be used as evidence in a discrimination trial that the employer's rationale was just pretext for disparate treatment: