Exam 16: Employment Discrimination

In Pennsylvania State Police v. Suders the Supreme Court noted that in a case where harassment in the workplace is "so intolerable as to cause a resignation":

A deliberate effort by an employer to remedy discriminatory practices in the hiring, training, and promotion of protected class members is called:

In McDonnell-Douglas Corp. v. Green, the Supreme Court established a four-part test that a plaintiff must meet to establish:

The ____ provides protection for disabled persons seeking employment with, or who are currently employed by, employers that receive federal funds.

Title VII restricts discrimination based on:

If an employer does not send a worker to an assignment in Pakistan because she is pregnant, because the employer is concerned about the quality of medical care there, the employer may be liable for sex discrimination.

Which of the following is an amendment to the Civil Rights Act of 1964:

Some states have laws making it illegal to discriminate against employees on the basis of marital status.

The Age Discrimination in Employment Act provides weaker protections and remedies for people discriminated against in employment on the basis of age, than are provided to the classes protected under Title VII.

Which is not an officially recognized racial group under Title VII:

Under the Rehabilitation Act of 1973, all companies with federal contracts of ____ have a duty to ensure the disabled an opportunity in the workplace by providing reasonable accommodations.

The laws against discrimination in employment DO NOT cover which of the following areas:

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. Suppose when John found out that Loretta had a drug problem he became furious, because he knows that employees with drug problems tend to have higher medical bills. On the basis of her past drug problems, John fires Loretta. If Loretta challenged the dismissal, the court would find that:

Historically, the common law permitted employers to:

Reverse discrimination⎯giving preferential treatment to minorities or women⎯is not illegal as that is one of the goals of Title VII.

Personal characteristics are bona fide occupational qualification in some cases. In which case would it not be?

A qualified job applicant is confined to a wheelchair. An employer does not have to hire the person if the bathrooms at the place of employment are not wheelchair accessible.

Title VII sex discrimination includes discrimination with respect to:

Executive Order 11246 was written:

An employer cannot be found liable for sexual discrimination based on the content of e-mails that employees send each other.