Question 1

Which of the following elements constitutes an affirmative defense by an employer to a claim of sexual harassment at the work place?

Accepted Answer

A) The employee was harassed by other employees who are no longer employed by the employer. 
B) The employer had no knowledge about the sexual harassment faced by the plaintiff-employee until a court notice was served on the employer. 
C) The employee failed to take advantage of any preventive or corrective opportunities provided by the employer. 
D) The employee misinterpreted words or actions by the employer or his employees which were not intended to be sexual harassment. 
A) The employee was harassed by other employees who are no longer employed by the employer. 
B) The employer had no knowledge about the sexual harassment faced by the plaintiff-employee until a court notice was served on the employer. 
C) The employee failed to take advantage of any preventive or corrective opportunities provided by the employer. 
D) The employee misinterpreted words or actions by the employer or his employees which were not intended to be sexual harassment. C

Question 2

The Bona Fide Occupational Qualification Agency (BFOQA)is the federal administrative agency that is responsible for enforcing most federal antidiscrimination laws.

Accepted Answer

A) True 
 B)False  False

Question 3

Disparate-impact discrimination occurs when an employer adopts a work rule that is neutral on its face but is shown to cause an adverse impact on a protected class.

Accepted Answer

A) True 
 B)False  True

Question 4

The ________ protects both sexes from pay discrimination based on sex.

Accepted Answer

A) Lilly Ledbetter Fair Pay Act 
B) Fair Employment Practices Act 
C) Title VII of Civil Rights Act 
D) Equal Pay Act 
A) Lilly Ledbetter Fair Pay Act 
B) Fair Employment Practices Act 
C) Title VII of Civil Rights Act 
D) Equal Pay Act

Question 5

Which of the following is true of employment discrimination as defined under Title VII of the Civil Rights Act of 1964?

Accepted Answer

A) Disparate-treatment discrimination can be proven through statistical data about an employer's employment practices. 
B) Disparate-impact discrimination occurs when an employer adopts a work rule that is neutral on its face but is shown to cause an adverse impact on a protected class. 
C) Disparate-treatment discrimination occurs when an employer discriminates against an individual of a protected class. 
D) Sexual harassment and refusal to hire physically challenged employees are illustrations of disparate-impact discrimination. 
A) Disparate-treatment discrimination can be proven through statistical data about an employer's employment practices. 
B) Disparate-impact discrimination occurs when an employer adopts a work rule that is neutral on its face but is shown to cause an adverse impact on a protected class. 
C) Disparate-treatment discrimination occurs when an employer discriminates against an individual of a protected class. 
D) Sexual harassment and refusal to hire physically challenged employees are illustrations of disparate-impact discrimination.

Question 6

The ________ imposes obligations on employers and providers of public transportation,telecommunications,and public accommodations to accommodate disabled individuals.

Accepted Answer

A) Age Discrimination in Employment Act (AED
A)  
B) Older Workers Benefit Protection Act (OWBP
A)  
C) Americans with Disabilities Act (AD
A)  
D) Fair Employment Practices Agency (FEP
A)  
A) Age Discrimination in Employment Act (AED
A)  
B) Older Workers Benefit Protection Act (OWBP
A)  
C) Americans with Disabilities Act (AD
A)  
D) Fair Employment Practices Agency (FEP
A)

Question 7

A complainant can file his or her claim of discrimination with a state fair employment practices agency instead of the Equal Employment Opportunity Commission (EEOC).

Accepted Answer

A) True 
 B)False

Question 8

Disparate-treatment discrimination occurs when an employer treats a specific individual less favorably than others because of that person's race,color,national origin,sex,or religion.

Accepted Answer

A) True 
 B)False

Question 9

________ discrimination occurs when an employer discriminates against an entire protected class through the effects of a seemingly neutral policy.

Accepted Answer

A) Disparate-treatment 
B) Disparate-impact 
C) Favored-treatment 
D) Unfair-impact 
A) Disparate-treatment 
B) Disparate-impact 
C) Favored-treatment 
D) Unfair-impact

Question 10

Explain the concept of reasonable accommodation of disabled employees.When is an employer not obligated to provide such accommodation?

Accepted Answer

Under Title I of Americans with Disabili

Question 11

Title VII of the Civil Rights Act was intended to eliminate job discrimination based on race,color,national origin,sex,and religion.

Accepted Answer

A) True 
 B)False

Question 12

A person having origins in any of the original peoples of the Middle East belongs to the Caucasian racial group.

Accepted Answer

A) True 
 B)False

Question 13

If a light-skinned member of a race refuses to hire a dark-skinned member of the same race,it constitutes racial discrimination.

Accepted Answer

A) True 
 B)False

Question 14

Lila Miller who works for a large software firm is four months pregnant and is due for a promotion.However,her employer offers the promotion to Harry Oswald,a less-experienced candidate,as Lila would go on maternity leave soon and would be unable to perform her duties.Which of the following is true of this scenario?

Accepted Answer

A) Lila's employer is not liable for disparate-treatment discrimination. 
B) Lila's employer is liable for disparate-impact discrimination. 
C) The employer was justified in denying Lila the promotion. 
D) Lila's employer may have violated Title VII of the Civil Rights Act of 1964. 
A) Lila's employer is not liable for disparate-treatment discrimination. 
B) Lila's employer is liable for disparate-impact discrimination. 
C) The employer was justified in denying Lila the promotion. 
D) Lila's employer may have violated Title VII of the Civil Rights Act of 1964.

Question 15

A private plaintiff can bring an action of employment discrimination under Section 1981 of the Civil Rights Act of 1866 without going through the procedural requirements of Title VII.

Accepted Answer

A) True 
 B)False

Question 16

An affirmative action plan provides that certain job preferences will be given to members of minority racial and ethnic groups,females,and other protected-class applicants when making employment decisions.

Accepted Answer

A) True 
 B)False

Question 17

The ________ is a federal statute that permits a complainant to file an employment discrimination claim against an employer within 180 days of the most recent paycheck violation.

Accepted Answer

A) Civil Rights Act of 1968 
B) Title II of Genetic Information Nondiscrimination Act 
C) Civil Rights Act of 1866 
D) Lilly Ledbetter Fair Pay Act 
A) Civil Rights Act of 1968 
B) Title II of Genetic Information Nondiscrimination Act 
C) Civil Rights Act of 1866 
D) Lilly Ledbetter Fair Pay Act

Question 18

An employer pays higher wages to Shelly-who has worked with the company for six years-than Samuel,who holds a similar position to Shelly and performs the same functions as her and has worked with the company for only five and a half years.Which of the following is true of this case?

Accepted Answer

A) The employer has violated the Fair Employment Practices Act. 
B) The employer is liable for disparaged-treatment discrimination. 
C) The employer is liable for disparaged-impact discrimination. 
D) The employer may not have violated the Equal Pay Act. 
A) The employer has violated the Fair Employment Practices Act. 
B) The employer is liable for disparaged-treatment discrimination. 
C) The employer is liable for disparaged-impact discrimination. 
D) The employer may not have violated the Equal Pay Act.

Question 19

Federal antidiscrimination laws prohibit employers from engaging in retaliation against an employee for filing a charge of discrimination.

Accepted Answer

A) True 
 B)False

Question 20

If an employer categorically refuses to promote all persons of the Asian race,the company has engaged in disparate-impact discrimination.

Accepted Answer

A) True 
 B)False

Exam 33: Equal Opportunity in Employment

Which of the following elements constitutes an affirmative defense by an employer to a claim of sexual harassment at the work place?

The Bona Fide Occupational Qualification Agency (BFOQA)is the federal administrative agency that is responsible for enforcing most federal antidiscrimination laws.

Disparate-impact discrimination occurs when an employer adopts a work rule that is neutral on its face but is shown to cause an adverse impact on a protected class.

The ________ protects both sexes from pay discrimination based on sex.

Which of the following is true of employment discrimination as defined under Title VII of the Civil Rights Act of 1964?

The ________ imposes obligations on employers and providers of public transportation,telecommunications,and public accommodations to accommodate disabled individuals.

A complainant can file his or her claim of discrimination with a state fair employment practices agency instead of the Equal Employment Opportunity Commission (EEOC).

Disparate-treatment discrimination occurs when an employer treats a specific individual less favorably than others because of that person's race,color,national origin,sex,or religion.

________ discrimination occurs when an employer discriminates against an entire protected class through the effects of a seemingly neutral policy.

Explain the concept of reasonable accommodation of disabled employees.When is an employer not obligated to provide such accommodation?

Title VII of the Civil Rights Act was intended to eliminate job discrimination based on race,color,national origin,sex,and religion.

A person having origins in any of the original peoples of the Middle East belongs to the Caucasian racial group.

If a light-skinned member of a race refuses to hire a dark-skinned member of the same race,it constitutes racial discrimination.

A private plaintiff can bring an action of employment discrimination under Section 1981 of the Civil Rights Act of 1866 without going through the procedural requirements of Title VII.

An affirmative action plan provides that certain job preferences will be given to members of minority racial and ethnic groups,females,and other protected-class applicants when making employment decisions.

The ________ is a federal statute that permits a complainant to file an employment discrimination claim against an employer within 180 days of the most recent paycheck violation.

An employer pays higher wages to Shelly-who has worked with the company for six years-than Samuel,who holds a similar position to Shelly and performs the same functions as her and has worked with the company for only five and a half years.Which of the following is true of this case?

Federal antidiscrimination laws prohibit employers from engaging in retaliation against an employee for filing a charge of discrimination.

If an employer categorically refuses to promote all persons of the Asian race,the company has engaged in disparate-impact discrimination.

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