Question 1

Women affected by pregnancy must be treated the same as other persons not so affected but similar in ability to work.

Accepted Answer

A) True 
 B)False

Question 2

Compensatory damages are not available in cases of intentional discrimination in violation of Title VII of the Civil Rights Act.

Accepted Answer

A) True 
 B)False

Question 3

The Americans with Disabilities Act requires that employers accommodate the needs of applicants or employees with disabilities who are not otherwise qualified for the work​

Accepted Answer

A) True 
 B)False

Question 4

Title VII of the Civil Rights Act applies to employers with fifteen or less employees.

Accepted Answer

A) True 
 B)False

Question 5

Employers can require employees to participate in any religious activity.

Accepted Answer

A) True 
 B)False

Question 6

Fact Pattern 25-1
​Craig applies for a job at Dispatch Transportation & Warehousing, Inc., for which he is well qualified. He passes a test to determine which applicants are eligible for hiring, but the employer discards the results, and Craig is rejected. Dispatch continues to seek applicants.
-Refer to Fact Pattern 25-1. Craig files a suit against Dispatch under the Civil Rights Act, claiming discrimination. To support this claim, Craig must show that he is a member of​

Accepted Answer

A)  ​a protected class. 
B)  ​a majority group. 
C)  ​an employers' association. 
D)  ​a union. 
A)  ​a protected class. 
B)  ​a majority group. 
C)  ​an employers' association. 
D)  ​a union.

Question 7

Fact Pattern 25-3
​Artur, who has a disability, is an employee of Banquet & Event Facilities & Services, Inc. After the installation of new doors on the entrance to Banquet's hall, Artur finds it nearly impossible to enter and exit. For repeatedly failing to be on time, Banquet replaces Artur with Carter, who does not have a disability.
-Refer to Fact Pattern 25-3. To succeed with a claim against Banquet under the Americans with Disabilities Act, Artur will have to show that​

Accepted Answer

A)  ​Artur consistently met the essential requirements of his job. 
B)  ​Banquet refused to make reasonable accommodation for Artur. 
C)  ​Carter is unqualified for Artur's position. 
D)  ​the doors were installed as an act of intentional discrimination. 
A)  ​Artur consistently met the essential requirements of his job. 
B)  ​Banquet refused to make reasonable accommodation for Artur. 
C)  ​Carter is unqualified for Artur's position. 
D)  ​the doors were installed as an act of intentional discrimination.

Question 8

Qiana is the only female employee in the maintenance department of Rescue Vehicles Sales & Service Inc. Qiana's supervisor and co-workers tease and play tricks on her so relentlessly that she feels compelled to quit. This is

Accepted Answer

A)  ​a constructive discharge on the basis of gender discrimination. 
B)  ​a harassing discharge on the basis of treatment discrimination. 
C)  ​a voluntary discharge on the basis of impact discrimination. 
D)  ​none of the choices. 
A)  ​a constructive discharge on the basis of gender discrimination. 
B)  ​a harassing discharge on the basis of treatment discrimination. 
C)  ​a voluntary discharge on the basis of impact discrimination. 
D)  ​none of the choices.

Question 9

Employers who do not accommodate the needs of persons with disabilities must demonstrate that the accommodations would cause undue hardship.

Accepted Answer

A) True 
 B)False

Question 10

Fact Pattern 25-3
​Artur, who has a disability, is an employee of Banquet & Event Facilities & Services, Inc. After the installation of new doors on the entrance to Banquet's hall, Artur finds it nearly impossible to enter and exit. For repeatedly failing to be on time, Banquet replaces Artur with Carter, who does not have a disability.
-Refer to Fact Pattern 25-3. To successfully defend against Artur's claim, Banquet will have to show that

Accepted Answer

A)  ​Artur consistently failed to meet the essential requirements of his job. 
B)  ​Banquet cannot make changes to the doors without undue hardship. 
C)  ​Carter is qualified for Artur's position. 
D)  ​the doors were not installed as an act of intentional discrimination. 
A)  ​Artur consistently failed to meet the essential requirements of his job. 
B)  ​Banquet cannot make changes to the doors without undue hardship. 
C)  ​Carter is qualified for Artur's position. 
D)  ​the doors were not installed as an act of intentional discrimination.

Question 11

Machine Fabrication, LLC, may be liable for the sexual harassment of an employee if it knew or should have known about the harassment, failed to take immediate action, and the harassment was committed by​

Accepted Answer

A)  ​the employee's previous employer. 
B)  ​a company supervisor. 
C)  ​a competitor. 
D)  ​any of the choices. 
A)  ​the employee's previous employer. 
B)  ​a company supervisor. 
C)  ​a competitor. 
D)  ​any of the choices.

Question 12

Conrad and Delilah are employees of EcoCrop Feed & Seed Corporation. Under the Equal Pay Act, EcoCrop can legitimately pay different wages on the basis of

Accepted Answer

A)  ​seniority. 
B)  ​job descriptions. 
C)  ​substantial equality of skill, effort, and responsibility. 
D)  ​gender. 
A)  ​seniority. 
B)  ​job descriptions. 
C)  ​substantial equality of skill, effort, and responsibility. 
D)  ​gender.

Question 13

If a wage differential is due to any factor other than gender, then it does not violate the Equal Pay Act.

Accepted Answer

A) True 
 B)False

Question 14

Elsa participates in an investigation into possible violations of the Civil Rights Act at Foundry, Inc., where she works. As a result, Elsa's employer demotes her. Elsa can file a​

Accepted Answer

A)  ​harassment complaint. 
B)  ​retaliation claim. 
C)  ​constructive discharge claim. 
D)  ​disparate-impact discrimination claim. 
A)  ​harassment complaint. 
B)  ​retaliation claim. 
C)  ​constructive discharge claim. 
D)  ​disparate-impact discrimination claim.

Question 15

The Age Discrimination in Employment Act prohibits mandatory retirement for nonmanagerial workers.

Accepted Answer

A) True 
 B)False

Question 16

Orli believes that Power Utility Corporation (PUC) has discriminated against her on the basis of race. She files a suit against PUC under the Civil Rights Act. To establish a prima facie case of employment discrimination, Orli must show that​

Accepted Answer

A)  ​she is a member of a protected class. 
B)  ​PUC has no legal defenses against the claim. 
C)  ​discriminatory intent motivated PUC's act. 
D)  ​no other firm in PUC's industry has committed a discriminatory act. 
A)  ​she is a member of a protected class. 
B)  ​PUC has no legal defenses against the claim. 
C)  ​discriminatory intent motivated PUC's act. 
D)  ​no other firm in PUC's industry has committed a discriminatory act.

Question 17

For an employer to successfully defend against a charge of a supervisor's sexual harassment, the plaintiff-employee must have taken a tangible employment action against the supervisor.

Accepted Answer

A) True 
 B)False

Question 18

Employees who leave their jobs voluntarily may still claim under Title VII that they were "constructively discharged" by their employer.

Accepted Answer

A) True 
 B)False

Question 19

Emylee, an employee of Farm Supplies, Inc., files a sexual-harassment suit against her employer, alleging sexual harassment by her supervisor Gowan. Farm Supplies may be liable if it had effective harassment policies and complaint procedures that were followed by​

Accepted Answer

A)  ​none of the employees. 
B)  ​Emylee. 
C)  ​all of the employees except Emylee. 
D)  ​Gowan. 
A)  ​none of the employees. 
B)  ​Emylee. 
C)  ​all of the employees except Emylee. 
D)  ​Gowan.

Question 20

Destination Resort Hotel Company replaces Estee, a forty-five-year-old employee, with Francesca. Estee files a suit against the employer under the Age Discrimination in Employment Act. To establish a prima facie case, Estee must show, among other things, that she is​

Accepted Answer

A)  ​deserving of higher pay than Francesca. 
B)  ​generally more dependable than Francesca. 
C)  ​older than Francesca. 
D)  ​qualified for the position. 
A)  ​deserving of higher pay than Francesca. 
B)  ​generally more dependable than Francesca. 
C)  ​older than Francesca. 
D)  ​qualified for the position.

Exam 25: Employment Discrimination

Women affected by pregnancy must be treated the same as other persons not so affected but similar in ability to work.

Compensatory damages are not available in cases of intentional discrimination in violation of Title VII of the Civil Rights Act.

The Americans with Disabilities Act requires that employers accommodate the needs of applicants or employees with disabilities who are not otherwise qualified for the work​

Title VII of the Civil Rights Act applies to employers with fifteen or less employees.

Employers can require employees to participate in any religious activity.

Qiana is the only female employee in the maintenance department of Rescue Vehicles Sales & Service Inc. Qiana's supervisor and co-workers tease and play tricks on her so relentlessly that she feels compelled to quit. This is

Employers who do not accommodate the needs of persons with disabilities must demonstrate that the accommodations would cause undue hardship.

Machine Fabrication, LLC, may be liable for the sexual harassment of an employee if it knew or should have known about the harassment, failed to take immediate action, and the harassment was committed by​

Conrad and Delilah are employees of EcoCrop Feed & Seed Corporation. Under the Equal Pay Act, EcoCrop can legitimately pay different wages on the basis of

If a wage differential is due to any factor other than gender, then it does not violate the Equal Pay Act.

Elsa participates in an investigation into possible violations of the Civil Rights Act at Foundry, Inc., where she works. As a result, Elsa's employer demotes her. Elsa can file a​

The Age Discrimination in Employment Act prohibits mandatory retirement for nonmanagerial workers.

Orli believes that Power Utility Corporation (PUC) has discriminated against her on the basis of race. She files a suit against PUC under the Civil Rights Act. To establish a prima facie case of employment discrimination, Orli must show that​

For an employer to successfully defend against a charge of a supervisor's sexual harassment, the plaintiff-employee must have taken a tangible employment action against the supervisor.

Employees who leave their jobs voluntarily may still claim under Title VII that they were "constructively discharged" by their employer.

Emylee, an employee of Farm Supplies, Inc., files a sexual-harassment suit against her employer, alleging sexual harassment by her supervisor Gowan. Farm Supplies may be liable if it had effective harassment policies and complaint procedures that were followed by​

Destination Resort Hotel Company replaces Estee, a forty-five-year-old employee, with Francesca. Estee files a suit against the employer under the Age Discrimination in Employment Act. To establish a prima facie case, Estee must show, among other things, that she is​

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The Americans with Disabilities Act requires that employers accommodate the needs of applicants or employees with disabilities who are not otherwise qualified for the work

Machine Fabrication, LLC, may be liable for the sexual harassment of an employee if it knew or should have known about the harassment, failed to take immediate action, and the harassment was committed by

Elsa participates in an investigation into possible violations of the Civil Rights Act at Foundry, Inc., where she works. As a result, Elsa's employer demotes her. Elsa can file a

Orli believes that Power Utility Corporation (PUC) has discriminated against her on the basis of race. She files a suit against PUC under the Civil Rights Act. To establish a prima facie case of employment discrimination, Orli must show that

Emylee, an employee of Farm Supplies, Inc., files a sexual-harassment suit against her employer, alleging sexual harassment by her supervisor Gowan. Farm Supplies may be liable if it had effective harassment policies and complaint procedures that were followed by

Destination Resort Hotel Company replaces Estee, a forty-five-year-old employee, with Francesca. Estee files a suit against the employer under the Age Discrimination in Employment Act. To establish a prima facie case, Estee must show, among other things, that she is