Exam 12: Employment Discrimination

Rachel, a fifty-five-year-old member of a racial minority with a disability, believes that she is a victim of employment discrimination. Potentially the most widespread form of discrimination is based on

A wage differential due to any factor violates the Equal Pay Act.

The right of employees to bring claims against their employer under Title VII of the Civil Rights Act as a group or class is unlimited.

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

An employer is not required to reasonably accommodate any individual employee's religious belief or practice.

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.

An employer has every right to retaliate against an employee who opposes a practice prohibited by Title VII of the Civil Rights Act.

The Americans with Disabilities Act defines persons with disabilities as persons with physical or mental impairments that cause them to suffer "undue hardship."

Ellen and Fred work on the loading dock for Grange Storage. Ellen, who has a disability, requests a transfer, which would represent an accommodation for her disability. But when an opening occurs, Grange transfers Fred on the basis of seniority. In Ellen's suit against Grange for discrimination, most likely

The Americans with Disabilities Act requires that employees with disabilities who cannot reasonably accommodate the needs of their employers are not qualified for the work.

Ruth is a supervisor for Subs, a restaurant. Tim is a Subs employee. The owner announces that some employees will be discharged. Ruth tells Tim that for sexual favors, she will give him an excellent performance review and recommend a raise. This is

Mechanical Engineering, Inc., 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

State employers are not immune from private suits brought by employees under the Age Discrimination in Employment Act.

Employers can legitimately refuse to accommodate the needs of persons with disabilities that substantially limit their everyday activities.

There is no way for an employer to avoid liability for online harassment.

Employers can require employees to participate in such religious activity as weekly prayer meetings.

A plaintiff who sues on the basis of disparate-treatment discrimination does not need to make out a prima facie case.

Under the Age Discrimination in Employment Act, a plaintiff must prove that he or she was replaced by a person of the protected class.

In deciding what should be done to reasonably accommodate an individual with a disability, an employer should give primary consideration to the cost.

Lisa brings a successful suit against her employer Metal Mold Corporation for employment discrimination. Lisa may be awarded