Question 1

The first action generally attempted by the EEOC is:

Accepted Answer

A)  litigation. 
B)  conciliation. 
C)  mediation. 
D)  arbitration. 
A)  litigation. 
B)  conciliation. 
C)  mediation. 
D)  arbitration. B

Question 2

Title VII requires that employers make reasonable efforts to accommodate their employees' religious beliefs.

Accepted Answer

A) True 
 B)False  True

Question 3

Title VII protects members of which racial grouping(s)?

Accepted Answer

A)  black only 
B)  black,Native American,and Asian-Pacific 
C)  white only 
D)  all racial groupings 
A)  black only 
B)  black,Native American,and Asian-Pacific 
C)  white only 
D)  all racial groupings D

Question 4

When an employee alleges religious discrimination because of an employee-observed religious practice:

Accepted Answer

A)  the employer must bypass seniority rules to accommodate the employee. 
B)  the employee must honor all bona fide religious practices. 
C)  the employer must make reasonable efforts to accommodate religious beliefs. 
D)  the employer must call in a substitute worker at additional cost. 
A)  the employer must bypass seniority rules to accommodate the employee. 
B)  the employee must honor all bona fide religious practices. 
C)  the employer must make reasonable efforts to accommodate religious beliefs. 
D)  the employer must call in a substitute worker at additional cost.

Question 5

Employment testing and educational requirements must be "job-related";that is,employers must prove that employment testing and educational requirements bear a relationship to job performance.

Accepted Answer

A) True 
 B)False

Question 6

Generally,the EEOC attempts to remedy an unlawful practice through conciliation.

Accepted Answer

A) True 
 B)False

Question 7

Women who are unable to work as a result of pregnancy,childbirth,or related medical conditions must be provided the same benefits as all other workers.Such benefits include temporary disability insurance,long-term disability insurance,and sick leave.

Accepted Answer

A) True 
 B)False

Question 8

To be lawful,affirmative action must be time-limited .

Accepted Answer

A) True 
 B)False

Question 9

Title VII of the Civil Rights Act of 1964 applies to:

Accepted Answer

A)  the hiring process. 
B)  discipline. 
C)  discharge 
D)  all of the above. 
A)  the hiring process. 
B)  discipline. 
C)  discharge 
D)  all of the above.

Question 10

The Pregnancy Discrimination Act does not:

Accepted Answer

A)  require employers to treat pregnancy as other disabilities are treated. 
B)  require women disabled by pregnancy to be provided with the same benefits as other disabled workers. 
C)  require an employer to provide paid sick leave benefits to pregnant women if it does not provide them to other disabled workers. 
D)  prevent termination because of pregnancy 
A)  require employers to treat pregnancy as other disabilities are treated. 
B)  require women disabled by pregnancy to be provided with the same benefits as other disabled workers. 
C)  require an employer to provide paid sick leave benefits to pregnant women if it does not provide them to other disabled workers. 
D)  prevent termination because of pregnancy

Question 11

The Age Discrimination in Employment Act forbids discrimination by employers against persons over 30 years of age.

Accepted Answer

A) True 
 B)False

Question 12

In a disparate impact case,proof that the employer did not intend to discriminate is a complete defense.

Accepted Answer

A) True 
 B)False

Question 13

When supervisors seek sexual favors in return for job benefits,the practice is called:

Accepted Answer

A)  tangible employment action sexual harassment. 
B)  hostile work environment sexual harassment. 
C)  res ipsa loquitur sexual harassment. 
D)  none of the above. 
A)  tangible employment action sexual harassment. 
B)  hostile work environment sexual harassment. 
C)  res ipsa loquitur sexual harassment. 
D)  none of the above.

Question 14

Under Title VII,whites are not protected against discrimination because of race and color.

Accepted Answer

A) True 
 B)False

Question 15

Unless justified by business necessity,physical standards such as height requirements that tend to exclude people of certain national origins violate Title VII.

Accepted Answer

A) True 
 B)False

Question 16

Pay raises based on seniority generally are considered lawful.

Accepted Answer

A) True 
 B)False

Question 17

According to the EEOC,claims for retaliation may only be filed under Title VII.

Accepted Answer

A) True 
 B)False

Question 18

Religious societies may not grant hiring preferences to members of their religion.

Accepted Answer

A) True 
 B)False

Question 19

Which of the following scenarios would not qualify as a bona fide occupational qualification exception to Title VII?

Accepted Answer

A)  a religious school hiring only members of that religion to teach religion 
B)  a women's store that sells wedding gowns hiring only women to measure and fit customers 
C)  an airline hiring only female flight attendants 
D)  all of the above scenarios would qualify as a bona fide occupational qualification exception to Title VII. 
A)  a religious school hiring only members of that religion to teach religion 
B)  a women's store that sells wedding gowns hiring only women to measure and fit customers 
C)  an airline hiring only female flight attendants 
D)  all of the above scenarios would qualify as a bona fide occupational qualification exception to Title VII.

Question 20

An employer cannot be held liable for the sexual harassment of an employee by a supervisor.

Accepted Answer

A) True 
 B)False

Exam 40: Equal Employment Opportunity Law

The first action generally attempted by the EEOC is:

Title VII requires that employers make reasonable efforts to accommodate their employees' religious beliefs.

Title VII protects members of which racial grouping(s)?

When an employee alleges religious discrimination because of an employee-observed religious practice:

Employment testing and educational requirements must be "job-related";that is,employers must prove that employment testing and educational requirements bear a relationship to job performance.

Generally,the EEOC attempts to remedy an unlawful practice through conciliation.

Women who are unable to work as a result of pregnancy,childbirth,or related medical conditions must be provided the same benefits as all other workers.Such benefits include temporary disability insurance,long-term disability insurance,and sick leave.

To be lawful,affirmative action must be time-limited .

Title VII of the Civil Rights Act of 1964 applies to:

The Pregnancy Discrimination Act does not:

The Age Discrimination in Employment Act forbids discrimination by employers against persons over 30 years of age.

In a disparate impact case,proof that the employer did not intend to discriminate is a complete defense.

When supervisors seek sexual favors in return for job benefits,the practice is called:

Under Title VII,whites are not protected against discrimination because of race and color.

Unless justified by business necessity,physical standards such as height requirements that tend to exclude people of certain national origins violate Title VII.

Pay raises based on seniority generally are considered lawful.

According to the EEOC,claims for retaliation may only be filed under Title VII.

Religious societies may not grant hiring preferences to members of their religion.

Which of the following scenarios would not qualify as a bona fide occupational qualification exception to Title VII?

An employer cannot be held liable for the sexual harassment of an employee by a supervisor.

The Nature and Sources of Law

The Court System and Dispute Resolution

Business Ethics, Social Forces, and the Law

The Constitution As the Foundation of the Legal Environment

Government Regulation of Competition and Prices

Administrative Agencies

The Legal Environment of International Trade

Crimes

Torts

Intellectual Property Rights

Cyberlaw

Nature and Classes of Contracts: Contracting on the Internet

Formation of Contracts: Offer and Acceptance

Capacity and Genuine Assent

Consideration

Legality and Public Policy

Writing, Electronic Forms, and Interpretation of Contracts

Third Persons and Contracts

Discharge of Contracts

Breach of Contract and Remedies

Personal Property and Bailments

Legal Aspects of Supply Chain Management

Nature and Form of Sales

Title and Risk of Loss

Product Liability: Warranties and Torts

Obligations and Performance

Remedies for Breach of Sales Contracts

Kinds of Instruments, parties, and Negotiability

Transfers of Negotiable Instruments and Warranties of Parties

Liability of the Parties Under Negotiable Instruments

Checks and Funds Transfers

Nature of the Debtor-Creditor Relationship

Consumer Protection

Secured Transactions in Personal Property

Bankruptcy

Insurance

Agency

Third Persons in Agency

Regulation of Employment

Types of Business Organizations

Partnerships

LPs, LLCs, and LLPs

Corporate Formation

Shareholder Rights in Corporations

Securities Regulation

Accountants Liability and Malpractice

Management of Corporations

Real Property

Environmental Law and Land Use Controls

Leases

Decedents Estates and Trusts

Filters