Question 1

Title VII does not protect members of all nationalities from employment discrimination.

Accepted Answer

A) True 
 B)False

Question 2

A seniority system is unlawful if:

Accepted Answer

A)  workers with longer years of service are laid off last. 
B)  a union did not agree to the policy. 
C)  it results from an intention to discriminate. 
D)  workers with longer years of service are predominantly from one race. 
A)  workers with longer years of service are laid off last. 
B)  a union did not agree to the policy. 
C)  it results from an intention to discriminate. 
D)  workers with longer years of service are predominantly from one race.

Question 3

To successfully pursue a Title VII lawsuit,the plaintiff generally must belong to a protected class.

Accepted Answer

A) True 
 B)False

Question 4

The Equal Pay Act:

Accepted Answer

A)  does not allow variances in wages pursuant to a seniority system. 
B)  generally requires that members of both sexes be paid equally for equal work. 
C)  prohibits all variations in wage rates paid to men and women. 
D)  all of the above. 
A)  does not allow variances in wages pursuant to a seniority system. 
B)  generally requires that members of both sexes be paid equally for equal work. 
C)  prohibits all variations in wage rates paid to men and women. 
D)  all of the above.

Question 5

If a state or local Equal Employment Opportunity agency (EEO)exists,a party charging discrimination must first file a complaint with that agency before filing a charge with the EEOC.

Accepted Answer

A) True 
 B)False

Question 6

An affirmative action plan:

Accepted Answer

A)  helps ensure a diverse work force. 
B)  is an effective means to avoid litigation costs. 
C)  may provide job preferences for minorities and women. 
D)  all of the above. 
A)  helps ensure a diverse work force. 
B)  is an effective means to avoid litigation costs. 
C)  may provide job preferences for minorities and women. 
D)  all of the above.

Question 7

The Americans With Disabilities Act prohibits employers from discriminating against disabled individuals,but does not require that any accommodations be made for such individuals.

Accepted Answer

A) True 
 B)False

Question 8

Criteria used to make employment decisions that have a disparate impact on women,such as height requirements,must be job-related.

Accepted Answer

A) True 
 B)False

Question 9

"Race norming," a process whereby the results of hiring and promotion tests are adjusted to ensure that a minimum number of minorities are included in application pools,is a lawful form of affirmative action.

Accepted Answer

A) True 
 B)False

Question 10

Marble Industries hired virtually all of its employees from Union High School,which was overwhelmingly white in its racial makeup.Accordingly,there were virtually no nonwhite employees employed by Marble Industries.The work these employees performed was work that any reasonably capable high school graduate could do.When organizations representing nonwhites questioned the policy,the personnel director indicated that Union High School graduates were hired because they had worked successfully for the company and because the president of the company had graduated from that school.There was no evidence that there was any plan or intention to discriminate against nonwhites.Discuss the possibility that this policy may violate Title VII of the Civil Rights Act.

Accepted Answer

Although this hiring policy is facially

Question 11

Cameo Industries desired a workplace free from all forms of sexual harassment.Accordingly,Cameo developed guidelines for its workers that specifically forbade sexual harassment.The guidelines gave examples of conduct that would not be tolerated,provided penalties,designated a company official as the proper person to whom complaints should be brought,investigated complaints thoroughly,and maintained an educational policy designed to remind employees of the policy.
Maureen,a Cameo Industries employee,made a complaint of sexual harassment,charging that her supervisor had demanded sexual favors.An investigation was performed and the charge was substantiated.The supervisor was warned not to continue this conduct,but it happened again.The supervisor was again issued a warning.Finally,Maureen brought a court action against the supervisor and Cameo.Cameo defended on the ground that it had done all in its power to rectify the situation.Decide.

Accepted Answer

Although the intentions of Cameo may hav

Question 12

The two principal legal theories under which a plaintiff may prove a case of unlawful employment discrimination are disparate treatment and disparate impact.

Accepted Answer

A) True 
 B)False

Question 13

Generally,what would not be considered a "reasonable accommodation" for persons with disabilities?

Accepted Answer

A)  making an accommodation that would constitute an "undue hardship" for the employer 
B)  making existing facilities accessible to and usable by individuals with disabilities 
C)  modifying work schedules 
D)  restructuring jobs 
A)  making an accommodation that would constitute an "undue hardship" for the employer 
B)  making existing facilities accessible to and usable by individuals with disabilities 
C)  modifying work schedules 
D)  restructuring jobs

Question 14

It is not unlawful for an employer to hire employees on the basis of religion,sex,or national origin in those instances where religion,sex,or national origin is a bona fide occupational qualification (BFOQ)reasonably necessary to the normal operation of a particular enterprise.

Accepted Answer

A) True 
 B)False

Question 15

Employers may avoid liability for "hostile work environment" sexual harassment by following a program that includes expressing strong disapproval of such conduct,advising employees how to inform the employer of complaints,and disciplining wrongdoers.

Accepted Answer

A) True 
 B)False

Question 16

What is an employer defense to a disparate impact charge?

Accepted Answer

A)  The employer did not intend to discriminate. 
B)  The employment practice is job-related and consistent with business practice. 
C)  The disparate impact was not the result of extreme recklessness or gross negligence on the part of the employer. 
D)  The practice is widespread and accepted in the industry. 
A)  The employer did not intend to discriminate. 
B)  The employment practice is job-related and consistent with business practice. 
C)  The disparate impact was not the result of extreme recklessness or gross negligence on the part of the employer. 
D)  The practice is widespread and accepted in the industry.

Question 17

The Equal Employment Opportunity Commission (EEOC)establishes equal employment opportunity policy under the laws that it administers.

Accepted Answer

A) True 
 B)False

Question 18

The Americans With Disabilities Act applies to private employers when:

Accepted Answer

A)  they have federal contracts. 
B)  they have demonstrated past practices of discrimination. 
C)  they have fifteen (15)or more employees. 
D)  they have state contracts. 
A)  they have federal contracts. 
B)  they have demonstrated past practices of discrimination. 
C)  they have fifteen (15)or more employees. 
D)  they have state contracts.

Question 19

Disparate impact exists when facially neutral employment practices:

Accepted Answer

A)  adversely impact a protected group. 
B)  intentionally discriminate against a protected group. 
C)  favorably impact a protected group. 
D)  are shown to be job-related. 
A)  adversely impact a protected group. 
B)  intentionally discriminate against a protected group. 
C)  favorably impact a protected group. 
D)  are shown to be job-related.

Question 20

Title VII of the Civil Rights Act of 1964,as amended,is the principal law regulating equal employment opportunities.

Accepted Answer

A) True 
 B)False

Exam 40: Equal Employment Opportunity Law

Title VII does not protect members of all nationalities from employment discrimination.

A seniority system is unlawful if:

To successfully pursue a Title VII lawsuit,the plaintiff generally must belong to a protected class.

The Equal Pay Act:

If a state or local Equal Employment Opportunity agency (EEO)exists,a party charging discrimination must first file a complaint with that agency before filing a charge with the EEOC.

An affirmative action plan:

The Americans With Disabilities Act prohibits employers from discriminating against disabled individuals,but does not require that any accommodations be made for such individuals.

Criteria used to make employment decisions that have a disparate impact on women,such as height requirements,must be job-related.

"Race norming," a process whereby the results of hiring and promotion tests are adjusted to ensure that a minimum number of minorities are included in application pools,is a lawful form of affirmative action.

The two principal legal theories under which a plaintiff may prove a case of unlawful employment discrimination are disparate treatment and disparate impact.

Generally,what would not be considered a "reasonable accommodation" for persons with disabilities?

It is not unlawful for an employer to hire employees on the basis of religion,sex,or national origin in those instances where religion,sex,or national origin is a bona fide occupational qualification (BFOQ)reasonably necessary to the normal operation of a particular enterprise.

Employers may avoid liability for "hostile work environment" sexual harassment by following a program that includes expressing strong disapproval of such conduct,advising employees how to inform the employer of complaints,and disciplining wrongdoers.

What is an employer defense to a disparate impact charge?

The Equal Employment Opportunity Commission (EEOC)establishes equal employment opportunity policy under the laws that it administers.

The Americans With Disabilities Act applies to private employers when:

Disparate impact exists when facially neutral employment practices:

Title VII of the Civil Rights Act of 1964,as amended,is the principal law regulating equal employment opportunities.

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

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Accountants Liability and Malpractice

Management of Corporations

Real Property

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