Question 1

With respect to an employee's religious beliefs, an employer must:

Accepted Answer

A)  do exactly as the employee expects. 
B)  make reasonable accommodation. 
C)  accommodate the employee even if it creates undue hardship to the employer. 
D)  do nothing; religion is not a workplace issue. 
E)  accommodate the employee even if it means inconveniencing other employees. 
A)  do exactly as the employee expects. 
B)  make reasonable accommodation. 
C)  accommodate the employee even if it creates undue hardship to the employer. 
D)  do nothing; religion is not a workplace issue. 
E)  accommodate the employee even if it means inconveniencing other employees.

Question 2

Under the 1991 Congressional amendment of the Civil Rights Act, what conditions are necessary for damages to be paid?

Accepted Answer

In 1991, Congress amended the Civil Righ

Question 3

An employee must file charges of illegal discrimination with the EEOC within _____ days after the unlawful practice occurred.

Accepted Answer

A)  90 
B)  120 
C)  180 
D)  365 
E)  60 
A)  90 
B)  120 
C)  180 
D)  365 
E)  60

Question 4

Race can never be a BFOQ.

Accepted Answer

A) True 
 B)False

Question 5

Anna files a lawsuit against her employers on the grounds of hostile work environment. Ed, a black co-worker of Anna's, is interviewed by the EEOC to investigate Anna's claim. During the interview, Ed supports Anna's complaint, verifying each of her claims as being true. When management hears that Ed has cooperated with the EEOC and given damning testimony against the company, they transfer him to their facility at International Falls, MN. Ed's salary remains the same as does his job title. The standard of living in International Falls is much lower than where he lives now. Which of the following is true?

Accepted Answer

A)  Ed is a victim of disparate treatment. 
B)  Ed is a victim of disparate impact. 
C)  Ed is a victim of retaliation. 
D)  Ed has no cause for action because his salary and job title have not been affected. 
E)  Ed has no cause for action as the organization reserves the right to transfer its employees according to its requirements. 
A)  Ed is a victim of disparate treatment. 
B)  Ed is a victim of disparate impact. 
C)  Ed is a victim of retaliation. 
D)  Ed has no cause for action because his salary and job title have not been affected. 
E)  Ed has no cause for action as the organization reserves the right to transfer its employees according to its requirements.

Question 6

Maria has filed a sexual harassment suit against her employer. She states in the suit that she is often subjected to jokes about her Hispanic heritage. She has also complained that the male employees are frequently staring at her and commenting on her figure in an offensive and provocative way. Maria's job evaluations have been excellent both before and after her complaints and she has received regular merit raises. Personally, she has trouble sleeping at night, has lost much of her appetite, and is often depressed due to harassment at work. Which of the following is true?

Accepted Answer

A)  Maria is a victim of quid pro quo harassment. 
B)  Maria is a victim of hostile environment harassment. 
C)  Maria is a victim of retaliatory treatment. 
D)  Maria has no cause of action because her job has not been impacted. 
E)  Maria is a victim of race norming. 
A)  Maria is a victim of quid pro quo harassment. 
B)  Maria is a victim of hostile environment harassment. 
C)  Maria is a victim of retaliatory treatment. 
D)  Maria has no cause of action because her job has not been impacted. 
E)  Maria is a victim of race norming.

Question 7

The Health Insurance Portability and Accountability Act (HIPAA) primarily prevents discrimination against individual employees in small businesses.

Accepted Answer

A) True 
 B)False

Question 8

_____ mark(s) the first significant federal limitation on the relatively unrestricted right of employers to hire and fire.

Accepted Answer

A)  The Civil Rights Act of 1866 
B)  Passage of labor law in the 1920s and 1930s 
C)  The Civil Rights Act of 1964 
D)  Executive orders from President Franklin Roosevelt 
E)  Executive orders in the 1950s 
A)  The Civil Rights Act of 1866 
B)  Passage of labor law in the 1920s and 1930s 
C)  The Civil Rights Act of 1964 
D)  Executive orders from President Franklin Roosevelt 
E)  Executive orders in the 1950s

Question 9

The ADEA recognizes:

Accepted Answer

A)  only claims based on disparate impact. 
B)  only claims based on disparate treatment. 
C)  both disparate impact and disparate treatment claims. 
D)  rules regarding age but not from a discrimination perspective. 
E)  only claims based on retaliation. 
A)  only claims based on disparate impact. 
B)  only claims based on disparate treatment. 
C)  both disparate impact and disparate treatment claims. 
D)  rules regarding age but not from a discrimination perspective. 
E)  only claims based on retaliation.

Question 10

How did the 1991 amendments affect the Civil Rights Act of 1964?

Accepted Answer

The 1991 amendments allowed for the reco

Question 11

Under Section 1981 of the Civil Rights Act of 1866:

Accepted Answer

A)  damages are limited to $300,000 per person. 
B)  damages are unlimited. 
C)  a plaintiff must first go through the EEOC to file an employment suit. 
D)  a plaintiff can sue for unlimited damages for discrimination based on sex, religion, national origin, or age. 
E)  damages also include legal fees. 
A)  damages are limited to $300,000 per person. 
B)  damages are unlimited. 
C)  a plaintiff must first go through the EEOC to file an employment suit. 
D)  a plaintiff can sue for unlimited damages for discrimination based on sex, religion, national origin, or age. 
E)  damages also include legal fees.

Question 12

In a disparate impact suit, the plaintiff must convince the court that the employer intentionally discriminated against the plaintiff.

Accepted Answer

A) True 
 B)False

Question 13

With regard to employer provided health and disability plans:

Accepted Answer

A)  an employer that provides childbirth benefits to married women may deny the same to single mothers if the employer finds single motherhood morally objectionable. 
B)  if a female employee undergoes an abortion, the abortion may be excluded from coverage but the employee is still entitled to other benefits such as sick leave. 
C)  an employer's plan that covers childbirth for female employees excludes coverage for wives of male employees. 
D)  an employer is not required to provide abortion coverage even if the employee's life is endangered. 
E)  an employer can specify how long a leave of absence must be taken after childbirth. 
A)  an employer that provides childbirth benefits to married women may deny the same to single mothers if the employer finds single motherhood morally objectionable. 
B)  if a female employee undergoes an abortion, the abortion may be excluded from coverage but the employee is still entitled to other benefits such as sick leave. 
C)  an employer's plan that covers childbirth for female employees excludes coverage for wives of male employees. 
D)  an employer is not required to provide abortion coverage even if the employee's life is endangered. 
E)  an employer can specify how long a leave of absence must be taken after childbirth.

Question 14

Jessica Hopkins is the marketing manager of a firm. She has a stellar employment record with the firm. Jessica has won very large contracts for the firm and also is at the top of the list for billable hours. In addition, she has impeccable integrity and is considered to be one of the most intelligent members of the firm. The committee responsible for promotions felt that Jessica was not ladylike enough. Jessica was told that in order to be promoted, she needed to "dress more femininely, wear makeup, have her hair styled, and wear jewelry." Can Jessica sue the firm?

Accepted Answer

Yes. Jessica can sue the firm for violat

Question 15

Under the 1991 Civil Rights Act amendments, _____ damages include damages for the pain and suffering of discrimination.

Accepted Answer

A)  punitive 
B)  speculative 
C)  nominal 
D)  restitutionary 
E)  compensatory 
A)  punitive 
B)  speculative 
C)  nominal 
D)  restitutionary 
E)  compensatory

Question 16

The business necessity defense is a defense to suits:

Accepted Answer

A)  alleging disparate treatment. 
B)  alleging disparate impact. 
C)  regarding the ADA. 
D)  arising from HIPAA. 
E)  arising from GINA. 
A)  alleging disparate treatment. 
B)  alleging disparate impact. 
C)  regarding the ADA. 
D)  arising from HIPAA. 
E)  arising from GINA.

Question 17

The EEOC was created by the:

Accepted Answer

A)  Civil Rights Act of 1964. 
B)  1972 Equal Employment Opportunity Act. 
C)  Americans with Disabilities Act. 
D)  Age Discrimination in Employment Act. 
E)  Civil Rights Act of 1991. 
A)  Civil Rights Act of 1964. 
B)  1972 Equal Employment Opportunity Act. 
C)  Americans with Disabilities Act. 
D)  Age Discrimination in Employment Act. 
E)  Civil Rights Act of 1991.

Question 18

Which of the following is an example of "race norming"?

Accepted Answer

A)  Setting a quota designed to balance the black/white percentage of an employer's workforce. 
B)  Conducting lessons in the English language for non-English-speaking employees to further effective communications. 
C)  Designing an employment test and setting the passing score for white job applicants at 75 percent and the passing score for the minority job applicants at 65 percent. 
D)  Firing white employees to make room for new African-American hires. 
E)  Providing more promotion opportunities to members of a particular race at the expense of the others. 
A)  Setting a quota designed to balance the black/white percentage of an employer's workforce. 
B)  Conducting lessons in the English language for non-English-speaking employees to further effective communications. 
C)  Designing an employment test and setting the passing score for white job applicants at 75 percent and the passing score for the minority job applicants at 65 percent. 
D)  Firing white employees to make room for new African-American hires. 
E)  Providing more promotion opportunities to members of a particular race at the expense of the others.

Question 19

The members of the Equal Employment Opportunity Commission (EEOC) are:

Accepted Answer

A)  appointed by the Senate on the recommendation of the president. 
B)  appointed by the president, with the advice and consent of the House of Representatives. 
C)  elected by the people. 
D)  appointed by the House of Representatives on the recommendation of the president. 
E)  appointed by the president, with the advice and consent of the Senate. 
A)  appointed by the Senate on the recommendation of the president. 
B)  appointed by the president, with the advice and consent of the House of Representatives. 
C)  elected by the people. 
D)  appointed by the House of Representatives on the recommendation of the president. 
E)  appointed by the president, with the advice and consent of the Senate.

Question 20

Red Head, Inc., is a local beauty salon with three employees. Faye is black, Aimee is Jewish, and Sarah weighs 300 pounds. Statistics show that blacks have a higher rate of sickle cell anemia; Jews have a higher rate of Tay-Sachs Disease, and severely obese people have a higher rate of diabetes than the general population. Based on statistics provided by certified reputable sources regarding the likelihood of contracting the above diseases, the manager/owner of Red Head has set up a health plan in which Aimee pays a higher premium than Faye, with Sarah paying the highest premium. Which of the following is true?

Accepted Answer

A)  This arrangement violates COBRA. 
B)  This arrangement violates HIPAA. 
C)  This arrangement violates ERISA. 
D)  Since the data used by the employer is from a certified reputable source, there is no violation of law because the insurance premium reflects the true risk. 
E)  This arrangement violates ADEA. 
A)  This arrangement violates COBRA. 
B)  This arrangement violates HIPAA. 
C)  This arrangement violates ERISA. 
D)  Since the data used by the employer is from a certified reputable source, there is no violation of law because the insurance premium reflects the true risk. 
E)  This arrangement violates ADEA.

With respect to an employee's religious beliefs, an employer must:

Under the 1991 Congressional amendment of the Civil Rights Act, what conditions are necessary for damages to be paid?

An employee must file charges of illegal discrimination with the EEOC within _____ days after the unlawful practice occurred.

Race can never be a BFOQ.

The Health Insurance Portability and Accountability Act (HIPAA) primarily prevents discrimination against individual employees in small businesses.

_____ mark(s) the first significant federal limitation on the relatively unrestricted right of employers to hire and fire.

The ADEA recognizes:

How did the 1991 amendments affect the Civil Rights Act of 1964?

Under Section 1981 of the Civil Rights Act of 1866:

In a disparate impact suit, the plaintiff must convince the court that the employer intentionally discriminated against the plaintiff.

With regard to employer provided health and disability plans:

Under the 1991 Civil Rights Act amendments, _____ damages include damages for the pain and suffering of discrimination.

The business necessity defense is a defense to suits:

The EEOC was created by the:

Which of the following is an example of "race norming"?

The members of the Equal Employment Opportunity Commission (EEOC) are:

Law As a Foundation for Business

The Role of Ethics in Decision Making

The Court System

Litigation

Alternative Dispute Resolution

The Constitution

The Property System

Contract Formation

Contractual Performance and Breach

Torts Affecting Business

Intellectual Property

International Law

Criminal Law and Business

Business Organizations

The Regulatory Process

Regulating Competition_Antitrust Laws

Financial and Securities Regulations

Privacy and Consumer Protection

Environmental Regulation and Resource Sustainability

Employment Laws

Labor-Management Relationship

Filters

Exam 20: Discrimination in Employment

With respect to an employee's religious beliefs, an employer must:

Under the 1991 Congressional amendment of the Civil Rights Act, what conditions are necessary for damages to be paid?

An employee must file charges of illegal discrimination with the EEOC within _____ days after the unlawful practice occurred.

Race can never be a BFOQ.

The Health Insurance Portability and Accountability Act (HIPAA) primarily prevents discrimination against individual employees in small businesses.

_____ mark(s) the first significant federal limitation on the relatively unrestricted right of employers to hire and fire.

The ADEA recognizes:

How did the 1991 amendments affect the Civil Rights Act of 1964?

Under Section 1981 of the Civil Rights Act of 1866:

In a disparate impact suit, the plaintiff must convince the court that the employer intentionally discriminated against the plaintiff.

With regard to employer provided health and disability plans:

Under the 1991 Civil Rights Act amendments, _____ damages include damages for the pain and suffering of discrimination.

The business necessity defense is a defense to suits:

The EEOC was created by the:

Which of the following is an example of "race norming"?

The members of the Equal Employment Opportunity Commission (EEOC) are:

Law As a Foundation for Business

The Role of Ethics in Decision Making

The Court System

Litigation

Alternative Dispute Resolution

The Constitution

The Property System

Contract Formation

Contractual Performance and Breach

Torts Affecting Business

Intellectual Property

International Law

Criminal Law and Business

Business Organizations

The Regulatory Process

Regulating Competition_Antitrust Laws

Financial and Securities Regulations

Privacy and Consumer Protection

Environmental Regulation and Resource Sustainability

Employment Laws

Labor-Management Relationship

Filters