Question 1

The Civil Rights Act of 1964 does not protect against reverse discrimination.

Accepted Answer

A) True 
 B)False  False

Question 2

Fix-It Repair Shop does not take any action to prevent sexual harassment of its employees. Fix-It Repair may be liable for such harassment by

Accepted Answer

A)  an employee's previous employer. 
B)  a customer or a co-worker. 
C)  an employee's spouse. 
D)  none of the choices. 
A)  an employee's previous employer. 
B)  a customer or a co-worker. 
C)  an employee's spouse. 
D)  none of the choices. B

Question 3

A tangible employment action is a significant change in employment status or benefits.

Accepted Answer

A) True 
 B)False  True

Question 4

When the harassment of co-workers creates a hostile working environment, an employee may have a cause of action against the employer.

Accepted Answer

A) True 
 B)False

Question 5

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 6

Disparate-impact discrimination occurs when a protected group of people is adversely affected by an employer's practices, even though they do not appear to be discriminatory.

Accepted Answer

A) True 
 B)False

Question 7

Conrad and Delilah are employees of AgriBio Feed & Seed Corporation. Under the Equal Pay Act of 1963, AgriBio 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 8

Employers can consider mitigating measures or medications when determining if an individual has a disability that fits the definition in the Americans with Disabilities Act of 1990.

Accepted Answer

A) True 
 B)False

Question 9

Under the Age Discrimination in Employment Act of 1967, the plaintiff needs to show only that the employer was motivated in part by unlawful discrimination.

Accepted Answer

A) True 
 B)False

Question 10

The Americans with Disabilities Act of 1990 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 11

The Civil Rights Act of 1964 does not prohibit job discrimination in the hiring process.

Accepted Answer

A) True 
 B)False

Question 12

Jason and Katrina work on the loading dock for Longhaul Transport Company. Jason has a disability. Katrina has seniority. Jason asks for a transfer, which would represent an accommodation for his disability. Longhaul gives the transfer to Katrina on the basis of her seniority. Jason files a suit against Longhaul for discrimination on the basis of his disability. The court is most likely to rule that

Accepted Answer

A)  Katrina's seniority is a good defense. 
B)  Jason's disability is a sufficient basis for relief. 
C)  Longhaul's action was a business necessity. 
D)  Longhaul's action was a reasonable accommodation. 
A)  Katrina's seniority is a good defense. 
B)  Jason's disability is a sufficient basis for relief. 
C)  Longhaul's action was a business necessity. 
D)  Longhaul's action was a reasonable accommodation.

Question 13

Greta is the only female employee in the maintenance department of Hydro Hydraulics Inc. Greta'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)  not a discharge or discrimination. 
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)  not a discharge or discrimination.

Question 14

Fact Pattern 35-2A
Beth, who has a disability, is an employee of Corporate Office Company (COC). After the installation of new doors on COC’s building, Beth finds it nearly impossible to get in and out. For repeatedly failing to be on time, COC replaces Beth with Dian, who does not have a disability.
-Refer to Fact Pattern 35-2A. To successfully defend against Beth's claim, COC will have to show that

Accepted Answer

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

Question 15

Pikabo files an employment discrimination suit against Quantitative Analysis, Inc., under the Civil Rights Act of 1964, based on its discharge of Pikabo. Possible relief includes

Accepted Answer

A)  imprisonment. 
B)  reinstatement. 
C)  fines. 
D)  an order to shutdown the employer's business. 
A)  imprisonment. 
B)  reinstatement. 
C)  fines. 
D)  an order to shutdown the employer's business.

Question 16

Gelato Cheese Company, a major processor of cheese sold throughout the United States, employs one hundred workers at its principal processing plant. The plant is located in Heartland Corners, which has a population that is 50 percent white and 25 percent African American, with the balance Hispanic American, Asian American, and others. Gelato requires a high school diploma as a condition of employment for its cleaning crew. Three-fourths of the white population completed high school, compared with only one-fourth of those in the minority groups. Gelato has an all-white cleaning crew. Has Gelato violated the Civil Rights Act of 1964 Explain.

Accepted Answer

An employer can legally impose an educat

Question 17

Dakota believes that Credit Services Corporation (CSC) has discriminated against her on the basis of gender. She files a suit against CSC under the Civil Rights Act of 1964. To establish a prima facie case of employment discrimination, Dakota must show that

Accepted Answer

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

Question 18

Olivia applies for a job with Petro Company. Petro does not hire Olivia because of her ethnicity, or national origin. This is

Accepted Answer

A)  reverse discrimination. 
B)  disparate-impact discrimination. 
C)  disparate-treatment discrimination. 
D)  not discrimination. 
A)  reverse discrimination. 
B)  disparate-impact discrimination. 
C)  disparate-treatment discrimination. 
D)  not discrimination.

Question 19

Cora, a female, and Dom, a male, are employees of Equipment Leasing Corporation. Cora regularly e-mails sexually explicit images to Dom via Equipment Leasing's computer network. Dom finds this offensive. This is

Accepted Answer

A)  hostile-environment harassment. 
B)  not harassment or any form of discrimination. 
C)  quid pro quo harassment. 
D)  reverse discrimination. 
A)  hostile-environment harassment. 
B)  not harassment or any form of discrimination. 
C)  quid pro quo harassment. 
D)  reverse discrimination.

Question 20

Mona files an employment discrimination suit against Nationwide Distribution Corporation (NDC) under the Civil Rights Act of 1964. If Mona shows that NDC acted with malice or reckless indifference, she may recover

Accepted Answer

A)  an unlimited amount of compensatory and punitive damages. 
B)  a limited amount of compensatory and punitive damages. 
C)  neither compensatory nor punitive damages. 
D)  compensatory or punitive damages, but not both. 
A)  an unlimited amount of compensatory and punitive damages. 
B)  a limited amount of compensatory and punitive damages. 
C)  neither compensatory nor punitive damages. 
D)  compensatory or punitive damages, but not both.

Exam 35: Employment Discrimination

The Civil Rights Act of 1964 does not protect against reverse discrimination.

Fix-It Repair Shop does not take any action to prevent sexual harassment of its employees. Fix-It Repair may be liable for such harassment by

A tangible employment action is a significant change in employment status or benefits.

When the harassment of co-workers creates a hostile working environment, an employee may have a cause of action against the employer.

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

Disparate-impact discrimination occurs when a protected group of people is adversely affected by an employer's practices, even though they do not appear to be discriminatory.

Conrad and Delilah are employees of AgriBio Feed & Seed Corporation. Under the Equal Pay Act of 1963, AgriBio can legitimately pay different wages on the basis of

Employers can consider mitigating measures or medications when determining if an individual has a disability that fits the definition in the Americans with Disabilities Act of 1990.

Under the Age Discrimination in Employment Act of 1967, the plaintiff needs to show only that the employer was motivated in part by unlawful discrimination.

The Americans with Disabilities Act of 1990 requires that employers accommodate the needs of applicants or employees with disabilities who are not otherwise qualified for the work

The Civil Rights Act of 1964 does not prohibit job discrimination in the hiring process.

Greta is the only female employee in the maintenance department of Hydro Hydraulics Inc. Greta's supervisor and co-workers tease and play tricks on her so relentlessly that she feels compelled to quit. This is

Pikabo files an employment discrimination suit against Quantitative Analysis, Inc., under the Civil Rights Act of 1964, based on its discharge of Pikabo. Possible relief includes

Dakota believes that Credit Services Corporation (CSC) has discriminated against her on the basis of gender. She files a suit against CSC under the Civil Rights Act of 1964. To establish a prima facie case of employment discrimination, Dakota must show that

Olivia applies for a job with Petro Company. Petro does not hire Olivia because of her ethnicity, or national origin. This is

Cora, a female, and Dom, a male, are employees of Equipment Leasing Corporation. Cora regularly e-mails sexually explicit images to Dom via Equipment Leasing's computer network. Dom finds this offensive. This is

Mona files an employment discrimination suit against Nationwide Distribution Corporation (NDC) under the Civil Rights Act of 1964. If Mona shows that NDC acted with malice or reckless indifference, she may recover

Introduction to Law and Legal Reasoning

Courts and Alternative Dispute Resolution

Court Procedures

Constitutional Authority to Regulate Business

Ethics and Business Decision Making

Intentional Torts and Privacy

Negligence and Strict Liability

Intellectual Property and Internet Law

Criminal Law and Cyber Crime

Nature and Terminology

Agreement in Traditional and E-Contracts

Consideration

Capacity and Legality

Mistakes, Fraud, and Voluntary Consent

The Statute of Frauds

Third Party Rights

Performance and Discharge

Breach of Contract and Remedies

The Formation of Sales and Lease Contracts

Title, Risk, and Insurable Interest

Performance Breach of Sales Lease Contracts

Warranties and Product Liability

International Law in a Global Economy

The Function Creation of Negotiable Instruments

Transferability and Holder in Due Course

Liability, Defenses, and Discharge

Checks and Banking in the Digital Age

Creditors Rights and Remedies

Secured Transactions

Bankruptcy Law

Mortgages Foreclosures After the Recession

Agency Formation and Duties

Agency Liability and Termination

Employment, Immigration, and Labor Law

Sole Proprietorships and Franchises

Partnerships and Limited Liability Partnerships

Limited Liability Companies Special Business Forms

Corporate Formation and Financing

Corporate Directors, Officers, Shareholders

Corporate Merger, Consolidation, Termination

Securities Law Corporate Governance

Law for Small Business

Administrative Law

Consumer Law

Environmental Law

Antitrust Law

Professional Liaility and Accountability

Personal Property and Bailments

Real Property Landlord-Tenant Relationships

Insurance

Wills and Trusts

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