Question 1

When is an employer required to prove a bona fide occupational qualification? Explain with an example.

Accepted Answer

Discrimination based on protected classes other than race or color is permitted if it is shown to be a bona fide occupational qualification (BFOQ). Thus, an employer can justify discrimination based on sex in some circumstances. To be legal, a BFOQ must be both job related and a business necessity.
Example: Allowing only women to be locker room attendants in a women's gym is a valid BFOQ. Prohibiting males from being managers or instructors at the same gym would not be a BFOQ.

Question 2

Employers are obligated to provide reasonable accommodations to employees with disabilities if the accommodations do not cause significant difficulty or expense for the employers.

Accepted Answer

A) True 
 B)False  True

Question 3

Title VII prohibits workplace or job segregation based on religion.

Accepted Answer

A) True 
 B)False  True

Question 4

The ________ is a federal statute that prohibits age discrimination regarding employee benefits.

Accepted Answer

A)  Fair Employment Practices Agency (FEP
A)  
B)  Older Workers Benefit Protection Act (OWBP
A)  
C)  Age Discrimination in Employment Act (AED
A)  
D)  Equal Employment Opportunity Commission (EEO
C)  
A)  Fair Employment Practices Agency (FEP
A)  
B)  Older Workers Benefit Protection Act (OWBP
A)  
C)  Age Discrimination in Employment Act (AED
A)  
D)  Equal Employment Opportunity Commission (EEO
C)

Question 5

The EEOC interprets the prohibition in Title VII against sex discrimination to include employment discrimination based on sexual orientation or gender identity.

Accepted Answer

A) True 
 B)False

Question 6

Title VII of the Civil Rights Act of 1964 applies to employers with any number of employees.

Accepted Answer

A) True 
 B)False

Question 7

There is no cap on the recovery of compensatory or punitive damages under Section 1981 of the Civil Rights Act of 1866.

Accepted Answer

A) True 
 B)False

Question 8

Using a sexually explicit picture or screen saver to mock an employee constitutes ________.

Accepted Answer

A)  sex discrimination 
B)  quid pro quo sex discrimination 
C)  sexual harassment 
D)  emotional abuse 
A)  sex discrimination 
B)  quid pro quo sex discrimination 
C)  sexual harassment 
D)  emotional abuse

Question 9

The Equal Employment Opportunity Commission (EEOC) and a complainant can jointly sue an employer who discriminated against the complainant.

Accepted Answer

A) True 
 B)False

Question 10

Which of the following best describes the scope of Title VII of the Civil Rights Act of 1964?

Accepted Answer

A)  It applies to all employers irrespective of the number of employees. 
B)  It does not apply to labor unions. 
C)  It does not cover state and local governments. 
D)  It does not apply to Native American tribes. 
A)  It applies to all employers irrespective of the number of employees. 
B)  It does not apply to labor unions. 
C)  It does not cover state and local governments. 
D)  It does not apply to Native American tribes.

Question 11

Distinguish between disparate-treatment discrimination and disparate-impact discrimination.

Accepted Answer

Disparate-treatment discrimination occur

Question 12

The U.S. Supreme Court has held that sexual harassment that creates a hostile work environment violates ________.

Accepted Answer

A)  Title VII of the Civil Rights Act 
B)  Fair Employment Practices Act 
C)  Title II of Genetic Information Nondiscrimination Act 
D)  Title I of the Americans with Disabilities Act 
A)  Title VII of the Civil Rights Act 
B)  Fair Employment Practices Act 
C)  Title II of Genetic Information Nondiscrimination Act 
D)  Title I of the Americans with Disabilities Act

Question 13

Which of the following is true of the Equal Employment Opportunity Commission (EEOC)?

Accepted Answer

A)  It can seek injunctive relief. 
B)  Its members are elected from state legislatures. 
C)  Its jurisdiction is limited to charges of racial discrimination. 
D)  It can register a complaint from a person who has filed a discriminatory lawsuit against the employer. 
A)  It can seek injunctive relief. 
B)  Its members are elected from state legislatures. 
C)  Its jurisdiction is limited to charges of racial discrimination. 
D)  It can register a complaint from a person who has filed a discriminatory lawsuit against the employer.

Question 14

Labor unions with 15 or more members are covered under Title VII of the Civil Rights Act.

Accepted Answer

A) True 
 B)False

Question 15

Which of the following is true of religious discrimination?

Accepted Answer

A)  Only monotheistic religions are covered under Title VII. 
B)  An employer must reasonably accommodate religious observances or practices of its employees at the workplace. 
C)  An employee who claims religious discrimination cannot sue the employer for any other violation of Title VII. 
D)  Religious organizations can give preference in employment to individuals of a particular religion. 
A)  Only monotheistic religions are covered under Title VII. 
B)  An employer must reasonably accommodate religious observances or practices of its employees at the workplace. 
C)  An employee who claims religious discrimination cannot sue the employer for any other violation of Title VII. 
D)  Religious organizations can give preference in employment to individuals of a particular religion.

Question 16

If an employer refuses to promote a qualified female to a management position because of her sex, this would be in violation of Title VII.

Accepted Answer

A) True 
 B)False

Question 17

Which of the following elements constitutes an affirmative defense by an employer to a claim of sexual harassment at the work place?

Accepted Answer

A)  The employee was harassed by other employees who are no longer employed by the employer. 
B)  The employer had no knowledge about the sexual harassment faced by the plaintiff-employee until a court notice was served on the employer. 
C)  The employee failed to take advantage of any preventive or corrective opportunities provided by the employer. 
D)  The employee misinterpreted words or actions by the employer or his employees which were not intended to be sexual harassment. 
A)  The employee was harassed by other employees who are no longer employed by the employer. 
B)  The employer had no knowledge about the sexual harassment faced by the plaintiff-employee until a court notice was served on the employer. 
C)  The employee failed to take advantage of any preventive or corrective opportunities provided by the employer. 
D)  The employee misinterpreted words or actions by the employer or his employees which were not intended to be sexual harassment.

Question 18

Denying employment to a woman because she is pregnant is a form of quid pro quo sex discrimination.

Accepted Answer

A) True 
 B)False

Question 19

Jason Smith is a Hispanic scriptwriter from Brazil, located in Brazil, who works for a television show on an American cable network. He was fired after the producer came to know that Smith was a scientologist by faith. The producer's official reason for this termination was that as Smith was based in Brazil, communication was a problem. This is an example of ________ discrimination that violates Title VII of the Civil Rights Act.

Accepted Answer

A)  racial 
B)  religious 
C)  national origin 
D)  disparate-impact 
A)  racial 
B)  religious 
C)  national origin 
D)  disparate-impact

Question 20

A person having origins in any of the original peoples of the Middle East belongs to the Caucasian racial group.

Accepted Answer

A) True 
 B)False

Exam 33: Equal Opportunity in Employment

When is an employer required to prove a bona fide occupational qualification? Explain with an example.

Employers are obligated to provide reasonable accommodations to employees with disabilities if the accommodations do not cause significant difficulty or expense for the employers.

Title VII prohibits workplace or job segregation based on religion.

The ________ is a federal statute that prohibits age discrimination regarding employee benefits.

The EEOC interprets the prohibition in Title VII against sex discrimination to include employment discrimination based on sexual orientation or gender identity.

Title VII of the Civil Rights Act of 1964 applies to employers with any number of employees.

There is no cap on the recovery of compensatory or punitive damages under Section 1981 of the Civil Rights Act of 1866.

Using a sexually explicit picture or screen saver to mock an employee constitutes ________.

The Equal Employment Opportunity Commission (EEOC) and a complainant can jointly sue an employer who discriminated against the complainant.

Which of the following best describes the scope of Title VII of the Civil Rights Act of 1964?

Distinguish between disparate-treatment discrimination and disparate-impact discrimination.

The U.S. Supreme Court has held that sexual harassment that creates a hostile work environment violates ________.

Which of the following is true of the Equal Employment Opportunity Commission (EEOC)?

Labor unions with 15 or more members are covered under Title VII of the Civil Rights Act.

Which of the following is true of religious discrimination?

If an employer refuses to promote a qualified female to a management position because of her sex, this would be in violation of Title VII.

Which of the following elements constitutes an affirmative defense by an employer to a claim of sexual harassment at the work place?

Denying employment to a woman because she is pregnant is a form of quid pro quo sex discrimination.

A person having origins in any of the original peoples of the Middle East belongs to the Caucasian racial group.

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