MHR 461: Chapter 16 - Employment Discrimination

An example of quid pro quo sexual harassment would be:

A supervisor requesting sexual favors as a condition for hiring, promotion, advancement, or opportunities. A manager threatening to terminate, transfer, demote, or otherwise adversely affect an employee's work life if sexual favors are not given or continued.

In relation to the term "sex discrimination:" A. courts have played a major role in defining the term B. Congress carefully defined the term in Title VII C. the Executive branch has crafted many opinions on the subject D. courts have played a major role in defining the term and the Executive branch has crafted many opinions on the subject E. none of the other choices

A. courts have played a major role in defining the term

Title VII of the Civil Rights Act does not apply to which of the following: A. selection of independent contractors B. employment agencies C. labor unions in the private sector D. law firms E. Title VII applies to all of the other specific choices

A. selection of independent contractors

Which of the following is one of the most common claims of religious discrimination in the workplace: A. the employer will not allow the employee to take time off work to attend religious services B. the employer makes derogatory remarks about the employee's religion C. the employer refuses to acknowledge the employee's religion D. the employer requires the employee to contribute to a religious charity E. the employer does not allow the employee to convert other employees to his religion

A. the employer will not allow the employee to take time off work to attend religious services

Which is not an officially recognized racial group under Title VII?

Arabs

Individual states: A. may not have civil rights acts that apply to employers exempt from Title VII B. may have civil rights acts that apply to employers exempt from Title VII C. may not have civil rights acts that protect additional classes of employees not covered by Title VII D. may exempt employers from any Title VII regulation E. none of the other choices are correct

B. may have civil rights acts that apply to employers

To not violate Title VII's prohibition of discrimination based on religion, an employer may have to make changes in the way her business is organized to meet religious requirements of employees. Employers are required to incur: A. any expense required to avoid violating religious requirements of its employees B. up to ten percent of an employee's wage in costs to comply with the employee's beliefs C. no more than minimal expenses to accommodate an employee's religious requirements D. no expense or trouble at all E. none of the other choices

C. no more than minimal expenses to accommodate an employee's religious requirements

The Supreme Court's ruling in McDonald v. Santa Fe Trail Transportation, where an African-American employee and a white employee had stolen property from their employer and the African-American employee was reprimanded but allowed to keep his job while the white employee was fired, showed that: A. whites are not protected under Title VII of the Civil Rights Act B. while Title VII recognizes whites as a protected class, in practice whites are not protected C. whites are protected under Title VII of the Civil Rights Act D. whites are only protected in cases involving Hispanics E. none of the other choices are correct

C. whites are protected under Title VII of the Civil Rights Act

Which of the following is an amendment to the Civil Rights Act of 1964: A. the Equal Employment Opportunity Act of 1972 B. the Pregnancy Discrimination Act of 1978 C. the Civil Rights Act of 1991 D. all of the other specific choices are amendments E. none of the other specific choices are amendments

D. all of the other specific choices are amendments

The hostile environment form of sexual harassment occurs in which of the following circumstances: A. an employer uses crude or offensive language B. an employer discusses sexual activities C. an employer displays sexually suggestive pictures in the workplace D. all of the other specific choices are correct E. none of the other specific choices are correct

D. all of the other specific choices are correct

Which of the following are examples of illegal discrimination under the Pregnancy Discrimination Act? A. not giving more time off to an employee suffering a difficult pregnancy B. suspending a pregnant waitress because she might not be appealing to the diners at a café C. denying a pregnant reporter an assignment to a dangerous country because of her condition D. suspending a pregnant waitress because she might not be appealing to the diners at a café and denying a pregnant reporter an assignment to a dangerous country because of her condition E. suspending a pregnant waitress because she might not be appealing to the diners at a café and denying a pregnant reporter an assignment to a dangerous country because of her condition and not giving more time off to an employee suffering a difficult pregnancy

D. suspending a pregnant waitress because she might not be appealing to the diners at a café and denying a pregnant reporter an assignment to a dangerous country because of her condition

In Harris v. Forklift Systems, a woman claimed that the behavior of her boss was illegal sexual harassment. The Supreme Court applied which standard to the case? A. the merely offensive standard B. the psychological trauma standard C. the offensive utterance standard D. the hostile work environment standard E. the physical harm standard

D. the hostile work environment standard

Title VII of the Civil Rights Act applies to which of the following: A. private employers with 15 or more employees B. employment agencies C. labor unions in the private sector D. labor unions in the public sector E. Title VII applies to all of the other specific choices

E. Title VII applies to all of the other specific choices

Under Title VII, a protected class may be composed of people who share the same: A. race B. gender C. religion D. national origin E. all of the other choices

E. all of the other choices

Title VII sex discrimination includes discrimination with respect to: A. plans to have children in the future B. current pregnancy C. having children already D. insurance benefits and childbirth E. all of the other choices are included under the law

E. all of the other choices are included under the law

Sexual harassment does not appear to include: A. commenting on physical attributes B. deliberate, unsolicited touching of a sexual nature C. using crude or offensive language directed at a woman D. discussing explicit sexual activities E. all of the other choices may be included

E. all of the other choices may be included

Besides regular private employers, Title VII applies to which of the following? A. labor unions B. employment agencies C. government agencies D. labor unions and employment agencies E. labor unions and employment agencies and government agencies

E. labor unions and employment agencies and government agencies

The agency given the power to file suits against employers and unions believed to be violating Title VII of the Civil Rights Act is the:

Equal Employment Opportunity Commission

The most important antidiscrimination employment law is:

Title VII of the Civil Rights Act of 1964

Cutting health care benefits for workers over age 65 because they are eligible for Medicare is an example of:

age discrimination

Forcing retirement because of age is an example of:

age discrimination

Indicating an age preference in advertisements for employees is an example of:

age discrimination

For Title VII of the Civil Rights Act to apply, an employer must have:

at least 15 employees

A company with 30 employees has no personnel department. Several male employees pester several female employees, including making sexual gestures, comments, and, at times, grabbing them. Telling the men to stop does not change behavior. Several women quit and file a complaint against the employer for sexual harassment. It is likely that the women will:

have a case because there was a persistent hostile environment that was not corrected

Discriminating in fringe benefits, such as in the structure of health insurance benefits, to discourage women of childbearing age from working is:

illegal because it is a form of pregnancy discrimination

Requiring a pregnant woman to go on leave when she is able to do her job is:

illegal because it is a form of pregnancy discrimination

When employers have been sued for monitoring the content of their employees' e-mails at work, the court have generally held that the monitoring:

is legal, employers have the right to do so, in part to prevent sexual harassment

Title VII restricts discrimination based on:

national origin

The Age Discrimination in Employment Act holds it illegal to discriminate in employment against:

persons aged 40 and over

As seen in Oncale v. Sundowner Offshore Services, a case concerning male-on-male sexual harassment, same-sex harassment is:

prohibited by Title VII when it is motivated by the sex of the victim

Where there is a promise of a reward, such as promotion or pay raise, for providing sexual favors being demanded is called:

quid pro quo

The most common claim of discrimination, which makes up about 36% of charges filed, is:

race

In Harris v. Forklift Systems, a woman sued her employer based on the conduct of her male boss. The Supreme Court described the hostile work environment standard as:

taking a middle path between making actionable any conduct that is merely offensive and requiring the conduct to cause a tangible psychological injury

Under Title VII, national origin refers to:

the country where a person is born or the country from which his or her ancestors came

Under Title VII, color refers to:

the shade of a person's skin