Worksheet 35.1: Title VII of the Civil Rights Act of 1964

Title VII applies to employers with______ or more employees.

15

In addition to the Civil Rights Act of 1964, victims of racial or ethnic discrimination may also have a cause of action under

42 U.S.C. Section 1981

Constructive discharge occurs when the employer causes the employee's working conditions to be so intolerable that a reasonable person in the employee's position would feel compelled to quit.

T

In 2011, the United States Supreme Court limited the rights of employees to bring discrimination claims against their employers as a group in the form of a class action lawsuit.

T

In a retaliation claim, an individual asserts that he or she has suffered harm as a result of making a Title VII complaint, or testifying or participating in an investigation or proceeding.

T

The Equal Pay Act requires equal pay for male and female employees working at the same establishment doing similar work.

T

Title VII of the Civil Rights Act prohibits government employers, private employers and unions from discriminating against persons because of their religion.

T

The most important federal statute prohibiting employment discrimination against members of a protected class is:

Title VII of the Civil Rights Act of 1964.

The federal agency that monitors compliance with Title VII is the

Equal Employment Opportunity Commission

Punitive damages are always awarded to successful plaintiffs in sexual harassment claims, because in order to win the plaintiff must show at least negligence by the employer in handling the situation.

F

The Lily Ledbetter Act states that an employee who claims she has received discriminatory wages has a limited time period with which to file a complaint in federal court.

F

Which of the following is NOT covered by the Civil Rights Act of 1964, but may be covered under other statutes?

age

What is one way for a plaintiff to prove a disparate impact?

By comparing the employer's workforce to the pool of qualified individuals available in the local market.

When sexual harassment is between co-workers, the employer generally is liable only if the employer _____ or ________known about the harassment and failed to take action.

knew, should have

Employers cannot treat their employees more or less favorably based on their _______ beliefs or practices.

religious

When labor practices discriminate against those in the majority it is called

reverse discrimination

For an employer to be held liable for a supervisor's sexual harassment of a subordinate, the supervisor normally must take a(n) ___________ employment action against the employee. This is defined as a(n) ___________ change in employment status. The Ellerth/Faragher defense allows an employer to decrease or eliminate liability if the employer took __________ care to prevent and correct the behavior and if the plaintiff __________ failed to take advantage of any employer-provided opportunities to avoid the harm.

tangible, significant, reasonable, unreasonably