Chapter 3 Quiz

Which of the following illustrates quid pro quo harassment? A. Katie's Manager promising to promote her if she agrees to go on a date with him after work. B. Harold and his male colleagues passing lewd comments whenever Jennifer passes by their desks. C. Rita, the president of a firm, instructing the HR department to give a holiday bonus solely to the female employees of the firm. D. Jake, who belongs to a minority group, being rejected for a job despite meeting all the requirements of the job.

A. Katie's manager promising to promote her if she agrees to go on a date with him after work.

Shyam, an employee at a local firm in the District of Colombia, is effeminate in nature and is attracted to males. Shyam's colleagues call him derogatory names and pass sexually oriented comments whenever he is around. based on the given information, which of the following statements is most likely to be true? A. The Equal Employment Opportunity Commission will view this as a case of unlawful sex discrimination. B. The Equal Employment Opportunity Commission will view this as a case of quid pro quo harassment. C. No action will be taken against Shyam's colleagues as this is neither a case of unlawful sex discrimination nor a case of quid pro quo harassment. D. Shyam will be arrested as columbian law punishes LGBTQ individuals with the death penalty.

A. The Equal Employment Opportunity Commission will view this as a case of unlawful sex discrimination.

Which of the following acts Prohibits discrimination in employment on the basis of race, color, religion, sex, or national origin? A. Title VII of the Civil Rights Act of 1964 B. Title II of the Americans with Disabilities Act C. The Uniformed Services Employment and Employment Rights Act D. The Vocational Rehabilitation Act of 1973

A. Title VII of the Civil Rights Act of 1964

The Handbook for Employers lists several actions that employers use take to comply with the Immigration Reform and Control Act (IRCA). One of these actions is that employers must: A. Have employees fill out their part of Form I-9 B. Present Form I-9 for inspection to a Department of Commerce officers upon request C. Retain Form I-9 for at least 2 years D. Submit Form I-9 to the Department of State officers for them to fill out the employer's section on the form

A. have employees fill out their part of Form I-9

The Uniform Guidelines on Employee Selection Procedures: A. Provide legal protection when selection procedures have not been validated B. Assist employers in complying with the requirements of federal laws that prohibit employment discrimination C. Serve as the basis of employment law in the United States D. Establish requirements for registering illegal immigrants so they can permanently reside and work in the United States.

B. Assist employers in complying with the requirements of the federal laws that prohibit employment discrimination

The Lily Ledbetter Fair Pay Act States: A. employers must file reports with he department of commerce on the standard pay they offer to their employees B. employees can claim discrimination after years of getting unfair pay and demand to be compensated for the lost wages C. employees cannot file a claim for unfair pay after they have terminated employment D. the 180-day statue of limitations for filing a equal-pay lawsuit with Equal Employment Opportunity Commission is fixed and cannot be reconsidered

B. Employees can claim discrimination after years of getting unfair pay and demand to be compensates for the lost wages.

Eighty males and sixty females applied for the positions of sales representatives in a company. Following the selection process, only 15 percent of the females and 70 percent of the males were hired. Despite being qualified for the job, most of the female candidates were rejected. In this scenario, the female candidates, being a protected class, can establish a case of adverse impact using the _____. A. Due process Clause B. Four-fifths rule C. Exclusionary rule D. quid pro quo approach

B. Four-Fifths Rule

Under Title VII of the Civil Rights Act of 1964, and employer: A. Must allow complete religious freedom to his or her employees B. Nee only make a reasonable accommodation for a current employee's or job even if doing so means incurring undue hardship in the conduct of the business C. Does not have to accommodate an employee's religion in the area of personal appearance

B. Need only make a reasonable accommodation for a current employee' s or job applicant's religious observance.

Reducing jib duties of older employees would be a violation of A. The Glass Ceiling Act of 1991 B. The Age Discrimination in Employment Act of 1967 C. Title VII Civil Rights Act of 1964 D. Title II of the Welfare of Senior Citizens Act of 2007

B. The Age Discrimination in Employment Act of 1967

Under the ____, people who enter the military for a total of 5 years can return to their private-sector jobs without risk of loss of seniority or benefits. A. Civil Rights Act of 1964 B. Uniformed Services Employment and Reemployment Rights Act of 1994 C. Vocational Rehabilitation Act of 1973 D. Equal Pay Act of 1963

B. Uniformed Services Employment and Reemployment Rights Act of 1994

The ____ covers recipients of federal financial assistance and requires private employers with federal contracts over $2,500 to take action to hire individuals with mental or physical disability. A. Civil Rights Act of 1964 B. Vocational Rehabilitation Act 1973 C. Americans with Disabilities Act 1990 D. Equal Pay Act 1963

B. Vocational Rehabilitation Sct 1973

Which of the following is the first step that employees or job applicants should take if they believe they have been discriminated against. A. They should conduct workforce utilization analysis with the help of the Equal Employment Opportunity Commission B. They should Provide a right-to-sure notice to the concerned employer C. They should file a charge form with the Equal Employment Opportunity Commission D. They Should agree to discrimination screening

C. They should file a charge form with the Equal Employment Opportunity Commission

The bona fide occupational qualification (BFOQ) exception does not apply to discrimination based on ____.

Color

____ Refers to the unintentional rejection for employment, placement, or promotion of a significantly higher percentage of members of protected class when compared with members of non-protected classes. A. Disparate treatment B. Quid Pro Quo Harassment C. Reverse Discrimination D. Adverse Impact

D. Adverse impact

An attempt by employers to adjust, without undue hardship, the working conditions or schedules of employees with disabilities or religious preferences is called ____.

Reasonable accommodation

The act of giving preference to members of protected classes to the extent that unprotected individuals believe they are receiving unequal treatment is called _____.

Reverse Discrimination