Chapter 35 BL
If Tim files a sexual-harassment suit against, Subs, Subs may be liable for harassment unless which of the following occurred: A. All of these choices B. When reassigned to another manager, Tim refused C. Subs responded swiftly to correct sexually harassing behavior D. Provided sexual harassment training at orientation
A. All of these choices
Jennifer, a female, and Neal, a male, are employees of Operations, Inc. Jennifer regularly emails sexually explicit images to Neal via Operation, Inc.'s network. Neal finds this offensive. This is A. hostile-environment harassment B. not harassment of any form C. quid pro quo harassment D. none of these choices
A. hostile-environment harassment
Neville, a member of a protected class, applies for a job with Origami Paper Products Corporation, but fails the company's employment test and is not hired. Neville believes that the test has an unintentionally discriminatory effect. If so this is A. anti-discrimination B. Disparate-impact discrimination C. Disparate-treatment discrimination D. Not discrimination
B. Disparate-impact discrimination
Helen, a person with a qualified disability, applies for a job at Industrial Engineering Applications, Inc. for which she is well qualified, but for which she is rejected. The position is eventually filled by a person who is not disabled. To succeed in a suit under the ADA, Helen must show A. Her disability causes her undue hardship B. She was not hired solely because of her disability C. She can function well with corrective devices or on medication D. She could not perform the job even with the reasonable accomodation
B. She was not hired solely because of her disability
Which laws have altered the employment at will doctrine? A. Civil Rights Act B. Americans with Disability Act C. All of these choices D. Age Discrimination and Employment Act
C. All of these choices
Margaret works as a clerk for Java Café at minimum wage. The minimum-wage is revised A. annually, according to inflation B. Every seven years, according to changes in cost of living C. Periodically by Congress
C. Periodically by Congress
The Fair Labor Standards Act dealt with which societal issues: A. Child Labor B. Minimum Wage C. Overtime Pay D. All of the above
D. All of the above
Jerry believes he is a victim of a form of employment discrimination that falls under the Civil Rights Act of 1964. Compliance with this statute is monitored by: A. Employees and job applicants B. Employers and businesses C. Courts and Congress D. Equal Employment Opportunity Commission
D. Equal Employment Opportunity Commission
Ellen and Fred work on the loading dock at GM Storage. Ellen, who has a disability, requests a transfer, which would represent a reasonable accommodation. But when an opening occurs, GM transfers Fred on the basis of seniority. In Ellen's suit against GM for discrimination, what is GM's best defense? A. GM's action was a reasonable accomodation B. Ellen's disability is a sufficient basis for relief C. GM's action was a business necessity D. Fred's seniority is a good defense if it is a bonafide seniority system
D. Fred's seniority is a good defense if it is a bonafide seniority system
Ruth is a supervisor for Subs, a restaurant. Tim is a Subs employee. Ruth tells Tim that in exchange for sexual favors, she will give him excellent performance reviews and recommend a raise. This is: A. Harassment based on sexual orientation B. Hostile-environment harassment C. Not harassment D. Quid pro quo harassment
D. Quid pro quo harassment
Jessica believes she is a victim of a form of employment discrimination that falls under the Civil Rights Act of 1964. Compliance with this statute is monitored by: Select one: a. Equal Employment Opportunity Commission b. Employers and businesses c. Employees and job applicants d. Courts and Congress
a. Equal Employment Opportunity Commission
Offshore Boating, LLC, meets all of the requirements to be subject to the federal employment discrimination laws. These laws restrict the ability of employers to discriminate against workers on the basis of Select one: a. Gender b. Intelligence c. Experience d. Skill
a. Gender
Harry is a supervisor for Gratitude Granite, and Elizabeth is an employee of the company. Harry informs Elizabeth that in exchange for a sexual favor, he will give her excellent performance reviews and recommend a raise. This is: Select one: a. Quid pro quo harassment b. Hostile-environment harassment c. Not harassment d. Harassment based on sexual orientation
a. Quid pro quo harassment
Tara believes she was rejected for a position at Counselors for Citizens on the basis of her race. She files a suit against the company under Title VII of the Civil Rights Act. To establish a prima facie case of employment discrimination, Tara must show all of the following except: Select one: a. she is a member of a protected class b. other person of her race hold similar positions with similar employers c. She applied and was qualified for the job in question d. She was rejected for the position
b. other person of her race hold similar positions with similar employers
If Tyler files a sexual-harassment suit against his company, the company may be liable for harassment unless which of the following occurred: Select one: a. When reassigned to another manager, Tim refused b. Subs responded swiftly to correct sexually harassing behavior c. All of these choices d. Provided sexual harassment training at orientation
c. All of these choices
Ellen and Fred work on the loading dock at GM Storage. Ellen, who has a qualified disability under the ADA, requests a transfer, which would represent a reasonable accommodation. But when an opening occurs, GM transfers Fred on the basis of seniority. In Ellen's suit against GM for discrimination, what is GM's best defense? Select one: a. GM's action was a business necessity b. GM's action was a reasonable accommodation c. Fred's seniority is a good defense if it is a bonafide seniority system d. Ellen's disability is a sufficient basis for relief
c. Fred's seniority is a good defense if it is a bonafide seniority system
Evelyn is the only female employee in the maintenance department of N.O.N.S., LLC. Everyone she works with, including her supervisor, tease and play tricks on her. They make her life so miserable that she wants to quit. This is Select one: a. none of the choices b. harassing discharge on the basis of treatment discrimination c. constructive discharge on the basis of gender discrimination d. voluntary discharge on the basis of impact discrimination
c. constructive discharge on the basis of gender discrimination
Robert applies for a job at City Blueprint; however, the company does not hire him because of his ethnicity. This is Select one: a. not discrimination b. constructive discharge c. disparate-treatment discrimination d. disparate-impact discrimination
c. disparate-treatment discrimination
Ryan, a member of a protected class, applies for a job with Blue Cross Blue Shield of Louisiana, but he fails the company's employment test and is not hired. Ryan believes that the test has an unintentionally discriminatory effect. If so this is Select one: a. Disparate-treatment discrimination b. Not discrimination c. Reverse discrimination d. Disparate-impact discrimination
d. Disparate-impact discrimination
Melissa has worked for Microgigs, Inc., for over three years when she files a suit for sexual harassment against the company. In her lawsuit, she alleges a pattern of sexual harassment by her supervisor, Richard. Microgigs, Inc., may be liable for hostile environment harassment if Select one: a. it terminated George b. Sarah did not report the harassment c. it did not know of the harassment d. it knew of the harassment and did not take steps to prevent it
d. it knew of the harassment and did not take steps to prevent it