Chapter 3

the Americans with Disabilities Act covers all employers with twenty or more employees

true

quid pro quo harassment in which employment outcomes are linked to threats or rewards made by a supervisor or manager

true

According to federal and state laws, age is not a protected class

false

Federal employers can discriminate based on sexual orientation

false

The ADA does not prohibit employers fro asking job applicants about current or past medical history as it relates to the job

false

The family and medical leave act applies only to female employees who are new mothers through birth or adopton

false

diversity in the workplace is related only to a person's race

false

if an employee has suffered no tangible employment action because of sexual harassment the employer is not liable

false

Affirmative action focuses on hiring, training, promoting, and protecting class members where they are underrepresented in an organization relative to their availability in the labor market where the recruiting occurs.

true

Discrimination in employment is illegal if different standards are used to judge different individuals or the same standard is used but is not related to the individuals job.

true

Employers are generally held liable for the acts of their supervisors and managers regardless of whether the employee is aware of these peoples act

true

Stereotyping results in workplace conflicts between groups of employees and leads to less workplace interaction and cooperation

true

The affirmative action requirements of Executive Orders 11246 and 11375 apply only to federal contractors subcontractors

true

The civil rights act of 1964 applies to all private employers with fifteen or more persons who are employed more than twenty weeks per year

true