Chapter 3: Quiz

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

Shyam, an employee at a local firm in the District of Columbia, 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) 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. (b) The Equal Employment Opportunity Commission will view this as a case of unlawful sex discrimination. (c) Shyam will be arrested as Columbian law punishes LGBTQ individuals with the death penalty. (d) The Equal Employment Opportunity Commission will view this as a case of quid pro quo harassment.

color

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

four-fifths rule

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 _____.

reasonable accommodation

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

the Age of Discrimination in Employment Act of 1967

Reducing job duties of older employees would be a violation of _____.

Adverse impact

_____ refers to the unintentional rejection for employment, placement, or promotion of a significantly higher percentage of members of a protected class when compared with members of non-protected classes.

(a) need only make a reasonable accommodation for a current employee's or job applicant's religious observance.

Under Title VII of the Civil Rights Act of 1964, an employer: (a) need only make a reasonable accommodation for a current employee's or job applicant's religious observance. (b) does not have to accommodate an employee's religion in the area of personal appearance. (c) must make a reasonable accommodation for religious observance or practice even if doing so means incurring undue hardship in the conduct of business. (d) must allow complete religious freedom to his or her employees.

(c) have employees fill out their part of Form I-9.

The Handbook for Employers lists several actions that employers must take to comply with the Immigration Reform and Control Act (IRCA). One of these actions is that employers must: (a) retain Form I-9 for at least two years. (b) present Form I-9 for inspection to a Department of Commerce officer upon request. (c) have employees fill out their part of Form I-9. (d) submit Form I-9 to the Department of State officers for them to fill out the employer's section on the form.

(b) employees can claim discrimination after years of getting unfair pay and demand to be compensated for the lost wages.

The Lily Ledbetter Fair Pay Act states that: (a) employers must file reports with the 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) the 180-day statute of limitations for filing an equal-pay lawsuit with the Equal Employment Opportunity Commission is fixed and cannot be reconsidered. (d) employees cannot file a claim for unfair pay after they have terminated employment.

(d) assist employers in complying with the requirements of federal laws that prohibit employment discrimination.

The Uniform Guidelines on Employee Selection Procedures: (a) establish requirements for registering illegal immigrants so they can permanently reside and work in the United States. (b) provide legal protection when selection procedures have not been validated. (c) serve as the basis of employment law in the United States. (d) assist employers in complying with the requirements of federal laws that prohibit employment discrimination.

Vocational Rehabilitation Act of 1973

The _____ covers recipients of federal financial assistance and requires private employers with federal contracts over $2,500 to take action to hire individuals with a mental or physical disability.

Uniformed Services Employment and Reemployment Rights Act of 1994

Under the _____, people who enter the military for a total of five years can return to their private-sector jobs without risk of loss of seniority or benefits.

(b) Title VII of the Civil Rights Act of 1964

Which of the following acts prohibits discrimination in employment on the basis of race, color, religion, sex, or national origin? (a) The Vocational Rehabilitation Act of 1973 (b) Title VII of the Civil Rights Act of 1964 (c) The Uniformed Services Employment and Reemployment Rights Act (d) Title II of the Americans with Disabilities Act

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

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

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 file a charge form with the Equal Employment Opportunity Commission. (b) They should agree to a discrimination screening. (c) They should provide a right-to-sue notice to the concerned employer. (d) They should conduct workforce utilization analysis with the help of the Equal Employment Opportunity Commission.