ch. 16 law

A sexually hostile work environment is: (A) a form of sexual discrimination (B) a form of pregnancy discrimination (C) not a legally defined term (D) not related to antidiscrimination laws (E) something employees must just learn to deal with

(A) a form of sexual discrimination

Title VII of the Civil Rights Act does not apply to which of the following: (A) business relationships (B) employment agencies (C) labor unions in the private sector (D) law firms (E) Title VII applies to all of the other specific choices

(A) business relationships

A woman has a difficult time with her pregnancy. She uses up all her leave time and sick time. She then often comes to work late or leave early due to feeling badly. Under the Pregnancy Discrimination Act, her employer: (A) can dismiss her for taking off too much time (B) must give her additional time off, with pay, only if there is medical evidence that it is necessary (C) must give her additional time off, with pay, by extending her sick time and leave time, as required by law (D) must give her additional time off, with pay, if she requests it, so long as she is pregnant (E) none of the other choices

(A) can dismiss her for taking off too much time

Ernie the Employer allows John to work overtime every week, but refuses to let Sally work overtime at all. Sally can most likely: (A) complain of sex discrimination (B) complain of religious discrimination (C) do nothing, Ernie can do as he pleases (D) do nothing because, in practice, women never win sex discrimination cases (E) none of the other choices are correct

(A) complain of sex discrimination

In relation to the term "sex discrimination:" (A) courts have played a major role in defining the term (B) Congress carefully defined the term in Title VII (C) the Executive branch has crafted many opinions on the subject (D) courts have played a major role in defining the term and the Executive branch has crafted many opinions on the subject (E) none of the other choices

(A) courts have played a major role in defining the term

If a person suffers discrimination because of race and because of religion, he may file a complaint of: (A) intersectional discrimination (B) intrasectional discrimination (C) real discrimination (D) double discrimination (E) super discrimination

(A) intersectional discrimination

Employers may legally see to it that more minorities or women are hired without committing reverse discrimination if: (A) minorities or women are underrepresented in a certain job category (B) minorities or women comprise more than 75% of the company (C) there is a union for the unprotected classes of workers (D) the minority or female candidates are less qualified than the candidates from unprotected classes (E) none of the other choices are cor

(A) minorities or women are underrepresented in a certain job category

Equal Employment Opportunity law does not apply to: (A) non-U.S. citizens working for U.S. companies in other countries (B) non-U.S. citizens working for U.S. companies in the U.S. (C) U.S. citizens working for U.S. companies in other countries (D) U.S. citizens working for U.S. companies in the U.S. (E) Equal Employment Opportunity law does not apply to any of the other choices

(A) non-U.S. citizens working for U.S. companies in other countries

The preferential treatment of members of protected classes is: (A) reverse discrimination (B) irrational discrimination (C) legal discrimination (D) equalizing discrimination (E) guilt-driven discrimination

(A) reverse discrimination

Title VII of the Civil Rights Act does not apply to which of the following: (A) selection of independent contractors (B) employment agencies (C) labor unions in the private sector (D) law firms (E) Title VII applies to all of the other specific choices

(A) selection of independent contractors

Jim Crow laws were federal and state laws that: (A) supported, and even required, racial segregation and labor market discrimination (B) restricted racial segregation and labor market discrimination (C) restricted unions' ability to discriminate based on sex (D) restricted unions' ability to discriminate based on race (E) none of the other choices are correct

(A) supported, and even required, racial segregation and labor market discrimination

Under Title VII, national origin refers to: (A) the country where a person is born or the country from which his or her ancestors came (B) the country where a person lives (C) the color of a person's skin (D) the religion of a person's ancestors (E) the country a person most recently lived in

(A) the country where a person is born or the country from which his or her ancestors came

Which of the following is one of the most common claims of religious discrimination in the workplace: (A) the employer will not allow the employee to take time off work to attend religious services (B) the employer makes derogatory remarks about the employee's religion (C) the employer refuses to acknowledge the employee's religion (D) the employer requires the employee to contribute to a religious charity (E) the employer does not allow the employee to convert other employees to his religion.

(A) the employer will not allow the employee to take time off work to attend religious services

The Equal Pay Act of 1963 was: (A) the first federal employment discrimination statute (B) the most recent federal employment discrimination statute (C) the first state employment discrimination statute (D) a major setback for supporters of antidiscrimination legislation (E) none of the other choices are correct

(A) the first federal employment discrimination statute

Under Title VII, color refers to: (A) the shade of a person's skin (B) a person's race (C) a person's national origin (D) a person's sexual orientation (E) none of the other choices are correct

(A) the shade of a person's skin

A woman has a difficult time with her pregnancy. She uses up all her paid leave time and sick time. She then often comes to work late or leave early due to feeling badly. Under the Pregnancy Discrimination Act, her employer must give her additional time off, if requested: (A) without pay under the Family and Medical Leave Act (B) with pay, only if there is medical evidence that it is necessary (C) with pay, by extending her sick time and leave time, as required by law (D) with pay, if she requests it, so long as she is pregnant (E) none of the other choices

(A) without pay under the Family and Medical Leave Act

The agency given the power to file suits against employers and unions believed to be violating Title VII of the Civil Rights Act is the: (A) National Labor Relations Board (B) Equal Employment Opportunity Commission (C) Department of Labor (D) Equal Pay Commission (E) U.S. Civil Rights Commission

(B) Equal Employment Opportunity Commission

The most important antidiscrimination employment law is: (A) Title V of the Civil Rights Act of 1964 (B) Title VII of the Civil Rights Act of 1964 (C) Title I of the Civil Rights Act of 1963 (D) Title VII of the Civil Rights Act of 1963 (E) the Equal Pay Act of 1963

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

Intersectional discrimination refers to the claim that: (A) a person suffered discrimination because of sexual orientation (B) a person suffered discrimination because of race and religion (C) a person was not allowed to take off time from work to attend religious services (D) a person was treated unfairly because of their physical appearance (E) a person was not allowed to mention his cultural origin at work

(B) a person suffered discrimination because of race and religion

Forcing retirement because of age is an example of: (A) sex discrimination (B) age discrimination (C) elderly discrimination (D) geriatric discrimination (E) quantitative discrimination

(B) age discrimination

Requiring older workers to pass physical examination as a condition of continued employment is an example of: (A) sex discrimination (B) age discrimination (C) elderly discrimination (D) geriatric discrimination (E) quantitative discrimination

(B) age discrimination

Sexual harassment does not appear to include: (A) commenting on physical attributes (B) asking a co-worker to go on a date (C) using crude or offensive language directed at a woman (D) deliberate, unsolicited touching of a sexual nature (E) all of the other choices may be included

(B) asking a co-worker to go on a date

Fred and Vinny work at Leo's Used Car Lot. Fred dislikes Vinny, makes insults about Vinny's Iranian heritage, and treats him badly. Leo has heard the insults but does not reprimand Fred because Leo thinks Fred is right. Leo's actions are: (A) legal because Vinny is a U.S. citizen (B) discriminatory under Title VII (C) legal because Leo and Fred have a rational basis for their beliefs (D) legal because Iranian-Americans are not protected by Title VII (E) legal; Fred is the one guilty of discrimination

(B) discriminatory under Title VII

The drive for civil rights in employment and other aspects of life became a national movement in the: (A) late 1970s (B) early 1960s (C) early 1950s (D) mid 1990s (E) mid 1980s

(B) early 1960s

A company with 30 employees has no personnel department. Several male employees pester several female employees, including making sexual gestures, comments, and, at times, grabbing them. Telling the men to stop does not change behavior. Several women quit and file a complaint against the employer for sexual harassment. It is likely that the women will: (A) have a case because the company does not have a personnel office as required by law (B) have a case because there was a persistent hostile environment that was not corrected. (C) not have a case because they did not complain sufficiently to the company manager before they quit (D) not have a case because they did not complain to the EEOC (or equivalent state office) before they quit (E) not have a case because they may not act as a group; only individually

(B) have a case because there was a persistent hostile environment that was not corrected.

Discriminating against an employee on the basis of genetic information that indicates the person may be more likely than average to have a heart problem is: (A) illegal based on age discrimination (B) illegal based on genetic information discrimination (C) illegal based on medical history discrimination (D) not illegal if the employer can show a work-related issue (E) not illegal because genetic information is not subject to discrimination proceedings

(B) illegal based on genetic information discrimination

A black and a white employee committed the same offense. The black employee was disciplined but not fired, the white employee was fired. The Supreme Court held that this treatment was: (A) legal under Title VII (B) improper reverse discrimination, which violates Title VII (C) proper if the employer had an affirmative action program to favor black employees (D) proper since whites are not protected by Title VII and, therefore, cannot claim protection (E) proper, since under Title VII minorities may be given preferential treatment

(B) improper reverse discrimination, which violates Title VII

Discrimination on the basis of sexual preference or sexual identity: (A) is prohibited by Title VII of the Civil Rights Act (B) is not prohibited by Title VII of the Civil Rights Act (C) is prohibited by most states (D) is an accepted practice in most workplaces (E) none of the other choices are correct

(B) is not prohibited by Title VII of the Civil Rights Act

Individual states: (A) may not have civil rights acts that apply to employers exempt from Title VII (B) may have civil rights acts that apply to employers exempt from Title VII (C) may not have civil rights acts that protect additional classes of employees not covered by Title VII (D) may exempt employers from any Title VII regulation (E) none of the other choices are correct

(B) may have civil rights acts that apply to employers exempt from Title VII

Individual states and cities: (A) may not have civil rights acts that apply to employers exempt from Title VII (B) may have civil rights acts that protect additional classes of employees not covered by Title VII (C) may not have civil rights acts that protect additional classes of employees not covered by Title VII (D) may exempt employers from any Title VII regulation (E) none of the other choices are correct

(B) may have civil rights acts that protect additional classes of employees not covered by Title VII

Carol's business requires that all employees dress professionally in business attire to give her company a professional appearance. Susan insists that she be allowed to wear ratty jeans because her religion requires it. Carol: (A) must allow Susan to wear jeans so as not to discriminate based on religion (B) may insist that Susan wear business attire since the company has a strict dress code policy (C) must compensate Susan monetarily if she chooses to force her to wear business attire (D) will likely be imprisoned for restricting freedom of religion (E) none of the other choices are correct

(B) may insist that Susan wear business attire since the company has a strict dress code policy

The Age Discrimination in Employment Act holds it illegal to discriminate in employment against: (A) persons under age 21 or over age 65 (B) persons aged 40 and over (C) women or minorities aged 40-65 (D) women or minorities aged 40-70 (E) women or minorities under age 21

(B) persons aged 40 and over

Which is not a protected class under Title VII: (A) race (B) political affiliation (C) religion (D) national origin (E) all of the other choices are protected classes

(B) political affiliation

The most likely example of quid pro quo sexual harassment would be: (A) discussing sexual activities at work (B) promoting a woman because she accepts dates with her boss (C) saying demeaning things about women (D) showing sexually explicit photos (E) all of the other choices

(B) promoting a woman because she accepts dates with her boss

About 36% of discrimination charges filed every year are based on discrimination for: (A) sex (B) race (C) experience (D) age (E) religion

(B) race

The most common basis for a discrimination complaint is: (A) sex (B) race (C) experience (D) age (E) religion

(B) race

The most common claim of discrimination, which makes up about 36% of charges filed, is: (A) sex (B) race (C) experience (D) age (E) religion

(B) race

Under Title VII of the Civil Rights Act's prohibition of discrimination based on religion, an employer is: (A) required to financially support employees' religious practices (B) required to provide reasonable accommodation for an employee's religious practices (C) required to provide unconditional support for an employee's religious practices (D) not required to provide reasonable accommodation for an employee's religious practices (E) required to assist employees seeking religious support at the workplace

(B) required to provide reasonable accommodation for an employee's religious practices

Which is not a protected class under Title VII: (A) race (B) sexual orientation (C) religion (D) national origin (E) all of the other choices are protected classes

(B) sexual orientation

The Age Discrimination in Employment Act holds it illegal to discriminate in employment against: (A) persons under age 21 or over age 65 (B) women or minorities under age 21 (C) women or minorities aged 40-65 (D) women or minorities aged 40-70 (E) none of the other choices are completely correct

(B) women or minorities under age 21

Which is not an officially recognized racial group under Title VII: (A) Hispanics (B) Asians (C) Arabs (D) Native Americans (E) all of the other choices are recognized

(C) Arabs

Under the ____, it is illegal to pay men and women employees different wages when their jobs require equal skill, effort, responsibility, and the same working conditions (A) Equal Conditions Act (B) Equal Compensation Act (C) Equal Pay Act (D) Civil Rights Act (E) Common Wage Act

(C) Equal Pay Act

Choosing to promote a younger worker rather than an older worker, because the older worker may be retiring in several years is an example of: (A) sex discrimination (B) elderly discrimination (C) age discrimination (D) geriatric discrimination (E) quantitative discrimination

(C) age discrimination

Cutting health care benefits for workers over age 65 because they are eligible for Medicare is an example of: (A) sex discrimination (B) health care discrimination (C) age discrimination (D) geriatric discrimination (E) quantitative discrimination

(C) age discrimination

Indicating an age preference in advertisements for employees is an example of: (A) sex discrimination (B) elderly discrimination (C) age discrimination (D) geriatric discrimination (E) quantitative discrimination

(C) age discrimination

This ad was seen in a publication: "Wanted: Assistant to the President. Great job opportunity for bright, young, hard working person to work with President of a major private university." This ad is most likely to violate: (A) disability law because "bright" may discourage applicants with mental problems (B) discrimination law that requires jobs to have clearly stated goals and qualifications, not vague terms (C) age discrimination laws since "young" is probably not over the age of 40 (D) sex and race discrimination law since women and minorities are presumed not to be hard working (E) nothing; no violations exist in the ad

(C) age discrimination laws since "young" is probably not over the age of 40

Under the Age Discrimination in Employment Act employers: (A) are not prohibited from cutting the health care benefits of employees over the age of 65 (B) are prohibited from discriminating in employment against persons only over age 65 (C) are prohibited from discriminating in employment against persons only over 40 (D) may discriminate on the basis of age only if customers of the firm would object to the older employees (E) none of the other choices

(C) are prohibited from discriminating in employment against persons only over 40

For Title VII of the Civil Rights Act to apply, an employer must have: (A) at least 5 employees (B) no more than 50 employees (C) at least 15 employees (D) at least 10 employees (E) at least 100 employees

(C) at least 15 employees

Historically, the common law permitted employers to: (A) hire workers only with government approval (B) fire workers only with government approval (C) hire and fire which ever workers they wished (D) fire workers for reasons listed in an employee handbook (E) none of the other choices

(C) hire and fire which ever workers they wished

Denying a woman a job, assignment, or promotion because she is pregnant or has children is: (A) legal, as long as there is specific company policy in place (B) legal in most states (C) illegal because it is a form of pregnancy discrimination (D) illegal because it is a form of religious discrimination (E) none of the other choices are correct

(C) illegal because it is a form of pregnancy discrimination

Discriminating in fringe benefits, such as in the structure of health insurance benefits, to discourage women of childbearing age from working is: (A) legal, as long as there is specific company policy in place (B) legal in most states (C) illegal because it is a form of pregnancy discrimination (D) illegal because it is a form of religious discrimination (E) none of the other choices are correct

(C) illegal because it is a form of pregnancy discrimination

Requiring a pregnant woman to go on leave when she is able to do her job is: (A) legal, as long as there is specific company policy in place (B) legal in most states (C) illegal because it is a form of pregnancy discrimination (D) illegal because it is a form of religious discrimination (E) none of the other choices are correct

(C) illegal because it is a form of pregnancy discrimination

Treating maternity leave differently than other leaves for temporary disabilities is: (A) legal, as long as there is specific company policy in place (B) legal in most states (C) illegal because it is a form of pregnancy discrimination (D) illegal because it is a form of religious discrimination (E) none of the other choices are correct

(C) illegal because it is a form of pregnancy discrimination

Title VII restricts discrimination based on: (A) appearance (B) experience (C) national origin (D) attitude (E) education

(C) national origin

To not violate Title VII's prohibition of discrimination based on religion, an employer may have to make changes in the way her business is organized to meet religious requirements of employees. Employers are required to incur: (A) any expense required to avoid violating religious requirements of its employees (B) up to ten percent of an employee's wage in costs to comply with the employee's beliefs (C) no more than minimal expenses to accommodate an employee's religious requirements (D) no expense or trouble at all (E) none of the other choices

(C) no more than minimal expenses to accommodate an employee's religious requirements

Reverse discrimination is: (A) preferential treatment of whites (B) preferential treatment of men (C) preferential treatment of a protected class (D) discrimination against African-Americans (E) none of the other choices

(C) preferential treatment of a protected class

Quid pro quo sexual harassment refers to: (A) crude or offensive language (B) touching someone in a sexually offensive manner (C) promising a promotion in exchange for sex (D) displaying sexually explicit photographs (E) all of the other choices

(C) promising a promotion in exchange for sex

Where there is a promise of a reward, such as promotion or pay raise, for providing sexual favors being demanded is called: (A) bona fide impact (B) impact favoritism (C) quid pro quo (D) differential standard (E) differential favoritism

(C) quid pro quo

Under the Equal Pay Act, pay differentials on the basis of sex are eliminated by: (A) lowering the wages received by men (B) lowering the wages received by women (C) raising the wages received by women (D) raising the wages received by men (E) giving stock options to the group discriminated against

(C) raising the wages received by women

The Supreme Court's ruling in McDonald v. Santa Fe Trail Transportation, where an AfricanAmerican employee and a white employee had stolen property from their employer and the African- American employee was reprimanded but allowed to keep his job while the white employee was fired, showed that: (A) whites are not protected under Title VII of the Civil Rights Act (B) while Title VII recognizes whites as a protected class, in practice whites are not protected (C) whites are protected under Title VII of the Civil Rights Act (D) whites are only protected in cases involving Hispanics (E) none of the other choices are correct

(C) whites are protected under Title VII of the Civil Rights Act

The group that brings the most discrimination claims based on national origin is: (A) whites (B) Asians (C) Native Americans (D) Hispanics (E) none of the other choices are correct

(D) Hispanics

San Francisco's civil rights law that prohibits employment discrimination based on height or weight is an example of: (A) a prohibited practice of having different civil rights laws for different cities (B) the federal government extending discrimination coverage in a certain area (C) a city's illegal extension of discrimination coverage beyond Title VII (D) a city's extension of discrimination coverage beyond Title VII (E) none of the other choices are correct

(D) a city's extension of discrimination coverage beyond Title VII

Which of the following is an amendment to the Civil Rights Act of 1964: (A) the Equal Employment Opportunity Act of 1972 (B) the Pregnancy Discrimination Act of 1978 (C) the Civil Rights Act of 1991 (D) all of the other specific choices are amendments (E) none of the other specific choices are amendments

(D) all of the other specific choices are amendments

The hostile environment form of sexual harassment occurs in which of the following circumstances: (A) an employer uses crude or offensive language (B) an employer discusses sexual activities (C) an employer displays sexually suggestive pictures in the workplace (D) all of the other specific choices are correct (E) none of the other specific choices are correct

(D) all of the other specific choices are correct

If Joe, an African-American employer with light skin, discriminates against Omar, an African- American employee with dark skin, Omar will most likely file a discrimination claim based on: (A) sex (B) race (C) national origin (D) color (E) religion

(D) color

John and Lisa are candidates for promotions. John is 34, Lisa is 56. John is given the promotion. Management decided that since Lisa has said she plans to retire in four years, promoting her would make little sense. In this case, the company: (A) had a legitimate reason for denying the promotion (B) had a compelling reason for denying the promotion (C) engaged in a forced retirement scheme (D) discriminated illegally based on age (E) showed a legal age preference

(D) discriminated illegally based on age

Title VII applies to employers with: (A) any number of workers (B) five or more workers (C) ten or more workers (D) fifteen or more workers (E) fifty or more workers

(D) fifteen or more workers

When employers have been sued for monitoring the content of their employees' e-mails at work, the court have generally held that the monitoring: (A) is an invasion of privacy (B) is an invasion of privacy if personal e-mails are reviewed, not work-related e-mails (C) is sexual harassment if directed at women employees (D) is legal, employers have the right to do so, in part to prevent sexual harassment (E) none of the other choices

(D) is legal, employers have the right to do so, in part to prevent sexual harassment

A plaintiff claims age discrimination. At trial there is a split in the testimony. The plaintiff and a couple other workers give evidence of discrimination. The defendant has employees who testify that there was no discrimination and that the plaintiff was incompetent. In such instances: (A) Title VII requires "clear and convincing" evidence for plaintiff to win (B) federal civil procedure requires that plaintiff have "clear and convincing" evidence to win (C) the judge must remove the case from the jury and make the determination under the guidelines set by the Supreme Court (D) it is up to the jury to decide if the plaintiff has presented enough evidence to show discrimination (E) the jury must find for the plaintiff if he or she has shown a prima facie case

(D) it is up to the jury to decide if the plaintiff has presented enough evidence to show discrimination

The Age Discrimination in Employment Act: (A) prohibits discrimination against persons over age 40 (B) requires that older employees be given physical exams if they work at jobs where safety is a serious concern (C) applies to employers with 20 or more employees (D) prohibits discrimination against persons over age 40 and applies to employers with 20 or more employees (E) prohibits discrimination against persons over age 40 and applies to employers with 20 or more employees and requires that older employees be given physical exams if they work at jobs where safety is a serious concern

(D) prohibits discrimination against persons over age 40 and applies to employers with 20 or more employees

Title VII prohibits discrimination in employment based on sex. This does not include: (A) sexual preferences (B) marital status (C) being a male (D) sexual preferences or marital status (E) sexual preferences or marital status or being a male

(D) sexual preferences or marital status

Which of the following are examples of illegal discrimination under the Pregnancy Discrimination Act? (A) not giving more time off to an employee suffering a difficult pregnancy (B) suspending a pregnant waitress because she might not be appealing to the diners at a café (C) denying a pregnant reporter an assignment to a dangerous country because of her condition (D) suspending a pregnant waitress because she might not be appealing to the diners at a café and denying a pregnant reporter an assignment to a dangerous country because of her condition (E) suspending a pregnant waitress because she might not be appealing to the diners at a café and denying a pregnant reporter an assignment to a dangerous country because of her condition and not giving more time off to an employee suffering a difficult pregnancy

(D) suspending a pregnant waitress because she might not be appealing to the diners at a café and denying a pregnant reporter an assignment to a dangerous country because of her condition

Which of the following are examples of illegal discrimination under the Pregnancy Discrimination Act? (A) not providing health insurance to employees (B) suspending a pregnant waitress because she might not be appealing to the diners at a café (C) denying a pregnant reporter an assignment to a dangerous country because of her condition (D) suspending a pregnant waitress because she might not be appealing to the diners at a café and denying a pregnant reporter an assignment to a dangerous country because of her condition (E) suspending a pregnant waitress because she might not be appealing to the diners at a café and denying a pregnant reporter an assignment to a dangerous country because of her condition and not providing health insurance to employees

(D) suspending a pregnant waitress because she might not be appealing to the diners at a café and denying a pregnant reporter an assignment to a dangerous country because of her condition

Quid pro quo sexual harassment occurs when: (A) there are sexually explicit pictures displayed in the workplace (B) one employee touches another in an offensive way (C) an employer uses crude or demeaning language in private (D) there is a promise of a reward, such as a pay raise, for providing sexual favors (E) none of the other choices are correct

(D) there is a promise of a reward, such as a pay raise, for providing sexual favors

An employee joins a religion that requires members to keep a chicken by their side all morning and then cut-off the chicken's head at noon and suck the blood. The employer tells the employee that he may not do this at work. The employee claims he has the right to do this as a religious belief, so the employer fires him. If sued for discrimination, the court will likely rule that: (A) these religious beliefs are valid and so they must be allowed (B) the chicken act may be done, but only in a room set aside for that purpose (C) this is an odd "religion," so Title VII does not apply (D) this behavior imposes undue hardship on the employer so need not be tolerated (E) the employee should be required to go to a class on the humane treatment of animals

(D) this behavior imposes undue hardship on the employer so need not be tolerated

The first federal law that specifically addressed equal employment issues was the: (A) Landrum-Griffin Act of 1959 (B) Civil Rights Act of 1964 (C) National Labor Relations Act of 1935 (D) Interstate Commerce Act of 1887 (E) Equal Pay Act of 1963

(E) Equal Pay Act of 1963

Title VII of the Civil Rights Act applies to which of the following: (A) private employers with 15 or more employees (B) employment agencies (C) labor unions in the private sector (D) labor unions in the public sector (E) Title VII applies to all of the other specific choices

(E) Title VII applies to all of the other specific choices

Title VII of the Civil Rights Act applies to which of the following: (A) private employers with 15 or more employees (B) employment agencies (C) labor unions in the private sector (D) law firms (E) Title VII applies to all of the other specific choices

(E) Title VII applies to all of the other specific choices

The Equal Pay Act allows differences in wages between men and women employees if the differences are due to: (A) a system that measures earnings by quantity produced (B) a merit system (C) a seniority system (D) a system that measures earnings by quantity produced or a merit system (E) a system that measures earnings by quantity produced or a merit system or a seniority system

(E) a system that measures earnings by quantity produced or a merit system or a seniority system

Under Title VII, a protected class may be composed of people who share the same: (A) race (B) gender (C) religion (D) national origin (E) all of the other choices

(E) all of the other choices

Under the Equal Pay Act, men and women may be paid different wages if: (A) wages are based on a seniority system (B) wages are based on a merit system (C) wages are based on quantity of production (D) wages are based on quality of production (E) all of the other choices are correct

(E) all of the other choices are correct

Title VII sex discrimination includes discrimination with respect to: (A) plans to have children in the future (B) current pregnancy (C) having children already (D) insurance benefits and childbirth (E) all of the other choices are included under the law

(E) all of the other choices are included under the law

Title VII of the Civil Rights Act protects all of the following classes from employment discrimination except: (A) race (B) color (C) national origin (D) women who are not pregnant (E) all of the other choices are protected

(E) all of the other choices are protected

Which is not an officially recognized racial group under Title VII: (A) Hispanics (B) Asians (C) whites (D) Native Americans (E) all of the other choices are recognized

(E) all of the other choices are recognized

Sexual harassment does not appear to include: (A) commenting on physical attributes (B) deliberate, unsolicited touching of a sexual nature (C) using crude or offensive language directed at a woman (D) discussing explicit sexual activities (E) all of the other choices may be included

(E) all of the other choices may be included

To determine if there is a hostile environment in a sexual harassment case courts look at: (A) how often the conduct in question occurred (B) whether the alleged harassment was by a supervisor or a co-worker (C) whether there was talk or actual talk (D) whether more than one person was involved (E) all of the other specific choice are correct

(E) all of the other specific choice are correct

It is illegal to pay men and women employees different wages when their jobs require which of the following: (A) equal skill (B) equal effort (C) equal responsibility (D) the same working conditions (E) all of the other specific choices are correct

(E) all of the other specific choices are correct

Which of the following is an example of age discrimination: (A) forcing retirement because of age (B) requiring older workers to pass physical examinations as a condition of continued employment (C) indicating an age preference in advertisements for employees (D) choosing to promote a younger worker rather than an older worker, because the older worker may be retiring in several years (E) all of the other specific choices are correct

(E) all of the other specific choices are correct

Sexual harassment legally does not include: (A) "unwelcome" advances (B) offensive working environment (C) verbal conduct of a sexual nature (D) any of the other choices (E) all of the other specific choices may be illegal

(E) all of the other specific choices may be illegal

Many employers monitor the e-mail their employees send and receive at work. The courts have held that this practice is legal: (A) never, because it is an invasion of privacy. (B) only if an e-mail concerns an illegal matter. (C) only if the e-mails concern company business. (D) so long as the employees give the employer permission. (E) because e-mails are being transmitted on company time and property.

(E) because e-mails are being transmitted on company time and property.

The Pregnancy Discrimination Act, a part of Title VII, provides protection for which pregnancyrelated condition? (A) fringe benefits (B) childbirth (C) related medical conditions (D) insurance benefits and childbirth (E) childbirth and related medical conditions and fringe benefits

(E) childbirth and related medical conditions and fringe benefits

Title VII applies to regular private employers; which of the following does it not apply to? (A) labor unions (B) employment agencies (C) government agencies (D) it does not apply to any of the other specific choices (E) it applies to all of the other specific choices

(E) it applies to all of the other specific choices

Besides regular private employers, Title VII applies to which of the following? (A) labor unions (B) employment agencies (C) government agencies (D) labor unions and employment agencies (E) labor unions and employment agencies and government agencies

(E) labor unions and employment agencies and government agencies

A woman has a difficult time with her pregnancy. She uses up all her leave time and sick time. She then often comes to work late or leave early due to feeling badly. Under the Pregnancy Discrimination Act, her employer must give her additional time off: (A) with pay, only if a physician recommends that (B) with pay, if she provides medical evidence that it is necessary (C) with pay, by extending her sick time and leave time, as required by law (D) with pay, if she requests it, so long as she is pregnant (E) none of the other choices

(E) none of the other choices

An example of quid pro quo sexual harassment would be: (A) discussing sexual activities at work (B) commenting on the physical attributes of another worker (C) saying demeaning things about women (D) showing sexually explicit photos (E) none of the other choices are specific to quid pro quo harassment

(E) none of the other choices are specific to quid pro quo harassment

Violations of the Equal Pay Act can result in what corrective action? Employees: (A) paid too little must be given back wages to equalize their past low earnings (B) paid too little may be given a payment beyond the amount of back wages they are due to penalize the employer (C) who successfully sue their employer may be awarded attorney's fees and court costs (D) paid too little must be given back wages to equalize their past low earnings and who successfully sue their employer may be awarded attorney's fees and court costs (E) paid too little must be given back wages to equalize their past low earnings and who successfully sue their employer may be awarded attorney's fees and court costs and paid too little may be given a payment beyond the amount of back wages they are due to penalize the employer

(E) paid too little must be given back wages to equalize their past low earnings and who successfully sue their employer may be awarded attorney's fees and court costs and paid too little may be given a payment beyond the amount of back wages they are due to penalize the employer

The Age Discrimination in Employment Act: (A) prohibits discrimination against men over age 40 (B) prohibits discrimination against women over age 40 (C) applies to employers with 20 or more employees (D) prohibits discrimination against women over age 40 and applies to employers with 20 or more employees (E) prohibits discrimination against men and women over age 40 and applies to employers with 20 or more employees

(E) prohibits discrimination against men and women over age 40 and applies to employers with 20 or more employees

The Equal Pay Act: (A) prohibits pay discrimination on the basis of age (B) prohibits pay discrimination on the basis of sexual orientation (C) prohibits pay discrimination on the basis of seniority (D) encourages pay discrimination on the basis of nationality (E) prohibits pay discrimination on the basis of sex

(E) prohibits pay discrimination on the basis of sex

Title VII prohibits discrimination in employment based on sex. This does not include: (A) sexual preferences (B) marital status (C) sexual identity (D) sexual preferences or sexual identity (E) sexual preferences or sexual identity or marital status

(E) sexual preferences or sexual identity or marital status

Under Title VII, officially recognized racial classes include: (A) whites (B) Native Americans (C) Hispanics (D) whites and Native Americans (E) whites, Native Americans and Hispanics

(E) whites, Native Americans and Hispanics