Chapter 6 HRM

In Jones v. Robinson Property Group, d/b/a Horseshow Casino & Hotel, the court found that: A. Jones presented sufficient evidence showing that his race was a factor in employment decisions. B. Jones did not present sufficient evidence showing that his race was a factor in employment decisions. C. Jones presented sufficient evidence showing that his color was a factor in employment decisions. D. Jones did not present sufficient evidence showing that his color was a factor in employment decisions.

A. Jones presented sufficient evidence showing that his race was a factor in employment decisions.

Juan, a Hispanic male, is a chemical engineer for Alliance Chemical. He is the only Hispanic male in a department of 74, 42 of whom are engineers. He is terminated after 10 months on the job. His supervisor said the discharge was based on Juan's poor performance, including routinely reporting to work late, for taking excessive unexcused absences and missing project deadlines. According to the supervisor, Juan was the least productive engineer in the department. Juan believes that because he was the only Hispanic in the department he has a good claim for discrimination. A. Juan does not have a claim for discrimination under Title VII because he was terminated for poor performance, a legitimate nondiscriminatory reason. B. Juan does not have a claim for discrimination under Title VII because he was terminated for poor performance, a business necessity. C. Juan does not have a claim for discrimination under Title VII because "Hispanic" is not a protected category. D. Juan does not have a claim for discrimination under Title VII because Alliance Chemical is a federal contractor.

A. Juan does not have a claim for discrimination under Title VII because he was terminated for poor performance, a legitimate nondiscriminatory reason.

Brenda Lester is a light-skinned African American woman who worked the morning shift as a cashier at the Waltersville All-Night Diner. A few weeks after a dark-skinned African-American manager took over the morning shift, Brenda was moved to the night shift. When Brenda complained, the manager said, "You may have passed the 'paper bag test' but black is beautiful now." When Brenda replied that it was unfair to change her shift for no good reason, he said that he'd be willing to reconsider his decision if she got a tan. A. Brenda can bring a claim of discrimination under Title VII based on race. B. Brenda can bring a claim of discrimination under Title VII based on color. C. Brenda cannot bring a claim of discrimination under Title VII based on race. D. Brenda cannot bring a claim of discrimination under Title VII based on color.

B. Brenda can bring a claim of discrimination under Title VII based on color.

Marla, a white woman, is married to an African American man and has a biracial child. She works as a counselor for a large private school. One day her husband and child stop by her office to take her to lunch. The next day, the principal fires Marla. Marla believes the termination is based on the principal's reaction to her husband and child. Marla A. does not have a claim under Title VII because she was not discriminated against based on her race, color, religion, sex, or national origin. B. has a claim under Title VII based on retaliation. C. has a claim under Title VII based on association discrimination. D. has a claim under Title VII based on perception discrimination.

C. has a claim under Title VII based on association discrimination.

Cynthia Williams filed a lawsuit against her employer for racial harassment. The evidence at trial indicated that her employer responded immediately to her allegations of racial discrimination by investigating the matter, reprimanding the harasser and conducting department wide meetings to discuss the company's policy on race discrimination. Cynthia will A. win the lawsuit because her employer acknowledged that the race discrimination occurred. B. win the lawsuit because her employer did not terminate the harassing employee. C. lose the lawsuit because her employer acted reasonably when notified of the racial harassment. D. lose the lawsuit because the harasser admitted to engaging in racial harassment.

C. lose the lawsuit because her employer acted reasonably when notified of the racial harassment.

Studies have shown that race discrimination A. claims are successful only if the claimant has evidence that the supervisors condone and encourage racist conduct by other employees. B. is on the decline due in large part to the effect of Title VII. C. occurs based on the individual's name and voice. D. All of the choices are correct.

C. occurs based on the individual's name and voice.

To establish employer liability in a claim for racial harassment where the harasser is a co-worker, the employee must show that A. the supervisor participated in the harassing behavior. B. the same harassing incident was committed more than once. C. the employer was negligent in either discovering or remedying the harassment. D. the employer was negligent in hiring the individual alleged to have engaged in racial harassment.

C. the employer was negligent in either discovering or remedying the harassment.

The House of Representatives passed a resolution apologizing for slavery in A. 1975 B. 1986 C. 1997 D. 2008

D. 2008

Employers accused of violating Title VII's prohibition of race discrimination in employment will be found liable if A. the employer engages in harassment. B. the employer allows harassing activity to occur in the workplace. C. the employer's supervisors permit harassing activity to occur in the workplace. D. All of the choices are correct

D. All of the choices are correct

A good manager should A. listen to all sides of the problem before making a decision. B. take all allegations of race discrimination seriously and investigate. C. be willing to discuss race with his employees in order to provide the proper training for those that will make management decisions. D. All of the choices are correct.

D. All of the choices are correct.

An employer will be found liable for racial harassment if the employer can show A. that the harassment was unwelcome and based on race B. that the harassment was so severe or pervasive that it altered the conditions of employment and created an abusive environment C. there is a basis for imposing liability on the employer D. All of the choices are correct.

D. All of the choices are correct.

In Chandler v. Fast Lane, Inc., Chandler, who refused to follow the employer's discriminatory practices against African American employees, alleged that: A. she was constructively discharged B. she was discriminated against because of her association with African Americans in violation of Title VII C. she was discriminated against because of her opposition to a discriminatory practice in violation of Title VII D. All of the choices are correct.

D. All of the choices are correct.

To establish a prima facie case under the opposition clause of Title VII, an employee must show that: A. she was engaged in an opposition activity protected under Title VII. B. she was a victim of an adverse employment action. C. a causal connection exists between the opposition activity and the adverse employment action. D. All of the choices are correct.

D. All of the choices are correct.

Harold Tyson worked for Alegius Financial Services as a sales representative. On three occasions over a period of six months, a co-worker left Klu Klux Klan (KKK) literature, including racial slurs, on the desks of all of the employees, including supervisors, in the office where Harold worked. Also, on the first workday of each month, the co-worker sent an email with a link to a KKK website to all of the employees, including supervisors. Harold did not complain to Alegius. Subsequently, he filed a claim with the EEOC and later sued Alegius for racial harassment. A. Harold will lose his case because he did not notify his employer of the racial harassment. B. Harold will lose his case because he did not give his employer an opportunity to investigate the incident C. Harold will win his case because it was illegal for his co-worker to belong to the KKK. D. Harold will win his case because the employer was aware of the racially harassing behavior.

D. Harold will win his case because the employer was aware of the racially harassing behavior.

In Vaughn v. Edel, Vaughn was not given the same opportunities to improve her performance as her coworkers based on her A. Gender. B. National Origin. C. Color. D. None of the choices are correct.

D. None of the choices are correct.

Now that the Civil Rights Act of 1964 has been in effect for over 40 years A. there is no longer any need to monitor race discrimination in the workplace. B. claims based on race discrimination are rarely filed with the EEOC. C. all barriers to equal employment opportunity for blacks in the workplace have been eliminated. D. None of the choices is correct.

D. None of the choices is correct.

The definition of "race" specified in the statutory language of Title VII includes the following racial categories: A. American Indian or Alaska Native B. Asian C. Black or African American D. None of the choices is correct.

D. None of the choices is correct.

An employee who brings a case of discrimination based on race under Title VII is automatically considered to bring a case based on color.

FALSE

Data from the EEOC shows that the number of complaints alleging discrimination based on race has declined in each decade since the Title VII became law in 1964.

FALSE

If an employer makes a decision that discriminates on the basis of race, only black employees can sue based on Title VII because it was designed to eliminate discrimination against blacks.

FALSE

If an employer that has a "no beard" policy grants an exception to a black male who provides credible evidence of a condition of pseudo folliculitis barbae ("PFB") the policy will become unenforceable because white employees will be able to claim discrimination if they are not allowed to grow beards.

FALSE

Race can be a bona fide occupational qualification in certain circumstances.

FALSE

The Civil Rights Act of 1964 originally defined race as only black and white.

FALSE

Title VII prohibits claims of unintentional discrimination.

FALSE

White managers using the term "boy" in reference to black employees is not enough evidence of race discrimination.

FALSE

Carrie Farini, a white woman, applies for a job as a waitress at the Redbone Cajun and Soul Food Restaurant. Although she has prior experience as a server at other dining establishments, she is not hired because she is white. All of the waiters at the Redbone are black men. A. Carrie can bring a complaint of discrimination under Title VII based on race. B. Redbone can defend the case on the basis that race is a bona fide occupational qualification to work in the dining room at Redbone because it is presenting a soul food dining experience. C. Carrie can reapply to work at the Redbone if she is willing to work wearing "black face" make-up. D. Carrie can bring a complaint of discrimination under 42 U.S. C sec. 1983.

A. Carrie can bring a complaint of discrimination under Title VII based on race.

As a joke based on a losing Super Bowl bet, some employees at the New England Telephone Company hung a noose in the workplace. Upon seeing the noose, Herman Wilson, a black co-worker, promptly took it down and reported the incident to management. The perpetrators of the incident were reprimanded and warned that further incidents would result in more serious discipline. In addition, management sent a message to all employees explaining the history of the noose as a symbol of racial hatred. Nevertheless, Mr. Wilson filed a complaint of discrimination based on racial harassment. A. Mr. Wilson will not be able to prove racial harassment because this incident was not racially motivated and management took immediate corrective action. B. Mr. Wilson will be able to prove racial harassment because hanging a noose has the symbolic weight of the use of lynching to terrorize African-Americans, to chill exercise of their rights and is a death threat. C. Mr. Wilson will not be able to prove racial harassment because he took down the noose immediately instead of letting it hang for a few days. D. Mr. Wilson will be able to prove racial harassment because management did not fire the employees who hung the noose.

A. Mr. Wilson will not be able to prove racial harassment because this incident was not racially motivated and management took immediate corrective action.

Actionable racial harassment: A. must be either severe or pervasive enough to alter the conditions of employment and create an abusive working environment. B. exists only where the victim is not a member of a majority race. C. exists only where the victim is not a member of the race that is the majority in the workplace. D. must be both severe and pervasive enough to alter the conditions of employment and create an abusive working environment.

A. must be either severe or pervasive enough to alter the conditions of employment and create an abusive working environment.

Brett Donovan was the manager at Walton's Diner. He planned to promote Keisha, one of the waitresses, to Assistant Manager; however, the owner told him that he did not want a black person in charge at any time of the day or night at his restaurant. Additionally, Brett wanted to promote Carlton, one of the bus boys, to waiter. The owner vetoed that recommendation as well on the grounds that his customers would not feel comfortable having a black man bring them their food, that it might be intimidating. Brett was extremely frustrated and offered Keisha and Carlton the promotions anyway because they were deserving. Subsequently, Brett was fired. A. Brett has a cause of action against Walton's Diner under Title VII of the Civil Rights Act of 1964 under the opposition clause. B. Brett has a cause of action against Walton's Diner under Title VII of the Civil Rights Act of 1964 based on the theory of constructive discharge. C. Brett is liable for race discrimination because he failed to change the company's policy regarding promotion of African Americans. D. Brett is liable for race discrimination because he acquiesced in the employer's discriminatory policy.

B. Brett has a cause of action against Walton's Diner under Title VII of the Civil Rights Act of 1964 based on the theory of constructive discharge.

Derrick Herrington, a black man, was employed at Bluefield Tire Manufacturing Company. Mr. Herrington contacted the plant manager to inform him that his supervisor, Bill Mitchell, treated him differently than the other employees because he was black. The following day, Mr. Mitchell told Derrick that if he called the plant manager again, he was going to see to it that the "Klan" paid him a visit. A. Mr. Herrington does not have a claim for race discrimination because the Klan did not actually seek him out. B. The facts of this scenario satisfy the requirement that the discrimination be based on race in order to prevail on a claim for racial harassment. C. Mr. Herrington cannot file a claim for racial harassment because the supervisor was the only person involved in the harassment. D. None of the choices are correct.

B. The facts of this scenario satisfy the requirement that the discrimination be based on race in order to prevail on a claim for racial harassment.

Zhu owns a commercial cleaning business. He will not hire a black applicant for a supervisory position because he believes his predominately Asian crew will not work for a black supervisor. Zhu has A. caused disparate treatment discrimination, but he has a bona fide occupational qualification defense. B. caused disparate treatment discrimination and he does not have a bona fide occupational qualification. C. caused disparate impact discrimination, but he has a business necessity defense. D. caused disparate impact discrimination and he does not have a business necessity defense.

B. caused disparate treatment discrimination and he does not have a bona fide occupational qualification.

Tiffany, a light-skinned black woman, is the manager of the cosmetics department of a large retail store. She does not promote Monica, a brown-skinned black woman, because she believes customers prefer lighter skinned cosmetic consultants. Monica A. does not have a claim under Title VII because color discrimination cannot occur between members of the same race. B. has a claim under Title VII because color discrimination can occur between members of the same race. C. has a claim under ADEA. D. has a claim under FLSA.

B. has a claim under Title VII because color discrimination can occur between members of the same race.

When an employee has complained to his/her employer about racial harassment, the employer should A. not investigate if there has only been one isolated incident of misconduct because one incident does not rise to the level of racial harassment. B. investigate and take immediate corrective action. C. avoid future communications with the employee in order to prevent a complaint with EEOC for reprisal because the employee complained about the harassment. D. eliminate any future harassment problems by terminating all employees involved, including the employee that complained.

B. investigate and take immediate corrective action.

Alexander Harrington is a black man with a law degree from one of the top law schools in the country. Under an affirmative action recruiting program, he is hired as the first black associate at a prestigious law firm. The partner for whom he works gives him routine assignments which he handles outstandingly. After a few months, Alex realizes that the firm's other first-year associates have recently been given more complex projects. Alex asks the partner for more challenging work and is told that the work he is being given is what the partner needs and is appropriate for Alex's level of experience. Although Alex receives a six-month bonus similar to that given to other associates, he complains to the managing partner about the level of his assignments. He is told that an associate is to do the work assigned by the partner for whom he works. Alex files a complaint of race discrimination with the EEOC. A. Alex has no basis for a complaint of race discrimination because his bonus was not affected by his assignments. B. Alex has no basis for a complaint of race discrimination because the reasons given to Alex by the partner for whom he works are legitimate and non-discriminatory. C. Alex has a basis for a complaint of discrimination because his assignments can affect his career development and he is being treated differently from others who are similarly situated and not of his race. D. Alex has a basis for a claim of discrimination because the managing partner did not assign more complex work to him directly.

C. Alex has a basis for a complaint of discrimination because his assignments can affect his career development and he is being treated differently from others who are similarly situated and not of his race.

Briana Winston was recently employed as a flight attendant by Tropical Coast Airlines. She was the only black female flight attendant at her airport hub. Upon arriving at her hub after attending flight attendant school, Briana experienced incidents at work that included occasional racial slurs by co-workers, having coffee spilled on her uniform before boarding flights, and having the lock jammed on her company locker. One co-worker told her, in front of their supervisor that the airline's customers would not want to take orders from a black girl in case of an in-flight emergency. Briana resigned after 6 months of this treatment. A. Briana has a cause of action for racial harassment under 42 U.S.C. 1983. B. Briana does not have a cause of action for racial harassment. C. Briana has a cause of action for racial harassment under Title VII. D. None of the choices are correct.

C. Briana has a cause of action for racial harassment under Title VII.

In an effort to limit the number of claims filed against their employers, it is important that managers (I) Understand that race discrimination still exists and acknowledge the problem when it is alleged. (II) Plan company sponsored cultural events that separate the employees so that white people will not be offended by their minority co-workers. (III) Make sure that the employees understand that the company race discrimination will not be tolerated. A. I only. B. I and II only. C. I and III only. D. All of the choices are correct.

C. I and III only.

Madison Mayberry, a black woman, has worked in the mailroom at Worldwide Pictures for 16 years. When a mailroom supervisor position becomes open, Madison applies for the job but she is not selected. Instead, Renee Alton, the director of administration, hires Sally Wright, a white woman. When Madison complains to Renee, she says that she selected Sally because they are best friends and Sally needed a better job after her divorce. Madison files a complaint of racial discrimination with the EEOC. A. Madison will prevail on her complaint because she is clearly better qualified than the person who was selected and that person is of a different race. B. Madison will prevail on her complaint because Renee's explanation is unbelievable and is an obvious pretext for discrimination. C. Madison will not prevail because not every decision that is arbitrary or unfair is discrimination. D. Madison will not prevail because it would be an undue hardship on Sally if she were not selected for the supervisory job.

C. Madison will not prevail because not every decision that is arbitrary or unfair is discrimination.

Sharon worked at the Quick Mart with James. The two of them decided to steal some beer to celebrate their school graduation. Sharon watched the front of the store while James loaded the beer into his truck out back. Neither Sharon nor James was aware of the security cameras in the parking behind the building. The owner was notified of the theft by the security guard. The owner terminated Sharon, a white female and gave James, a black male, a written warning. A. Sharon has no cause of action because she is an employee-at-will B. Sharon has no cause of action because she is white C. Sharon has a cause of action under Title VII for race discrimination D. All of the choices are correct.

C. Sharon has a cause of action under Title VII for race discrimination

Title VII's ban on racial discrimination A. applies to black people only B. applies to black and Hispanic people only C. applies to all citizens equally D. applies only to people of color

C. applies to all citizens equally

Researchers referring to the concept "new racism" A. are referring to the idea that blacks are unable to break the "glass ceiling" and attain positions in upper level management. B. are referring to the idea that people appear to be more racist on average since the attack on the World Trade Center. C. are referring to the idea that white people believe that the existing civil rights laws have made everything fair so that there is no need to do anything more to ensure equal opportunity for minorities. D. are referring to the idea that white people feel they are being discriminated against as a result of Title VII and affirmative action.

C. are referring to the idea that white people believe that the existing civil rights laws have made everything fair so that there is no need to do anything more to ensure equal opportunity for minorities

Title VII includes an "opposition" clause which A. allows an employee to oppose any adverse employment decision that is made based on his/her race. B. allows white employees to oppose the use of race in employment related decisions if they believe that the employer is engaging in reverse discrimination. C. gives an employee a cause of action for opposing his/her employer's discriminatory employment policies. D. None of the choices are correct.

C. gives an employee a cause of action for opposing his/her employer's discriminatory employment policies.

Rasheed Olson, a black man, has a Bachelor of Science degree in physical fitness. He has applied for positions with several health clubs that have advertised vacancies for fitness instructor but he has received no interviews. After looking for a job in his field for several months, he suspects that he is being discriminated based on race due to his first name. He submits an identical resume to one of the health clubs that he applied to months ago but he changes his first name on the resume. He is invited for an interview. A. Rasheed can prove a prima facie case of discrimination based on race because he applied for the job of fitness instructor, was qualified and was not called for an interview. B. Rasheed's first name may have been the source for discrimination based on the perception of race. C. Rasheed cannot prove a prima facie case of discrimination based on race unless he fails to get the job after the interview. D. Rasheed's first name may have been the source for discrimination based on the perception of race but only if he had a typical black last name.

Rasheed's first name may have been the source for discrimination based on the perception of race.

Justice Thurgood Marshall argued Brown v. Board of Education, which ended segregation in public schools in 1954.

TRUE

Racial harassment can occur over the internet via email.

TRUE

The term "Hispanic" can refer to race or national origin. TRUE

TRUE

Title VII prohibits discrimination against an employee because she associates with someone of a different race. TRUE

TRUE