Business Law Ch. 35 True & False

Compensatory damages are not available in cases of intentional discrimination in violation of Title VII of the Civil Rights Act of 1964.

False

Employee demotion is one of the least frequently cited reasons for a finding of constructive discharge under Title VII of the Civil Rights Act of 1964.

False

Employers are not required to modify their job-application and selection process so that those with disabilities can compete for jobs with those who do not have disabilities.

False

Employers can avoid liability for employment discrimination on the basis of after-acquired evidence of an employee's misconduct.

False

For an employer to successfully defend against a charge of a supervisor's sexual harassment, the plaintiff-employee must have taken a tangible employment action against the supervisor.

False

Most employers can treat their employees more or less favorably based on their religious beliefs or practices.

False

The Civil Rights Act of 1964 prohibits job discrimination on the basis of merit.

False

The distribution of promotions and other job benefits according to a seniority system is not normally a good defense to a suit for employment discrimination.

False

Title VII of the Civil Rights Act of 1964 applies to employers with fifteen or less employees.

False

Title VII of the Civil Rights Act of 1964 prohibits only intentional discrimination.

False

Any federal, state, or local affirmative action program that uses racial or ethnic classifications as the basis for making decisions is subject to strict scrutiny by the courts.

True

If a job applicant or an employee with a disability, with reasonable accommodation, can perform essential job functions, the employer must make the accommodation.

True

If a wage differential is due to any factor other than gender, then it does not violate the Equal Pay Act.

True

Intentional discrimination by an employer against an employee is known as disparate-treatment discrimination.

True

Sexual harassment occurs when sexual favors are demanded in return for job opportunities, promotions, salary increases, or other benefits.

True

The Americans with Disabilities Act of 1990 defines persons with disabilities as persons with physical or mental impairments that "substantially limit" one or more everyday activities of the affected individuals.

True

The Equal Pay Act and other federal laws prohibit employers from engaging in gender-based wage discrimination.

True

Title VII of the Civil Rights Act of 1964 prohibits job discrimination against majority group individuals, such as white males.

True

Under the Age Discrimination in Employment Act of 1967 permits private cause of action against employers for age discrimination.

True

When the harassment of co-workers creates a hostile working environment, an employee may have a cause of action against an employer.

True