2213-prac-quest-empl-discrim-f06
True/False
Indicate whether the
sentence or statement is true or false.
____ 1. Title VII of the Civil Rights Act of 1964
prohibits job discrimination on the basis of education and experience.
____ 2. A victim of alleged discrimination must bring
a suit against an employer before filing a claim with the Equal Employment
Opportunity Commission.
____ 3. Discrimination on the basis of race, color,
national origin, religion, and gender is permitted against union members.
____ 4. Title VII prohibits unintentional
discrimination.
____ 5. To maintain an action against an employer on
the basis of disparate-treatment discrimination, a person must show that he or
she is a member of a protected class.
____ 6. Title VII of the Civil Rights Act of 1964
applies to all employers within the United States, regardless of the number of
persons employed.
____ 7. A woman affected by pregnancy, childbirth, or
a related medical condition may be treated for all employment-related purposes
in the same manner as an employer would treat any temporarily disabled
employee.
____ 8. Employers are not generally liable for Title
VII violations by their managers or supervisors.
____ 9. In a sexual harassment case, an employer may
be held liable for the harassing actions of a lower-level employee if the
employer knew or should have known of the harassment and failed to take
corrective action.
____ 10. Damages are not available for victims of
intentional employment discrimination based on gender, religion, age, or
disability.
____ 11. Under the Equal Pay Act of 1963, all of the
women on an employer's staff must be paid the same as all of the men.
____ 12. The Age Discrimination in Employment Act of
1967 prohibits employment discrimination on the basis of age against
individuals thirty-five years of age and older.
____ 13. A disabled person is a person with a mental
or physical impairment that "substantially limits one or more of the major
life activities" of the individual, according to the Americans with
Disabilities Act of 1990.
____ 14. In some instances, a disabled person must be
given a job even if he or she cannot perform its essential functions.
____ 15. Terminating an employee who uses drugs
violates the Americans with Disabilities Act of 1990.
____ 16. A good defense to an employment
discrimination suit exists if an employer can show that promotions or other job
benefits are distributed according to a fair seniority system.
____ 17. Gender can be a bona fide occupational
qualification.
____ 18. Affirmative action programs are rarely upheld
if employers consider factors in addition to race or gender when making
employment decisions.
____ 19. State laws provide no more than the same
remedies for the same types of employment discrimination as federal laws.
Multiple Choice
Identify the letter
of the choice that best completes the statement or answers the question.
Fact Pattern 42-1
Jane works for Butler Warehouse Company. Jane is the only woman on
her work crew. The male crew members often tell jokes and play minor pranks on
each other. When Jane attempts a prank, the supervisor fires her, saying that
"we don't tolerate horseplay at Butler."
____ 20. Refer to Fact Pattern 42-1. If Jane
challenges the discharge on the ground of discrimination, she must show that
a.
|
she is the member of a protected class
and she was qualified for the job.
|
b.
|
the misconduct she engaged in was only
a pretext for her discharge, that discriminatory intent actually motivated
Butler's decision.
|
c.
|
there was a legitimate,
nondiscriminatory reason for the discharge.
|
d.
|
both a and b.
|
____ 21. Refer to Fact Pattern 42-1. Assuming that
Jane can establish the ground for a lawsuit against Butler, Butler can defend
itself by showing that
a.
|
Jane is the member of a protected
class and she was qualified for the job.
|
b.
|
the misconduct Jane engaged in was
nearly identical to that engaged in by an employee who is not a member of the
protected class and who was not fired.
|
c.
|
there was a legitimate,
nondiscriminatory reason for the discharge.
|
d.
|
both a and b.
|
____ 22. Helen applies for a job with National Stores,
Inc., but is not hired. Helen believes that she was not hired for reasons of
discrimination. If Helen files a suit against National Stores and a prima
facie case is established, she
a.
|
wins the suit.
|
b.
|
wins the suit only in the absence of a
response by National Stores.
|
c.
|
wins the suit even if National Stores
articulates a legal reason for not hiring her.
|
d.
|
loses the suit.
|
____ 23. Stan, a member of a minority, is denied a
promotion by his employer, Consumer Sales Company, when he fails to pass an
employer-required test. Few members of minorities have passed the test. The
number of promoted employees who are members of minorities does not reflect
their percentage in the local labor market. In a suit against Consumer Sales, if
Stan can show a connection between the test and the number of promoted minority
members,
a.
|
discriminatory intent must then be
proved.
|
b.
|
no evidence of discriminatory intent
is necessary.
|
c.
|
it must then be shown that
discrimination was the purpose of the test.
|
d.
|
none of the above.
|
____ 24. Alex, who is Hispanic, applies for a job at
Gorden Fixtures Company. The interviewer says that Gorden hires Hispanics, but
does not hire African Americans. Making this distinction
a.
|
constitutes impermissible
discrimination on the basis of race.
|
b.
|
constitutes discrimination but is
permissible at the application stage of employment.
|
c.
|
does not constitute discrimination.
|
d.
|
none of the above.
|
____ 25. Abby is a salesperson for Regional Sales,
Inc. Ben is also a salesperson. Carl is Abby and Ben's supervisor. Dave is a
Regional Sales customer. If Abby is the victim of sexual harassment, Regional
Sales may be liable for such harassment by
a.
|
Ben or Carl only.
|
b.
|
Ben or Dave only.
|
c.
|
Dave only.
|
d.
|
Ben, Carl, or Dave.
|
____ 26. Mary, an employee of Alpha Tool Company,
files a hostile-environment sexual-harassment suit against Nick, a co-worker.
Mary wins. Their employer Alpha may also be held liable only if
a.
|
Alpha knew or should have known about
the harassment and failed to take remedial action.
|
b.
|
Mary cannot obtain damages or other
relief from Nick.
|
c.
|
Nick is Mary's manager or supervisor.
|
d.
|
all of the above.
|
____ 27. Mercy Hospital does not take any action to
prevent sexual harassment of its employees. Mercy may be liable for such
harassment by
a.
|
a supervisor or employee only.
|
b.
|
a customer only.
|
c.
|
a supervisor, an employee, or a
customer.
|
d.
|
none of the above.
|
____ 28. Doug and Patty work in the same job on the
line at Assembly Products Company. Their pay is based on the quality and
quantity of production. Most of the time, Doug produces more and is paid more
than Patty. Under the Equal Pay Act of 1963,
a.
|
Doug's pay must be reduced to match
Patty's pay.
|
b.
|
Patty's pay must be increased to match
Doug's pay.
|
c.
|
either a or b.
|
d.
|
none of the above.
|
____ 29. Ed, a sixty-year-old, is replaced in his job
at Gold Manufacturing Company by Hal, a thirty-year-old. Ed files a suit
against Gold under the Age Discrimination in Employment Act of 1967. To
successfully defend against the suit, Gold must show that Ed
a.
|
is no longer qualified for the
position.
|
b.
|
is older than Hal and was paid more than
Hal.
|
c.
|
both a and b.
|
d.
|
none of the above.
|
Fact Pattern 42-3
Dana, who has a disability, is an employee of Hersch &
Company. After the installation of new entry doors, Dana finds it nearly
impossible to get into and out of the Hersch building. For repeatedly failing
to be on time, Hersch discharges Dana. Dana is replaced by Gert, who does not
have a disability. Dana files a claim against Hersch under the Americans with
Disabilities Act of 1990.
____ 30. Refer to Fact Pattern 42-3. To succeed, Dana
will have to show that
a.
|
Dana consistently met the essential
requirements of her job.
|
b.
|
Gert is unqualified for Dana's
position.
|
c.
|
Hersch refused to make reasonable
accommodation for Dana.
|
d.
|
all of the above.
|
____ 31. Refer to Fact Pattern 42-3. To successfully
defend against Dana's claim, Hersch will have to show that
a.
|
Dana consistently failed to meet the
essential requirements of her job.
|
b.
|
Gert is qualified for Dana's position.
|
c.
|
Hersch cannot reasonably accommodate
Dana without undue hardship.
|
d.
|
all of the above.
|
____ 32. Ace Manufacturing Company requires its
workers to have a high school diploma. In a suit against Ace under Title VII,
this requirement is shown to have a discriminatory effect. Ace defends against
the suit on the ground that there is a definite connection between a high
school education and job performance. This is
a.
|
an affirmative action defense.
|
b.
|
an after-acquired evidence defense.
|
c.
|
a bona fide occupational qualification
defense.
|
d.
|
a business necessity defense.
|
____ 33. Ann's Retail, a women's clothing store, hires
female attendants to assist clients in the store's dressing rooms. Larry, a
male, applies for, and is refused, a job as an attendant. Larry then sues Ann's
Retail for employment discrimination under Title VII. Against the suit, the
store has
a.
|
an affirmative action defense.
|
b.
|
an after-acquired evidence defense.
|
c.
|
a bona fide occupational qualification
defense.
|
d.
|
a business necessity defense.
|
____ 34. Tech Communications, Inc., gives preferential
treatment in hiring and promotion to the members of all protected classes. This
treatment results in discrimination against majority workers (principally white
males). This is
a.
|
a bona fide occupational practice.
|
b.
|
a business necessity.
|
c.
|
reverse discrimination.
|
d.
|
none of the above.
|
____ 35. Frank sues General Contractors Corporation
for employment discrimination under a state law. When compared to federal law,
state law may provide
a.
|
additional damages.
|
b.
|
the same damages.
|
c.
|
fewer damages.
|
d.
|
no damages.
|
2213-prac-quest-empl-discrim-f06
Answer
Section
TRUE/FALSE
1. ANS: F REF: 779 OBJ: Type: N
2. ANS: F REF: 780 OBJ: Type: N
3. ANS: F REF: 780 OBJ: Type: N
4. ANS: T REF: 780 OBJ: Type: N
5. ANS: T REF: 780 OBJ: Type: =
6. ANS: F REF: 780 OBJ: Type: =
7. ANS: T REF: 783 OBJ: Type: N
8. ANS: F REF: 784 OBJ: Type: =
9. ANS: T REF: 785 OBJ: Type: =
10. ANS: F REF: 785 OBJ: Type: =
11. ANS: F REF: 785 OBJ: Type: +
12. ANS: F REF: 786 OBJ: Type: =
13. ANS: T REF: 787 OBJ: Type: N
14. ANS: F REF: 789 OBJ: Type: N
15. ANS: F REF: 790 OBJ: Type: +
16. ANS: T REF: 791 OBJ: Type: =
17. ANS: T REF: 791 OBJ: Type: N
18. ANS: F REF: 791 OBJ: Type: =
19. ANS: F REF: 792 OBJ: Type: N
MULTIPLE CHOICE
20. ANS: D REF: 780 OBJ: Type: =
21. ANS: C REF: 780 OBJ: Type: =
22. ANS: B REF: 780 OBJ: Type: +
23. ANS: B REF: 780 OBJ: Type: +
24. ANS: A REF: 781 OBJ: Type: =
25. ANS: D REF: 784 OBJ: Type: N
26. ANS: A REF: 784 OBJ: Type: N
27. ANS: C REF: 785 OBJ: Type: +
28. ANS: D REF: 785 OBJ: Type: N
29. ANS: A REF: 786 OBJ: Type: N
30. ANS: C REF: 789 OBJ: Type: =
31. ANS: C REF: 789 OBJ: Type: =
32. ANS: D REF: 790 OBJ: Type: N
33. ANS: C REF: 791 OBJ: Type: N
34. ANS: C REF: 791 OBJ: Type: N
35. ANS: A REF: 792 OBJ: Type: N
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