Question 1

Under the Lilly Ledbetter Fair Pay Act of 2009,the EEOC has the opportunity to sue the employer on the complainant's behalf.

Accepted Answer

The Lilly Ledbetter Fair Pay Act of 2009 allows the EEOC to sue an employer on behalf of a complainant for pay discrimination claims.

Question 2

The Fair Employment Access Commission (FEAC)is the federal agency responsible for enforcing most federal antidiscrimination laws.

Accepted Answer

The Fair Employment Access Commission (FEAC) does not exist. The federal agency responsible for enforcing most federal antidiscrimination laws is the Equal Employment Opportunity Commission (EEOC).

Question 3

If a state has a Fair Employment Practice Agency (FEPA),to complainant may file his or her claim with the FEPA instead of the EEOC.

Accepted Answer

This is true. If a state has a Fair Employment Practice Agency (FEPA), the complainant has the option to file their claim with the FEPA instead of the Equal Employment Opportunity Commission (EEOC). However, if the claim is filed with the FEPA, the FEPA will typically work with the EEOC to process the claim.

Question 4

The Lilly Ledbetter Fair pay Act of 2009 affirmed the United States Supreme Court decision in Ledbetter v.Goodyear Tire & Rubber Co.,Inc.

Accepted Answer

The Lilly Ledbetter Fair Pay Act of 2009 overturned the Supreme Court's decision in Ledbetter v. Goodyear Tire & Rubber Co., Inc., by changing the statute of limitations for filing an equal-pay lawsuit regarding pay discrimination.

Question 5

Under the Lilly Ledbetter Fair Pay Act of 2009,if the EEOC chooses not to bring suit against the employer on the complainant's behalf,it will issue a "right to sue" letter to the complainant.

Accepted Answer

Under the Lilly Ledbetter Fair Pay Act of 2009, if the EEOC chooses not to bring suit against the employer on the complainant's behalf, it will issue a "right to sue" letter to the complainant, which allows them to proceed with a private lawsuit against the employer.

Question 6

The members of the Equal Employment Opportunity Commission are appointed by the United States Senate.

Accepted Answer

The members of the Equal Employment Opportunity Commission (EEOC) are appointed by the President of the United States and confirmed by the Senate.

Question 7

The Lilly Ledbetter Fair Pay Act of 2009 provides that each discriminatory pay decision "restarts" the statutory 180-day "clock."

Accepted Answer

The Lilly Ledbetter Fair Pay Act of 2009 does state that each discriminatory pay decision "restarts" the statutory 180-day "clock." This means that an individual has 180 days from each instance of discriminatory pay to file a claim, rather than having only one 180-day period from the initial pay decision. This provision helps address the issue of ongoing pay discrimination that may not be immediately apparent to an employee.

Question 8

In Ledbetter v.Goodyear Tire & Rubber Co.,Inc.,the United States Supreme Court held that the 180-day statute of limitations for pay discrimination begins to run on the date the pay was agreed upon,not when the most recent paycheck violation occurred.

Accepted Answer

The statement is true. The Supreme Court's decision in Ledbetter v. Goodyear Tire & Rubber Co., Inc. established that the statute of limitations for pay discrimination claims starts on the date of the initial discriminatory pay decision, not when the employee receives a later paycheck that reflects the ongoing effects of that decision.

Question 9

According to the Lilly Ledbetter Fair Pay Act of 2009,a plaintiff can file a claim against an employer within 180 days of the most recent paycheck violation.

Accepted Answer

The Lilly Ledbetter Fair Pay Act of 2009 extended the time period for filing pay discrimination claims. Under this act, a plaintiff can file a claim within 180 days of the most recent paycheck violation, or within 180 days of receiving discriminatory compensation, whichever is most recent.

Question 10

If the EEOC finds a violation and choose not to bring suit,or does not find a violation,the EEOC will issue a right to sue letter to the complainant.

Accepted Answer

If the EEOC finds a violation but chooses not to bring suit, or if they do not find a violation, they will issue a right to sue letter to the complainant. The letter gives the complainant the right to file a lawsuit in court.

Question 11

Employment laws have been narrowly interpreted by the federal courts,particularly the United States Supreme Court.

Accepted Answer

The answer of Employment laws have been narrowly interpreted by...

Question 12

Under the Lilly Ledbetter Fair Pay Act of 2009,an EEOC "right to sue" letter gives the state attorney general of the state where the discriminatory pay decision occurred the right to bring suit against the employer on the complainant's behalf.

Accepted Answer

An EEOC "right to sue" letter gives the complainant the right to sue the employer but not the state attorney general.

Question 13

If a person believes that he or she has been discriminated against,he or she cannot immediately file a lawsuit against the employer.

Accepted Answer

Before filing a lawsuit, the person must first file a complaint with the appropriate government agency, such as the Equal Employment Opportunity Commission (EEOC), and go through the process of administrative remedies.

Question 14

Starting in the 1930s,the United States Congress began enacting a comprehensive set of federal laws that eliminated major forms of employment discrimination.

Accepted Answer

The answer of Starting in the 1930s,the United States Congress...

Question 15

Many state and local governments have adopted laws that prevent discrimination in employment.

Accepted Answer

It is true that many state and local governments in the United States have passed laws that prohibit employment discrimination based on various factors such as race, gender, religion, and disability, among others. These laws typically apply to both public and private sector employers and are enforced by government agencies that investigate and prosecute violations. Examples of such laws include Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act, and various state-level anti-discrimination statutes.

Question 16

Since it is not a private party,the EEOC cannot seek injunctive relief.

Accepted Answer

The EEOC can seek injunctive relief against both private parties and public entities to prevent discrimination or retaliate against employees who exercise their legal rights under federal employment discrimination laws.

Question 17

The Civil Rights Act provides that a rejected applicant for a job or an employee who suffers pay discrimination must file a discrimination lawsuit within three (3)years of the employer's act that causes the discrimination.

Accepted Answer

The Civil Rights Act requires that a discrimination lawsuit be filed within 180 or 300 days, depending on the state, not three years.

Question 18

If a person believes that he or she has been discriminated against,he or she must first file a complaint with the EEOC.

Accepted Answer

This is true according to the Equal Employment Opportunity Commission (EEOC), which requires individuals to file a complaint with them before pursuing legal action for workplace discrimination.

Question 19

The Equal Employment Opportunity Commission is empowered to conduct investigations,interpret the antidiscrimination statutes,encourage conciliation between employees and employers,and bring suits to enforce the law.

Accepted Answer

This statement is true. The Equal Employment Opportunity Commission (EEOC) is a federal agency that is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee on the basis of certain characteristics, such as race, color, religion, sex, national origin, age, disability, or genetic information. The EEOC has various powers, including the ability to conduct investigations, interpret the antidiscrimination statutes, encourage conciliation between employees and employers, and bring suits to enforce the law.

Question 20

The EEOC has jurisdiction to investigate charges of discrimination based on race,color,national origin,and gender; it does not,however,have jurisdiction to investigate charges of age,disability,or genetic discrimination,since laws related to those forms of discrimination were enacted after passage of Title VII of the Civil Rights Act of 1964.

Accepted Answer

The statement is incorrect. The EEOC does have jurisdiction to investigate charges of age, disability, and genetic discrimination under the Age Discrimination in Employment Act, Americans with Disabilities Act, and Genetic Information Nondiscrimination Act, respectively.

Quiz 36: Equal Opportunity in Employment