Question 1

Women and minority groups are referred to as protected classes.

Accepted Answer

This is true. Protected classes are groups of people who are protected from discrimination by federal law. This includes women and minority groups, as well as other categories such as race, national origin, religion, age, and disability.

Question 2

Equal employment opportunity refers to actions required of employers to correct past discrimination against minorities.

Accepted Answer

Equal employment opportunity refers to the principle that all individuals should have equal access to employment opportunities based on their abilities and qualifications, without regard to race, color, religion, sex, national origin, age, disability, or genetic information. It is not limited to correcting past discrimination but also includes preventing future discrimination.

Question 3

State and local governments are exempted from the provisions of the Civil Rights Act and Equal Employment law.

Accepted Answer

State and local governments are subject to the provisions of the Civil Rights Act and Equal Employment law, just like any other employer. However, there may be limitations to their liability under certain circumstances, such as sovereign immunity or qualified immunity.

Question 4

Early nondiscrimination laws were ineffective in large part because they failed to give enforcement power to the agencies charged with upholding them.

Accepted Answer

Early nondiscrimination laws, such as the Civil Rights Act of 1875, lacked enforcement power and were largely ignored, making them ineffective in combatting discrimination. It was not until later laws, such as the Civil Rights Act of 1964, that federal agencies were given the power to enforce antidiscrimination measures.

Question 5

The courts ruled that the pay disparity between the sexes at Jaxon Corp. was illegal and ordered the company to remedy it. Jaxon Corp. cannot lower the wages of the higher-paid group in order to comply with the law.

Accepted Answer

Lowering the wages of the higher-paid group would not remedy the pay disparity and would also be illegal. The company must find a way to increase the wages of the lower-paid group to bring them in line with the higher-paid group.

Question 6

Training in and knowledge of equal employment opportunity (EEO) laws are essential for managers and supervisors because organizations can be held accountable and legally responsible for their managers' decisions.

Accepted Answer

This statement is true. EEO laws are in place to prevent employment discrimination and if a manager or supervisor makes a decision that violates these laws, the organization can be held accountable. It is important for managers and supervisors to be knowledgeable about these laws to avoid legal consequences.

Question 7

In her role as a manager at Encor Enterprises, Susie carries out certain discriminatory policies that are in place at the company. Susie cannot be sued for discrimination because she merely acts as an agent of her employer.

Accepted Answer

Susie can be held individually liable for discriminatory policies and actions carried out in her role as a manager, even if she is following company policies. Employers can also be held liable for the discriminatory actions of their managers and supervisors.

Question 8

Sarah is responsible for making sure that her employer's workforce is at parity with the relevant labor market. She accomplishes this by performing a workforce utilization analysis.

Accepted Answer

Sarah's responsibility is to ensure that her employer's workforce is at parity with the relevant labor market by performing a workforce utilization analysis.

Question 9

Courts have defined business necessity as a practice that is necessary to the safe and efficient operation of an organization.

Accepted Answer

Courts have indeed defined business necessity as a practice that is necessary to the safe and efficient operation of an organization.

Question 10

There are seven production managers at Wallace Inc., four men and three women. All four men have higher salaries than the three women. Since the men have all been in the position longer than the women, Wallace Inc., has a legal justification for paying the men more.

Accepted Answer

The passage states that the men have all been in the position longer than the women, which is a legal justification for paying them more.

Question 11

If people are regarded as having a disability, then they are protected under the Americans with Disabilities Act.

Accepted Answer

The Americans with Disabilities Act provides protection to individuals with disabilities, including protection against discrimination in employment, housing, and public accommodations.

Question 12

Title VII of the Civil Rights Act prohibits discrimination on the basis of race, color, religion, sex, or national origin.

Accepted Answer

Title VII of the Civil Rights Act of 1964 prohibits discrimination on the basis of race, color, religion, sex, or national origin in employment.

Question 13

Several employees filed discrimination charges against ValuTech. If they cannot get satisfaction through the EEOC, they can appeal to the courts for a consent decree to remedy the situation.

Accepted Answer

The answer of Several employees filed discrimination charges against ValuTech....

Question 14

A women's apparel store may not refuse to hire a male for a job as a fitting room attendant.

Accepted Answer

The answer of A women's apparel store may not refuse...

Question 15

Employers are legally required to treat pregnancy the same way they treat any other medical disability.

Accepted Answer

The Pregnancy Discrimination Act (PDA) of 1978 amended Title VII of the Civil Rights Act of 1964 to prohibit employment discrimination based on pregnancy, childbirth, or related medical conditions. This means that employers are legally required to treat pregnancy the same way they treat any other medical disability.

Question 16

A religious organization that employs people of a specific religion is excluded from the coverage of the Civil Rights Act.

Accepted Answer

According to Title VII of the Civil Rights Act, a religious organization is allowed to employ individuals of a specific religion and can designate its employees to perform work connected with the organization's religious activities without violating the law.

Question 17

The Civil Rights Act of 1964 established the Equal Employment Opportunity Commission.

Accepted Answer

The Civil Rights Act of 1964 did establish the Equal Employment Opportunity Commission (EEOC) to enforce laws prohibiting discrimination in employment based on race, color, religion, national origin, and sex.

Question 18

The Pregnancy Discrimination Act requires pregnancy leave dates to be based on the individual employee's ability to work. Therefore, managers are not permitted to mandate the dates for pregnancy leaves.

Accepted Answer

The Pregnancy Discrimination Act prohibits discrimination based on pregnancy and requires employers to treat pregnancy-related leave the same as other types of medical leave. This means that managers cannot mandate the dates for pregnancy leaves and must base them on the individual employee's ability to work.

Question 19

The Equal Pay Act makes it illegal to discriminate against people in terms of the pay, employee benefits, and pension they earn based on their gender when they do equal work.

Accepted Answer

This is the purpose of the Equal Pay Act, which was enacted in 1963 to combat gender-based wage discrimination in the United States.

Question 20

The Equal Employment Opportunity Act of 1972 strengthened the enforcement power of the Equal Employment Opportunity Commission (EEOC).

Accepted Answer

The Equal Employment Opportunity Act of 1972 did indeed strengthen the enforcement power of the EEOC. This legislation expanded the powers of the EEOC to investigate and gather evidence related to discriminatory employment practices, subpoena witnesses, and impose penalties on noncompliant employers. It also prohibited discrimination on the basis of sex and broadened the scope of protected classes under federal law.

Quiz 3: Equal Employment Opportunity and Human Resources Management