Question 1

Which court decision held that Title VII protected every individual employee from discrimination because of race, sex, color, religion, or national origin?

Accepted Answer

McDonald v. Santa Fe Trail Transportation Co. is the court decision that held Title VII of the Civil Rights Act of 1964 protects every individual employee from discrimination because of race, sex, color, religion, or national origin. This case specifically addressed racial discrimination against white employees, affirming the Act's protection applies universally to all employees.

Question 2

What were the two amendments added to Title VII in 1991?

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Question 3

The equal employment opportunity legislation prohibits discrimination based on what criteria?

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Question 4

How is an employer defined under the Title VII of the Civil Rights Act of 1991?

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Question 5

What do affirmative action programs usually involve?

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Question 6

Define construct validity.

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Question 7

______ compares the selection rates (the rates at which applicants meet the requirements or pass  the test)for the various protected groups under Title VII.

Accepted Answer

The Four-Fifths Rule is a guideline used to determine if there is evidence of potential discrimination in hiring practices. It compares the selection rates of different groups to identify significant disparities that could indicate discrimination.

Question 8

Who does Title VII of the Civil Rights Act of 1991 cover?

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Question 9

How is seniority defined under Title VII?

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Question 10

In Price Waterhouse v. Hopkins , the Supreme Court held that:

Accepted Answer

In Price Waterhouse v. Hopkins, the Supreme Court held that if an employer has considered an illegal factor under Title VII in making an employment decision, the burden shifts to the employer to demonstrate that it would have made the same decision even without considering the illegal factor.

Question 11

Title VII of the Civil Rights Act of 1964 took effect in which year?

Accepted Answer

Title VII of the Civil Rights Act of 1964 took effect on July 2, 1965, one year after it was signed into law.

Question 12

Described the practice of race-norming.

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Question 13

The Supreme Court held that a claim of disparate impact discrimination may be brought against an employer using a subjective employment practice, such as an interview rating, in what case?

Accepted Answer

In Watson v. Fort Worth Bank & Trust, the Supreme Court held that a claim of disparate impact discrimination could be brought against an employer for using subjective employment practices, such as interview ratings, which could inadvertently lead to discrimination.

Question 14

Which of the following statement pertains to criterion-related validity?

Accepted Answer

Criterion-related validity refers to the extent to which a test's scores correlate with job performance, indicating how well the test predicts actual job performance.

Question 15

The regulation that was adopted by the EEOC and other federal agencies that provide for methods of demonstrating a disparate impact and for validating employee selection criteria is the:

Accepted Answer

The Uniform Guidelines on Employee Selection Procedures (1978) were adopted by the EEOC and other federal agencies to provide a framework for determining the proper use of tests and other selection procedures, as well as to establish uniformity in the criteria used to assess disparate impact and the validation of employee selection criteria under Title VII of the Civil Rights Act of 1964.

Question 16

List the three classifications of standards developed by the American Psychological Association for validating job requirements.

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Question 17

At Your Home, a service provider offers healthcare assistance for elderly or disabled persons at their place of residence. Since most of the clients require total physical care including assistance to get dressed or move around the house, At Your Home screens applicants for employment by using a strength test. The applicants must be able to lift a dummy weighing 175 pounds. The strength test disqualifies most female applicants, as well as a majority of Asian male applicants. To avoid violation of Title VII, At Your Home should use:

Accepted Answer

Content validity is appropriate here as it ensures the test measures the actual skills and abilities required for the job, such as lifting a certain weight, which is directly related to the job duties.

Question 18

Which section of Title VII prohibits retaliation by the employer against employee because that person opposed any practice that is prohibited by Title VII?

Accepted Answer

Section 704(a) of Title VII specifically prohibits retaliation by employers against employees who have opposed any practice made unlawful by Title VII or who have made a charge, testified, assisted, or participated in any manner in an investigation, proceeding, or hearing under Title VII.

Question 19

In Walters v. Metropolitan Educational Enterprises, Inc ., the Supreme Court held that the ______ was used to determine the number of employees for coverage of Title VII.

Accepted Answer

In Walters v. Metropolitan Educational Enterprises, Inc., the Supreme Court held that the "payroll method" was used to determine the number of employees for coverage of Title VII. This method counts employees on the payroll, including part-time and seasonal employees, to determine if an employer meets the employee threshold for Title VII applicability.

Question 20

What is bona fide occupational qualification?

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Quiz 6: Title Vii of the Civil Rights Act and Race Discrimination