Question 1

An employer who requires women to wear a uniform but has no such requirement for men violates Title VII of Civil Rights Act.

Accepted Answer

Title VII of the Civil Rights Act prohibits discrimination based on gender, and requiring women to wear a uniform while not requiring the same of men would be considered gender discrimination.

Question 2

When an employer places additional requirements on employees of a certain gender, but not on employees of the opposite gender, this is known as:

Accepted Answer

Gender-plus discrimination occurs when additional requirements or qualifications are placed on an employee because of their gender. In this case, the requirements are being placed on one gender but not the other, indicating gender-plus discrimination. Leave discrimination refers to denying an employee leave based on their gender, sexual harassment refers to unwanted sexual advances or comments, and equal pay discrimination refers to paying one gender less than the other for the same job. None of these fully fit the scenario described.

Question 3

The EEOC clearly states that sexual harassment does not amount to gender discrimination and hence does not violate Title VII.

Accepted Answer

Sexual harassment is a form of sex discrimination and is therefore covered under Title VII of the Civil Rights Act of 1964, as amended. The EEOC has stated that sexual harassment is a form of sex discrimination that violates Title VII.

Question 4

Section 703(e)(1) of the Bona Fide Occupational Qualification allows employer to select employees based on sex and gender in certain instances.

Accepted Answer

Section 703(e)(1) of the Bona Fide Occupational Qualification allows employers to select employees based on sex and gender if it is deemed a necessary qualification for the job. However, this exception is limited and must be applied in a narrow manner.

Question 5

The provision that men and women performing substantially equal work should be paid equally is part of the:

Accepted Answer

The provision that men and women performing substantially equal work should be paid equally is part of the Equal Pay Act. The other options (B, C, and D) do not address this specific issue. The Family and Medical Leave Act deals with providing leave for certain family or medical reasons, the Pregnancy Discrimination Act prohibits discrimination against pregnant employees, and "Gender-Plus" Discrimination refers to discrimination based on gender or other factors like race or age.

Question 6

Which of the following reasons is sufficient to support a bona fide occupational qualification (BFOQ)?​

Accepted Answer

A BFOQ, which allows an employer to discriminate on the basis of a protected characteristic, such as sex or religion, is only acceptable if it is a business necessity. This means that the job cannot be performed by someone who does not possess the characteristic in question, and that the characteristic is necessary for the job's performance. Choices A, B, and C do not meet this standard and do not justify a BFOQ.

Question 7

Which of the following prohibits advertising for male or female employees in help-wanted notices (apart from a few exceptions) or maintaining separate seniority lists for male and female employees?​

Accepted Answer

The answer of Which of the following prohibits advertising for...

Question 8

An organization claiming to act in good faith under Equal Pay Act need not show objective reason for its belief that it was acting legally as it is not considered as evidence in the court of law.

Accepted Answer

An organization must show an objective reason for its belief that it was acting legally under the Equal Pay Act to claim good faith. This is considered as evidence in the court of law.

Question 9

When the pay differentials between the male and female employees are due to a seniority system, a merit pay system, a productivity-based pay system, or "a factor other than sex," the pay differentials do not violate Title VII.

Accepted Answer

This is known as an affirmative defense under the Equal Pay Act, which is incorporated into Title VII. If an employer can demonstrate that the pay differentials are based on one of these factors, they may not be found in violation of the law. However, it is important to note that if a pay differential exists due to historical discrimination or other factors that are based on sex, these defenses may not be valid.

Question 10

There is no provision for employers' defense under The Equal Pay Act.

Accepted Answer

The Equal Pay Act does have a provision for employers' defense. An employer can defend against an equal pay claim if they can show that the pay disparity was based on a bona fide factor other than sex, such as differences in education or experience.

Question 11

The Family and Medical Leave Act, allows eligible employees to take up to twelve weeks of unpaid leave in any twelve months.

Accepted Answer

The Family and Medical Leave Act does allow eligible employees to take up to twelve weeks of unpaid leave in any twelve months.

Question 12

An employer who places additional requirements on employees of a certain gender but not on employees of the opposite gender does not violate Title VII.

Accepted Answer

This violates Title VII's prohibition on gender discrimination. Employers cannot require different qualifications or physical capabilities based on gender unless it is a bona fide occupational qualification (BFOQ) required to perform the job.

Question 13

The Equal Pay Act of 1963 requires that women should be paid more than men even if they perform substantially equal work in same establishment.

Accepted Answer

The statement is false. The Equal Pay Act of 1963 requires that men and women should be paid equally for substantially equal work in the same establishment.

Question 14

An employer may require a second or third medical opinion at the employee's expense when the employee applies for leave under serious health condition.

Accepted Answer

An employer may request a second or third medical opinion, but they must bear the cost of these opinions. The employee is not responsible for any expenses related to the medical opinions requested by the employer.

Question 15

The Equal Pay Act's coverage is similar to that of the:

Accepted Answer

The Fair Labor Standards Act (FLSA) and the Equal Pay Act (EPA) have similar coverage because they both deal with minimum wage and overtime pay requirements for employees in the United States. The FLSA applies to a broader range of employees, while the EPA focuses specifically on discriminatory pay practices based on gender. The National Labor Relations Act pertains to the right of employees to engage in collective bargaining, the Pregnancy Discrimination Act addresses discrimination based on pregnancy in the workplace, and the Occupational Safety and Health Act concerns workplace safety regulations.

Question 16

Employees seeking to take a leave under provisions of the FMLA must give notice of the leave to their employer at least thirty days in advance of the leave when the need for the leave is foreseeable.

Accepted Answer

This is the requirement stated in the FMLA (Family and Medical Leave Act). However, if the need for the leave is unpredictable (e.g. due to a sudden medical emergency), the employee must give notice as soon as practicable.

Question 17

Employers who fire pregnant employees because of the assumption that the employees will likely be absent from work for lengthy periods is a violation of Title VII.

Accepted Answer

Title VII of the Civil Rights Act of 1964 prohibits discrimination on the basis of sex, which includes pregnancy. Firing an employee because of assumptions or stereotypes about pregnancy-related absences is a form of pregnancy discrimination and a violation of Title VII. Employers must provide reasonable accommodations for pregnant employees and treat them the same as other employees who are similarly situated in their ability or inability to work.

Question 18

The Equal Pay Act does not cover state and local government employees.

Accepted Answer

The Equal Pay Act covers all employees, including those working in state and local governments.

Question 19

Title VII of the Civil Rights Act protects all individuals from employment discrimination based on sex or gender.

Accepted Answer

Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on race, color, religion, sex, or national origin. Therefore, it protects individuals from employment discrimination based on their sex or gender.

Question 20

The Equal Pay Act's coverage is similar to that of the Fair Labor Standards Act.

Accepted Answer

The Equal Pay Act and the Fair Labor Standards Act both cover employees who work in interstate commerce and are subject to federal wage and hour laws. Additionally, both laws include provisions related to minimum wage and overtime pay. However, the Equal Pay Act specifically addresses pay discrimination based on gender, while the Fair Labor Standards Act does not.

Quiz 7: Gender and Family Issues:title VII and Other Legislation

An employer who requires women to wear a uniform but has no such requirement for men violates Title VII of Civil Rights Act.

When an employer places additional requirements on employees of a certain gender, but not on employees of the opposite gender, this is known as:

The EEOC clearly states that sexual harassment does not amount to gender discrimination and hence does not violate Title VII.

Section 703(e)(1) of the Bona Fide Occupational Qualification allows employer to select employees based on sex and gender in certain instances.

The provision that men and women performing substantially equal work should be paid equally is part of the:

Which of the following reasons is sufficient to support a bona fide occupational qualification (BFOQ) ?

Which of the following prohibits advertising for male or female employees in help-wanted notices (apart from a few exceptions) or maintaining separate seniority lists for male and female employees?

An organization claiming to act in good faith under Equal Pay Act need not show objective reason for its belief that it was acting legally as it is not considered as evidence in the court of law.

When the pay differentials between the male and female employees are due to a seniority system, a merit pay system, a productivity-based pay system, or "a factor other than sex," the pay differentials do not violate Title VII.

There is no provision for employers' defense under The Equal Pay Act.

The Family and Medical Leave Act, allows eligible employees to take up to twelve weeks of unpaid leave in any twelve months.

An employer who places additional requirements on employees of a certain gender but not on employees of the opposite gender does not violate Title VII.

The Equal Pay Act of 1963 requires that women should be paid more than men even if they perform substantially equal work in same establishment.

An employer may require a second or third medical opinion at the employee's expense when the employee applies for leave under serious health condition.

The Equal Pay Act's coverage is similar to that of the:

Employees seeking to take a leave under provisions of the FMLA must give notice of the leave to their employer at least thirty days in advance of the leave when the need for the leave is foreseeable.

Employers who fire pregnant employees because of the assumption that the employees will likely be absent from work for lengthy periods is a violation of Title VII.

The Equal Pay Act does not cover state and local government employees.

Title VII of the Civil Rights Act protects all individuals from employment discrimination based on sex or gender.

The Equal Pay Act's coverage is similar to that of the Fair Labor Standards Act.

Quiz 7: Gender and Family Issues:title VII and Other Legislation

An employer who requires women to wear a uniform but has no such requirement for men violates Title VII of Civil Rights Act.

When an employer places additional requirements on employees of a certain gender, but not on employees of the opposite gender, this is known as:

The EEOC clearly states that sexual harassment does not amount to gender discrimination and hence does not violate Title VII.

Section 703(e)(1) of the Bona Fide Occupational Qualification allows employer to select employees based on sex and gender in certain instances.

The provision that men and women performing substantially equal work should be paid equally is part of the:

Which of the following reasons is sufficient to support a bona fide occupational qualification (BFOQ) ?​

Which of the following prohibits advertising for male or female employees in help-wanted notices (apart from a few exceptions) or maintaining separate seniority lists for male and female employees?​

An organization claiming to act in good faith under Equal Pay Act need not show objective reason for its belief that it was acting legally as it is not considered as evidence in the court of law.

When the pay differentials between the male and female employees are due to a seniority system, a merit pay system, a productivity-based pay system, or "a factor other than sex," the pay differentials do not violate Title VII.

There is no provision for employers' defense under The Equal Pay Act.

The Family and Medical Leave Act, allows eligible employees to take up to twelve weeks of unpaid leave in any twelve months.

An employer who places additional requirements on employees of a certain gender but not on employees of the opposite gender does not violate Title VII.

The Equal Pay Act of 1963 requires that women should be paid more than men even if they perform substantially equal work in same establishment.

An employer may require a second or third medical opinion at the employee's expense when the employee applies for leave under serious health condition.

The Equal Pay Act's coverage is similar to that of the:

Employees seeking to take a leave under provisions of the FMLA must give notice of the leave to their employer at least thirty days in advance of the leave when the need for the leave is foreseeable.

Employers who fire pregnant employees because of the assumption that the employees will likely be absent from work for lengthy periods is a violation of Title VII.

The Equal Pay Act does not cover state and local government employees.

Title VII of the Civil Rights Act protects all individuals from employment discrimination based on sex or gender.

The Equal Pay Act's coverage is similar to that of the Fair Labor Standards Act.

Which of the following reasons is sufficient to support a bona fide occupational qualification (BFOQ) ?

Which of the following prohibits advertising for male or female employees in help-wanted notices (apart from a few exceptions) or maintaining separate seniority lists for male and female employees?