Question 1

The Equal Employment Opportunity Commission is the administrative agency responsible for enforcing most ________ antidiscrimination laws.

Accepted Answer

The Equal Employment Opportunity Commission (EEOC) is the federal agency responsible for enforcing federal antidiscrimination laws in the workplace.

Question 2

A ________ is issued by the EEOC if it chooses not to bring an action against an employer and authorizes a complainant to sue the employer for employment discrimination.

Accepted Answer

A "right to sue letter" is issued by the Equal Employment Opportunity Commission (EEOC) when it decides not to take legal action on behalf of the complainant. This letter gives the complainant the authorization to file a lawsuit against the employer on their own behalf.

Question 3

The members of the EEOC are appointed by the U.S. president.

Accepted Answer

The members of the Equal Employment Opportunity Commission (EEOC) are appointed by the President of the United States, subject to confirmation by the Senate.

Question 4

The ________ is a federal statute enacted after the Civil War that prohibits racial and national origin employment discrimination.

Accepted Answer

The Civil Rights Act of 1866 is the correct answer because it was specifically enacted to protect the civil rights of all citizens in the wake of the Civil War, including prohibiting racial discrimination in contracts, which extends to employment.

Question 5

For purposes of Title VII of the Civil Rights Act of 1964, "national origin" does NOT include ________.

Accepted Answer

Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on national origin, which includes a person's, or their ancestors', place of origin and physical, linguistic, or cultural characteristics associated with a national origin group. However, it does not include color or complexion of a person's skin, which is covered under a different protected category: race.

Question 6

Lila Miller, who works for a large software firm, is four months pregnant and is due for a promotion. However, her employer offers the promotion to Harry Oswald, a less-experienced candidate, as Lila would go on maternity leave soon and would be unable to perform her duties. Which of the following is true of this scenario?

Accepted Answer

Lila's employer has discriminated against her based on her pregnancy, which is considered a form of sex discrimination under Title VII of the Civil Rights Act of 1964. Denying her a promotion because she will be on maternity leave is unlawful.

Question 7

The Pregnancy Discrimination Act is an amendment to ________ that forbids employment discrimination because of pregnancy, childbirth, or related medical conditions.

Accepted Answer

The Pregnancy Discrimination Act is an amendment to Title VII of the Civil Rights Act of 1964, specifically addressing discrimination on the basis of pregnancy, childbirth, or related medical conditions.

Question 8

Title VII prohibits any form of gender discrimination where sexual favors are requested in order to obtain a job or be promoted. This is called ________ sex discrimination.

Accepted Answer

Quid pro quo sex discrimination occurs when job benefits are conditioned on sexual favors, fitting the scenario described.

Question 9

The Equal Employment Opportunity Commission (EEOC) interprets the prohibition against sex discrimination in ________ to include members of the LGBTQ community.

Accepted Answer

The EEOC interprets Title VII of the Civil Rights Act of 1964 as prohibiting discrimination based on sexual orientation and gender identity, thereby protecting members of the LGBTQ community.

Question 10

The term LGBTQ generally refers ________.

Accepted Answer

The term LGBTQ refers to a spectrum that includes both sexual orientations (such as lesbian, gay, bisexual) and gender identities (such as transgender, queer/questioning), encompassing a wide range of identities related to both how individuals experience their own gender and whom they are attracted to.

Question 11

Employment discrimination based on an individual's personal experience of one's own gender is referred to as ________.

Accepted Answer

Gender identity discrimination specifically refers to unfair treatment based on an individual's personal experience of their own gender, which may or may not align with the sex they were assigned at birth.

Question 12

Which of the following elements constitutes an affirmative defense by an employer whose employee has suffered sexual harassment at the workplace?

Accepted Answer

An affirmative defense in cases of sexual harassment at the workplace can include demonstrating that the employer had established preventive or corrective measures and that the employee failed to utilize these measures. This can mitigate or absolve the employer's liability if they can prove they took reasonable steps to prevent and address harassment, but the employee did not follow through with these provided solutions.

Question 13

What must an employer prove in order to establish an affirmative defense so as to not be liable for a claim of harassment? What factors will a court consider if an employer raises an affirmative defense to determine whether the defense was proven?

Accepted Answer

The answer of What must an employer prove in order...

Question 14

An employer must make reasonable accommodations for an employee's religious beliefs if it could be done without causing an undue hardship on the employer. Which of these would NOT be considered an undue hardship?

Accepted Answer

An undue hardship refers to an accommodation that would be excessively costly, compromise safety, or infringe on the rights of other employees. Having an employee in contact with the public does not inherently cause undue hardship unless it specifically leads to one of these issues.

Question 15

Describe what is meant by a "religion"for purposes of the prohibition on employment discrimination based on a person's religion contained in Title VII of the Civil Rights Act of 1974.

Accepted Answer

The answer of Describe what is meant by a "religion"for...

Question 16

Discrimination based on protected classes, other than race or color, is permitted if it is shown to be ________.

Accepted Answer

Discrimination based on protected classes, other than race or color, can be permitted if it is shown to be a bona fide occupational qualification (BFOQ). This means that the nature of the particular job can justify the need for discrimination in specific cases, such as gender requirements for roles involving privacy or authenticity in performance.

Question 17

Which of these is NOT a valid defense against a charge of violating Title VII of the Civil Rights Act of 1964?

Accepted Answer

Bona Fide Occupational Qualification (BFOQ) allows for discrimination based on sex, religion, or national origin when it is essential for the job role, but it does not permit discrimination based on race or color under any circumstances.

Question 18

Quantum Corporation has a policy of giving promotions to those employees who earn a job-related graduate degree. Decisions made under this policy would be ________.

Accepted Answer

This policy is lawful under Title VII because it bases promotions on merit, specifically the achievement of a job-related graduate degree, which is a merit-based criterion.

Question 19

An employer pays higher wages to Shelly-who has worked with the company for six years-than Samuel, who holds a similar position to Shelly and performs the same functions as her, and has worked with the company for only five and a half years. Which of the following is true of this case, assuming that the employer recognizes seniority in its compensation system?

Accepted Answer

The employer's action of paying higher wages to Shelly than Samuel, based on seniority (Shelly having worked longer for the company), does not violate the Equal Pay Act, as it is a legitimate factor other than sex determining the pay difference.

Question 20

The Equal Pay Act of 1963 protects ________ from pay discrimination based on sex.

Accepted Answer

The Equal Pay Act of 1963 is designed to eliminate wage disparity based on sex, thus protecting both men and women from pay discrimination.

Quiz 19: Equal Opportunity in Employment