Question 1

Sex,religion and national origin,but not race,can be a(n):

Accepted Answer

Bona fide occupational qualifications are exceptions to anti-discrimination laws that allow employers to hire individuals based on certain characteristics that are essential to performing a particular job. While race cannot be a bona fide occupational qualification, sex, religion, and national origin can be in some limited circumstances. Therefore, A is the correct answer.

Question 2

The pay that an employee would have earned from the date the discrimination began or the difference between the pay received and what should have been received is known as:

Accepted Answer

Back pay refers to the pay that an employee would have earned from the date the discrimination began or the difference between the pay received and what should have been received. It is a common remedy in cases of employment discrimination where an employee has been wrongfully terminated or denied a promotion or raise based on a discriminatory reason.

Question 3

A(n)_______________ is a deliberate effort by an employer to remedy discriminatory practices in the hiring,training,and promotion of protected class members,when a particular class is underrepresented in the employer's workforce.

Accepted Answer

An affirmative action program is specifically designed to address underrepresented protected classes in an employer's workforce. It is a deliberate effort to remedy past or current discriminatory practices in hiring, training, and promotion within the organization. The other options do not accurately describe this type of program.

Question 4

Executive Order 11246 requires all:

Accepted Answer

Executive Order 11246 requires businesses with federal contracts totaling $10,000 a year to undertake affirmative action programs.

Question 5

The possible remedies that an injured party may sue for under Title VII include:

Accepted Answer

All of the specific choices are possible remedies under Title VII for an injured party. Back pay refers to the lost wages the employee would have earned if they had not been unlawfully discriminated against. Reinstatement means that the employer must offer the employee their job back if they were wrongfully terminated. Punitive damages are financial compensation awarded to punish the employer for their discriminatory behavior. Therefore, options A, B, C, and D are all possible remedies for an injured party to sue for under Title VII.

Question 6

The Office of Federal Contract Compliance Programs (OFCCP),which monitors the affirmative action programs of federal contractors,was established in response to:

Accepted Answer

The Office of Federal Contract Compliance Programs (OFCCP) was established in 1965 by Executive Order 11246, signed by President Lyndon B. Johnson. The order requires federal contractors and subcontractors to take affirmative action to ensure that all individuals have an equal opportunity for employment, without discrimination based on race, color, religion, sex, or national origin. The OFCCP monitors federal contractors' compliance with these affirmative action requirements.

Question 7

A deliberate effort by an employer to remedy discriminatory practices in the hiring,training,and promotion of protected class members is called:

Accepted Answer

Affirmative action is a proactive approach taken by an employer to address past discriminatory practices and ensure equal opportunities for all protected class members. This can include policies and programs aimed at hiring, training, and promoting individuals from underrepresented groups. Reasonable accommodation refers to making necessary modifications to accommodate an employee's disability or religious beliefs. Disparate treatment is intentional discrimination based on a person's protected characteristics, while disparate impact is unintentional discrimination resulting from policies or practices that have a greater negative impact on a particular protected group.

Question 8

Executive Order 11246 requires all:

Accepted Answer

Executive Order 11246 requires all government contractors and subcontractors to take affirmative action to ensure that equal opportunity is provided in all aspects of their employment. It does not specifically target small businesses, minority-owned businesses, private universities, or agricultural businesses, but rather focuses on those entities doing business with the federal government.

Question 9

Under Executive Order 11246,large government contractors must:

Accepted Answer

Executive Order 11246 requires large government contractors to adopt affirmative action programs in order to ensure that their employment practices do not discriminate against individuals on the basis of race, color, religion, sex, or national origin.

Question 10

Remedies for victims of unlawful discriminatory employment practices cannot include:

Accepted Answer

Remedies for victims of unlawful discriminatory employment practices can include back pay, artificial seniority, and attorney's fees. Therefore, all of the specific choices are possible.

Question 11

Employers who do $50,000 or more of business with the federal government are required to study their workforce to determine if the mix of employees in job categories by sex and by race are reflective of the relevant hiring pools the employers draw from.This is called:

Accepted Answer

The requirement described in the question is known as an underutilization analysis, which is a mandatory part of federal contractors' affirmative action programs. The other choices either do not accurately describe this requirement or do not exist as recognized concepts in this context.

Question 12

If an employee voluntarily retires early because the incentives of the early retirement plan are so generous,then the employee:

Accepted Answer

If an employee voluntarily retires early due to generous incentives, they cannot claim age discrimination and sue for it as it is a voluntary decision made by them.

Question 13

If an employer is sued for age discrimination,which of the following defenses are not open to that employer?

Accepted Answer

The defense that younger workers are cheaper to employ than older workers is not open to an employer in an age discrimination lawsuit as it directly relates to age-based discrimination. The other options, such as good cause for dismissal, poor work performance, sex being a bona fide occupational qualification, and a bona fide seniority system, provide legitimate reasons for an employer's actions that do not necessarily discriminate based on age.

Question 14

The mandatory analysis comparing the percent of minorities and women in the community in each job category with the percent employed by a government contractor is known as:

Accepted Answer

The mandatory analysis comparing the percent of minorities and women in the community in each job category with the percent employed by a government contractor is known as an underutilization analysis. This analysis helps identify areas where government contractors may not be meeting affirmative action goals and need to take steps to increase diversity and inclusion in their workforce.

Question 15

Requiring modelers of male clothing to be male is:

Accepted Answer

In this instance, sex can be considered a bona fide occupational qualification because the job involves modeling male clothing specifically. It is necessary for the model to have the same or similar physical characteristics as the intended consumer of the clothing in order to accurately display how it will look and fit. Therefore, it is legal to require that modelers of male clothing be male.

Question 16

A(n)_______________ is a deliberate effort by an employer to remedy discriminatory practices in the hiring,training,and promotion of protected class members,when a particular class is underrepresented in the employer's workforce.

Accepted Answer

The correct term for a deliberate effort by an employer to remedy discriminatory practices in hiring, training, and promotion of underrepresented class members is "affirmative action program," which is not listed among the options provided.

Question 17

Executive Order 11246 was written:

Accepted Answer

Executive Order 11246 was written by the President to require affirmative action programs of government contractors.

Question 18

An affirmative action program is an effort by:

Accepted Answer

Affirmative action programs are put in place by employers to remedy past discriminatory employment practices that produced imbalanced workforces. These programs aim to create a more diverse workforce by actively recruiting and hiring qualified individuals from underrepresented groups. It is not about continuing hiring practices that led to under-representation or contractors correcting racial balances.

Question 19

Which of the following characteristics cannot be a bona fide occupation qualification:

Accepted Answer

Race cannot be considered a bona fide occupational qualification under U.S. law, as employment decisions based on race are prohibited by the Civil Rights Act of 1964.

Question 20

The Office of Federal Contract Compliance Programs (OFCCP),which monitors the affirmative action programs of federal contractors,was established in response to:

Accepted Answer

The Office of Federal Contract Compliance Programs (OFCCP) was not established in response to any of the acts listed (A, B, C, D). It was actually created under Executive Order 11246, issued by President Lyndon B. Johnson in 1965, to enforce the non-discriminatory practices of federal contractors.

Quiz 17: Employment Discrimination

Sex,religion and national origin,but not race,can be a(n) :

The pay that an employee would have earned from the date the discrimination began or the difference between the pay received and what should have been received is known as:

A(n) _______________ is a deliberate effort by an employer to remedy discriminatory practices in the hiring,training,and promotion of protected class members,when a particular class is underrepresented in the employer's workforce.

Executive Order 11246 requires all:

The possible remedies that an injured party may sue for under Title VII include:

The Office of Federal Contract Compliance Programs (OFCCP) ,which monitors the affirmative action programs of federal contractors,was established in response to:

A deliberate effort by an employer to remedy discriminatory practices in the hiring,training,and promotion of protected class members is called:

Executive Order 11246 requires all:

Under Executive Order 11246,large government contractors must:

Remedies for victims of unlawful discriminatory employment practices cannot include:

Employers who do $50,000 or more of business with the federal government are required to study their workforce to determine if the mix of employees in job categories by sex and by race are reflective of the relevant hiring pools the employers draw from.This is called:

If an employee voluntarily retires early because the incentives of the early retirement plan are so generous,then the employee:

If an employer is sued for age discrimination,which of the following defenses are not open to that employer?

The mandatory analysis comparing the percent of minorities and women in the community in each job category with the percent employed by a government contractor is known as:

Requiring modelers of male clothing to be male is:

A(n) _______________ is a deliberate effort by an employer to remedy discriminatory practices in the hiring,training,and promotion of protected class members,when a particular class is underrepresented in the employer's workforce.

Executive Order 11246 was written:

An affirmative action program is an effort by:

Which of the following characteristics cannot be a bona fide occupation qualification:

The Office of Federal Contract Compliance Programs (OFCCP) ,which monitors the affirmative action programs of federal contractors,was established in response to: