Question 1

Responsibility for enforcing the Equal Pay Act was originally assigned to the secretary of labor but on July 1,1979 it was transferred to the ____.

Accepted Answer

The Equal Pay Act enforcement was transferred from the Secretary of Labor to the Equal Employment Opportunity Commission (EEOC) on July 1, 1979. The EEOC is responsible for enforcing federal laws that prohibit discrimination against job applicants and employees based on race, color, religion, sex, national origin, age, disability, or genetic information.

Question 2

Provisions of the Age Discrimination in Employment Act do NOT apply to:

Accepted Answer

Provisions of the Age Discrimination in Employment Act apply to employers with 20 or more employees, but do not apply to private employers with fewer than 20 employees.

Question 3

An Ohio county agency denied disability benefits to an employee who had been laid off at age 61 because its disability plan cuts off at age 60.This case resulted in which of the following acts?

Accepted Answer

The Older Workers Benefit Protection Act was enacted to address issues like this, ensuring that older workers are not discriminated against in terms of benefits.

Question 4

The Equal Pay Act is actually a part of the:

Accepted Answer

The Equal Pay Act was passed in 1963 as an amendment to the Fair Labor Standards Act. It prohibits wage discrimination on the basis of sex, ensuring that men and women receive equal pay for equal work.

Question 5

Which of the following is allowed under the Americans with Disabilities Act?

Accepted Answer

The Americans with Disabilities Act allows employers to inquire about an applicant's ability to perform a job, as long as the questions are related to the essential functions of the job and not related to the disability itself. However, employers cannot make assumptions about an applicant's ability to perform a job based on their disability.

Question 6

The Age Discrimination in Employment Act (ADEA)prohibits discrimination in employment against individuals aged:

Accepted Answer

The ADEA prohibits discrimination in employment against individuals aged 40 through 69. It does not cover individuals younger than 40 or older than 69.

Question 7

The _____ requires federal buildings to be accessible to handicapped persons.

Accepted Answer

The Rehabilitation Act of 1973 requires that all federal buildings be accessible to individuals with disabilities.

Question 8

prohibits discriminating employees based on which of the following characteristics?

Accepted Answer

The correct answer is D: National origin. The Equal Employment Opportunity Commission (EEOC) prohibits discrimination against employees based on national origin, which includes their country of origin, ancestry, or cultural background.

Question 9

Equal employment opportunity considers all the following bases for work and advancement EXCEPT:

Accepted Answer

Equal employment opportunity considers ability, merit, and potential as legitimate bases for work and advancement. However, social status should not be a factor in employment decisions as it is beyond an individual's control and unrelated to their job performance.

Question 10

The Family Medical and Leave Act enables qualified employees to take:

Accepted Answer

The Family Medical and Leave Act allows eligible employees to take up to 12 weeks of unpaid leave for qualified family or health reasons without fear of losing their job. The employee can still maintain their benefits during this time. However, the leave is unpaid, meaning the employee will not receive their regular salary or wages during this period. Therefore, option B is the correct choice.

Question 11

Which of the following employers is NOT covered under the Civil Rights Act of 1964?

Accepted Answer

Employers with fewer than 15 employees are not covered under the Civil Rights Act of 1964. The other options listed are all covered under the act.

Question 12

Which of the following statements about the Equal Pay Act of 1963 is true?

Accepted Answer

The Equal Pay Act of 1963 permits differences in wages based on seniority, merit, or any factor other than sex. The act prohibits discrimination in rates of pay on the basis of sex, but not on the basis of race. The act does not allow an employer to attain compliance with the act by reducing the wage rate of any employee. The enforcement of the act is the responsibility of the Equal Employment Opportunity Commission (EEOC) and the Department of Labor.

Question 13

The Civil Rights Act:

Accepted Answer

The Civil Rights Act permits protected groups to have a jury trial and sue for punitive damages if they can prove they are victims of intentional hiring or workplace discrimination. Option A is incorrect as the Age Discrimination in Employment Act (ADEA) provides protection for employees over 40 years of age with regard to employee benefits. Option B is incorrect as the Civil Rights Act places an upper limit on the amount of damages a victim of nonracial, intentional discrimination can collect. Option D is incorrect as the burden of proof is on the employer, not the plaintiff, in intentional discrimination lawsuits.

Question 14

The Pregnancy Discrimination Act (PDA)was passed as an amendment to the ____.

Accepted Answer

The Pregnancy Discrimination Act was passed in 1978 as an amendment to the Civil Rights Act, specifically Title VII of the Act. The PDA prohibits discrimination based on pregnancy, childbirth, or related medical conditions in employment practices. It requires employers to treat pregnant employees the same as other employees regarding job assignments, promotions, pay, and benefits.

Question 15

Several female employees at GE's Salem,Virginia,plant who were pregnant presented a claim for disability benefits under the plan to cover the period they were absent from work as a result of their pregnancies.The company denied these claims on the grounds that the plan did not provide disability benefit payments for such absences.This case had a significant impact on the passage of the ____.

Accepted Answer

The case described in the passage led to the passage of the Pregnancy Discrimination Act, which amended Title VII of the Civil Rights Act of 1964 to prohibit discrimination on the basis of pregnancy, childbirth, or related medical conditions. The act required employers to treat pregnancy-related absences the same as other temporary disabilities for purposes of benefits and leave.

Question 16

The primary responsibility for enforcing the Rehabilitation Act lies with the ____.

Accepted Answer

The Office of Federal Contract Compliance Programs is responsible for ensuring that federal contractors comply with the affirmative action and nondiscrimination provisions of the Rehabilitation Act. The other options listed do not have specific enforcement responsibilities under the act.

Question 17

A difference between disparate treatment and disparate impact is that:

Accepted Answer

Disparate treatment refers to intentional discrimination, while disparate impact refers to a neutral policy or practice that has a disproportionate impact on a particular group, regardless of intent. Therefore, one is intentional (disparate treatment) and the other is not (disparate impact).

Question 18

The Equal Pay Act of 1963 prohibits discrimination in rates of pay on the basis of ____.

Accepted Answer

The Equal Pay Act of 1963 prohibits discrimination in rates of pay on the basis of sex.

Question 19

Requirement of affirmative action by federal agencies to provide employment opportunities for handicapped persons is covered under which of the following laws?

Accepted Answer

The requirement of affirmative action by federal agencies to provide employment opportunities for handicapped persons is covered under Section 501 of the Rehabilitation Act of 1973. This law prohibits discrimination against individuals with disabilities in hiring and employment and requires federal agencies to take affirmative action to hire, promote, and retain individuals with disabilities.

Question 20

Title VII of the Civil Rights Act of 1964 authorized the creation of the ____.

Accepted Answer

Title VII of the Civil Rights Act of 1964 authorized the creation of the Equal Employment Opportunity Commission (EEOC), which is responsible for enforcing federal laws that prohibit workplace discrimination based on race, color, religion, sex, or national origin. The Office of Personnel Management, Office of Federal Contract Compliance Programs, and National Labor Relations Board were not created by Title VII.

Quiz 2: Equal Employment Opportunity: The Legal Environment