Question 1

In order to prove disparate treatment employment discrimination under Title VII,what is the first showing a plaintiff must make?

Accepted Answer

A)Proving disparate-treatment discrimination in employment under Title VII is a three-step process with the first step being that the plaintiff the employee)must demonstrate a prima facie case of discrimination.
B)Proving disparate-treatment discrimination in employment under Title VII is a three-step process with the first step being that the plaintiff the employee)must demonstrate a prima facie case of discrimination.
C)Proving disparate-treatment discrimination in employment under Title VII is a three-step process with the first step being that the plaintiff the employee)must demonstrate a prima facie case of discrimination.
D)Proving disparate-treatment discrimination in employment under Title VII is a three-step process with the first step being that the plaintiff the employee)must demonstrate a prima facie case of discrimination.
E)Proving disparate-treatment discrimination in employment under Title VII is a three-step process with the first step being that the plaintiff the employee)must demonstrate a prima facie case of discrimination.

Question 2

are sometimes called "unintentional discrimination" cases.

Accepted Answer

A)Disparate-impact cases are sometimes called unintentional-discrimination cases.
B)Disparate-impact cases are sometimes called unintentional-discrimination cases.
C)Disparate-impact cases are sometimes called unintentional-discrimination cases.
D)Disparate-impact cases are sometimes called unintentional-discrimination cases.
E)Disparate-impact cases are sometimes called unintentional-discrimination cases.

Question 3

Title VII of the Civil Rights Act applies to employers who have ________ or more employees for ________ consecutive weeks within one year and who are engaged in a business that affects commerce.

Accepted Answer

A)Title VII of the Civil Rights Act applies to employers who have 15 or more employees for 20 consecutive weeks within one year and who are engaged in a business that affects commerce.
B)Title VII of the Civil Rights Act applies to employers who have 15 or more employees for 20 consecutive weeks within one year and who are engaged in a business that affects commerce.
C)Title VII of the Civil Rights Act applies to employers who have 15 or more employees for 20 consecutive weeks within one year and who are engaged in a business that affects commerce.
D)Title VII of the Civil Rights Act applies to employers who have 15 or more employees for 20 consecutive weeks within one year and who are engaged in a business that affects commerce.
E)Title VII of the Civil Rights Act applies to employers who have 15 or more employees for 20 consecutive weeks within one year and who are engaged in a business that affects commerce.

Question 4

In the area of employee testing,which of the following shows a statistical relationship between test scores and objective criteria of job performance,in the area of employee testing?

Accepted Answer

A)Criterion-related validity is the statistical relationship between test scores and
objective criteria of job performance.
B)Criterion-related validity is the statistical relationship between test scores and objective criteria of job performance.
C)Criterion-related validity is the statistical relationship between test scores and objective criteria of job performance.
D)Criterion-related validity is the statistical relationship between test scores and objective criteria of job performance.
E)Criterion-related validity is the statistical relationship between test scores and objective criteria of job performance.

Question 5

If the EEOC decides not to sue on behalf of a plaintiff,what does the EEOC provide to the plaintiff?

Accepted Answer

A)If the EEOC decides not to sue,it notifies the plaintiff of his or her right to file
an action and issues the plaintiff a right-to-sue letter.
B)If the EEOC decides not to sue,it notifies the plaintiff of his or her right to file an action and issues the plaintiff a right-to-sue letter.
C)If the EEOC decides not to sue,it notifies the plaintiff of his or her right to file an action and issues the plaintiff a right-to-sue letter.
D)If the EEOC decides not to sue,it notifies the plaintiff of his or her right to file an action and issues the plaintiff a right-to-sue letter.
E)If the EEOC decides not to sue,it notifies the plaintiff of his or her right to file an action and issues the plaintiff a right-to-sue letter.

Question 6

Prima facie is Latin for ________.

Accepted Answer

A)Prima facie is Latin for "at first view."
B)Prima facie is Latin for "at first view."
C)Prima facie is Latin for "at first view."
D)Prima facie is Latin for "at first view."
E)Prima facie is Latin for "at first view."

Question 7

In Title VII cases based on discrimination other than race,which of the following statements is true regarding caps on punitive damages?

Accepted Answer

A)In cases based on discrimination other than race,however,punitive damages are
capped at $300,000 for employers of more than 500 employees.
B)In cases based on discrimination other than race,however,punitive damages are capped at $300,000 for employers of more than 500 employees.
C)In cases based on discrimination other than race,however,punitive damages are capped at $300,000 for employers of more than 500 employees.
D)In cases based on discrimination other than race,however,punitive damages are capped at $300,000 for employers of more than 500 employees.
E)In cases based on discrimination other than race,however,punitive damages are capped at $300,000 for employers of more than 500 employees.

Question 8

Which of the following is not available as a remedy under Title VII?

Accepted Answer

A)Damages under Title VII include up to two years of back pay,compensatory
damages,punitive damages limited in some cases),attorney fees,court costs,court orders including reinstatement),and remedial seniority.
B)Damages under Title VII include up to two years of back pay,compensatory damages,punitive damages limited in some cases),attorney fees,court costs,court orders including reinstatement),and remedial seniority.
C)Damages under Title VII include up to two years of back pay,compensatory damages,punitive damages limited in some cases),attorney fees,court costs,court orders including reinstatement),and remedial seniority.
D)Damages under Title VII include up to two years of back pay,compensatory damages,punitive damages limited in some cases),attorney fees,court costs,court orders including reinstatement),and remedial seniority.
E)Damages under Title VII include up to two years of back pay,compensatory damages,punitive damages limited in some cases),attorney fees,court costs,court orders including reinstatement),and remedial seniority.

Question 9

Under Title VII,which of the following statements is true regarding an award of attorney fees?

Accepted Answer

A)Attorney fees may be awarded to a successful plaintiff in Title VII cases.They are typically denied only when special circumstances would render the award unjust.If it is determined that the plaintiff's action was frivolous,unreasonable,or without foundation,a court may award attorney fees to the prevailing defendant.
B)Attorney fees may be awarded to a successful plaintiff in Title VII cases.They are typically denied only when special circumstances would render the award unjust.If it is determined that the plaintiff's action was frivolous,unreasonable,or without foundation,a court may award attorney fees to the prevailing defendant.
C)Attorney fees may be awarded to a successful plaintiff in Title VII cases.They are typically denied only when special circumstances would render the award unjust.If it is determined that the plaintiff's action was frivolous,unreasonable,or without foundation,a court may award attorney fees to the prevailing defendant.
D)Attorney fees may be awarded to a successful plaintiff in Title VII cases.They are typically denied only when special circumstances would render the award unjust.If it is determined that the plaintiff's action was frivolous,unreasonable,or without foundation,a court may award attorney fees to the prevailing defendant.
E)Attorney fees may be awarded to a successful plaintiff in Title VII cases.They are typically denied only when special circumstances would render the award unjust.If it is determined that the plaintiff's action was frivolous,unreasonable,or without foundation,a court may award attorney fees to the prevailing defendant.

Question 10

Which of the following isolates some skill used on the job and directly tests that skill?

Accepted Answer

A)Content validity isolates some skill used on the job and directly tests that skill.
B)Content validity isolates some skill used on the job and directly tests that skill.
C)Content validity isolates some skill used on the job and directly tests that skill.
D)Content validity isolates some skill used on the job and directly tests that skill.
E)Content validity isolates some skill used on the job and directly tests that skill.

Question 11

Which of the following occurs when a plaintiff establishes a prima facie case in an action alleging disparate-treatment discrimination in employment in the form of an illegal discharge?

Accepted Answer

A)Once the employee has set forth his prima facie case step 1),the burden shifts to
the employer to articulate a legitimate,nondiscriminatory reason for the firing step 2).
B)Once the employee has set forth his prima facie case step 1),the burden shifts to the employer to articulate a legitimate,nondiscriminatory reason for the firing step 2).
C)Once the employee has set forth his prima facie case step 1),the burden shifts to the employer to articulate a legitimate,nondiscriminatory reason for the firing step 2).
D)Once the employee has set forth his prima facie case step 1),the burden shifts to the employer to articulate a legitimate,nondiscriminatory reason for the firing step 2).

Question 12

are the categories protected by Title VII.

Accepted Answer

A)Title VII prohibits employers from hiring,firing,or otherwise discriminating in
terms and conditions of employment and prohibits segregating employees in a manner that would affect their employment opportunities on the basis of their race,color,religion,sex,or national origin.
B)Title VII prohibits employers from hiring,firing,or otherwise discriminating in terms and conditions of employment and prohibits segregating employees in a manner that would affect their employment opportunities on the basis of their race,color,religion,sex,or national origin.
C)Title VII prohibits employers from hiring,firing,or otherwise discriminating in terms and conditions of employment and prohibits segregating employees in a manner that would affect their employment opportunities on the basis of their race,color,religion,sex,or national origin.
D)Title VII prohibits employers from hiring,firing,or otherwise discriminating in terms and conditions of employment and prohibits segregating employees in a manner that would affect their employment opportunities on the basis of their race,color,religion,sex,or national origin.
E)Title VII prohibits employers from hiring,firing,or otherwise discriminating in terms and conditions of employment and prohibits segregating employees in a manner that would affect their employment opportunities on the basis of their race,color,religion,sex,or national origin.

Question 13

Which of the following measures a psychological trait needed to perform a job?

Accepted Answer

A)Construct validity occurs when a psychological trait needed to perform the job is
measured.
B)Construct validity occurs when a psychological trait needed to perform the job is measured.
C)Construct validity occurs when a psychological trait needed to perform the job is measured.
D)Construct validity occurs when a psychological trait needed to perform the job is measured.
E)Construct validity occurs when a psychological trait needed to perform the job is measured.

Question 14

When may a plaintiff request a right-to-sue letter once a charge has been filed with the EEOC?

Accepted Answer

A)The letter may be requested at any time after 180 days have elapsed since the
filing of the charge.
B)The letter may be requested at any time after 180 days have elapsed since the filing of the charge.
C)The letter may be requested at any time after 180 days have elapsed since the filing of the charge.
D)The letter may be requested at any time after 180 days have elapsed since the filing of the charge.
E)The letter may be requested at any time after 180 days have elapsed since the filing of the charge.

Question 15

are not a type of entity that may be covered by Title VII.

Accepted Answer

A)Title VII of the Civil Rights Act applies to employers who have 15 or more
employees.
B)Title VII of the Civil Rights Act applies to employers who have 15 or more employees.
C)Title VII of the Civil Rights Act applies to employers who have 15 or more employees.
D)Title VII of the Civil Rights Act applies to employers who have 15 or more employees.
E)Title VII of the Civil Rights Act applies to employers who have 15 or more employees.

Question 16

In states that do not have state EEOCs,an aggrieved party must file a charge with the federal EEOC within ________ days of the alleged discriminatory act.

Accepted Answer

A)In states that do not have state EEOCs,an aggrieved party must file a charge with the federal EEOC within 180 days of the alleged discriminatory act.
B)In states that do not have state EEOCs,an aggrieved party must file a charge with the federal EEOC within 180 days of the alleged discriminatory act.
C)In states that do not have state EEOCs,an aggrieved party must file a charge with the federal EEOC within 180 days of the alleged discriminatory act.
D)In states that do not have state EEOCs,an aggrieved party must file a charge with the federal EEOC within 180 days of the alleged discriminatory act.
E)In states that do not have state EEOCs,an aggrieved party must file a charge with the federal EEOC within 180 days of the alleged discriminatory act.

Question 17

What was the ruling of the U.S.Supreme Court in Oncale v.Sundowner Offshore Services,Inc. ,the case in the text addressing whether a plaintiff could prevail in a sexual harassment case when the harassers were of the same sex?

Accepted Answer

A)According to the Court,"sex discrimination consisting of same-sex sexual harassment is actionable under Title VII."
B)According to the Court,"sex discrimination consisting of same-sex sexual harassment is actionable under Title VII."
C)According to the Court,"sex discrimination consisting of same-sex sexual harassment is actionable under Title VII."
D)According to the Court,"sex discrimination consisting of same-sex sexual harassment is actionable under Title VII."
E)According to the Court,"sex discrimination consisting of same-sex sexual harassment is actionable under Title VII."

Question 18

In which of the following types of cases does a plaintiff attempt to prove that while an employer's policy or practice appears to apply to everyone equally,its actual effect is that it disproportionately limits employment opportunities for a protected class?

Accepted Answer

A)Disparate-impact cases arise when a plaintiff attempts to establish that while an
employer's policy or practice appears to apply to everyone equally,its actual effect is that it disproportionately limits employment opportunities for a protected class.
B)Disparate-impact cases arise when a plaintiff attempts to establish that while an employer's policy or practice appears to apply to everyone equally,its actual effect is that it disproportionately limits employment opportunities for a protected class.
C)Disparate-impact cases arise when a plaintiff attempts to establish that while an employer's policy or practice appears to apply to everyone equally,its actual effect is that it disproportionately limits employment opportunities for a protected class.

Question 19

is the difference between the amount of money the plaintiff earned since the discriminatory act and the amount of money she or he would have earned had the discriminatory act never occurred.

Accepted Answer

A)Back pay is the difference between the amount of money the plaintiff earned
since the discriminatory act and the amount of money she or he would have earned had the discriminatory act never occurred.
B)Back pay is the difference between the amount of money the plaintiff earned since the discriminatory act and the amount of money she or he would have earned had the discriminatory act never occurred.
C)Back pay is the difference between the amount of money the plaintiff earned since the discriminatory act and the amount of money she or he would have earned had the discriminatory act never occurred.
D)Back pay is the difference between the amount of money the plaintiff earned since the discriminatory act and the amount of money she or he would have earned had the discriminatory act never occurred.
E)Back pay is the difference between the amount of money the plaintiff earned since the discriminatory act and the amount of money she or he would have earned had the discriminatory act never occurred.

Question 20

Which of the following is true regarding whether an employer may be held liable under Title VII for sexual harassment of an employee by a nonemployee?

Accepted Answer

A)If an employer knows that a customer repeatedly harasses an employee yet the employer does nothing to remedy the situation,the employer may be liable.
B)If an employer knows that a customer repeatedly harasses an employee yet the employer does nothing to remedy the situation,the employer may be liable.
C)If an employer knows that a customer repeatedly harasses an employee yet the employer does nothing to remedy the situation,the employer may be liable.
D)If an employer knows that a customer repeatedly harasses an employee yet the employer does nothing to remedy the situation,the employer may be liable.
E)If an employer knows that a customer repeatedly harasses an employee yet the employer does nothing to remedy the situation,the employer may be liable.

Quiz 43: Employment Discrimination