Question 1

Pikabo files an employment discrimination suit against Quantitative Analysis, Inc., under the Civil Rights Act of 1964, based on its discharge of Pikabo. Possible relief includes

Accepted Answer

Reinstatement is a possible relief in an employment discrimination suit under the Civil Rights Act of 1964. Imprisonment, fines, and an order to shutdown the employer's business are not applicable forms of relief in this type of lawsuit.

Question 2

Conrad and Delilah are employees of AgriBio Feed & Seed Corporation. Under the Equal Pay Act of 1963, AgriBio can legitimately pay different wages on the basis of

Accepted Answer

The answer of Conrad and Delilah are employees of AgriBio...

Question 3

Truman applies for a job at Skylight Canopy Corporation for which he is well qualified, but for which he is rejected. Skylight continues to seek applicants and eventually fills the position with a person who is not a member of a minority. Truman is most likely to succeed in a suit against Skylight for discrimination if he is a member of

Accepted Answer

Truman is most likely to succeed in a suit against Skylight for discrimination if he is a member of a protected class. This is because if he can show that he was well qualified for the job and yet was rejected solely because of his membership in a protected class (such as race, gender, religion, etc.), he may have a claim for discrimination. If he is not a member of a protected class, his chances of success in a discrimination suit would be lower.

Question 4

Cody believes that Delta Corporation has discriminated against him on the basis of gender. Cody files a suit against Delta under Title VII. To establish a prima facie case of employment discrimination, Cody must show that

Accepted Answer

The answer of Cody believes that Delta Corporation has discriminated...

Question 5

Melanie files an employment discrimination suit against Natural Gas Industries Corp. under Title VII on a disparate-impact theory. To succeed, Melanie must show that a protected group of people are adversely affected by any of the following except the employer's

Accepted Answer

Seniority systems are exempt from disparate-impact analysis under Title VII. Therefore, Melanie cannot succeed in her suit by showing that Natural Gas Industries Corp.'s seniority system adversely affects a protected group.

Question 6

Fact Pattern 25-1
Lita replaces Manny in his job at Neighborly Business Corporation (NBC).
-Refer to Fact Pattern 25-1. To succeed with an age-discrimination claim against CBC, Manny will have to show that

Accepted Answer

To succeed with an age-discrimination claim, Manny will have to show that he was qualified for his job and that his age was a determining factor in his termination, not simply that Lita was not qualified for the job. The qualifications for Mannys job or whether no one could do his job as well as he could are not relevant to his age-discrimination claim.

Question 7

Svetlana, a fifty-five-year-old member of a racial minority with a disability, believes that she is a victim of employment discrimination. Potentially the most widespread form of discrimination is based on

Accepted Answer

The answer of Svetlana, a fifty-five-year-old member of a racial...

Question 8

Origami Paper Products Corporation meets all of the requirements to be subject to the federal employment discrimination laws. These laws restrict the ability of employers to discriminate against workers on the basis of

Accepted Answer

The federal employment discrimination laws specifically prohibit discrimination on the basis of gender (and other protected characteristics such as race, color, religion, national origin, age, and disability). Discrimination on the basis of experience, intelligence, or skill is not prohibited by these laws.

Question 9

Vinnie, the owner of Café Rico, knows about, but does not take any action to prevent, the sexual harassment of employees. Vinnie and the café may be liable for such harassment by

Accepted Answer

Vinnie and the café may be liable for sexual harassment by a customer or a co-worker because they have a duty to provide a safe workplace environment and take measures to prevent harassment from occurring. Knowing about the harassment but failing to take action can be seen as condoning such behavior, which may result in liability for the employer. Liability for harassment by an employee's previous employer, spouse, or other close relative is not typically attributed to the current employer unless they were aware of the harassment and failed to take action.

Question 10

Sarah believes that she was rejected for a position at Trekking Travel Agency due to her race. Sarah files a suit against Trekking Travel Agency under Title VII on the basis of disparate-treatment discrimination. Sarah must show all of the following except that

Accepted Answer

Sarah does not need to prove that other people of her race hold similar positions with other employers. The only requirements she must establish are that she is a member of a protected class, she applied and was qualified for the job in question, and she was rejected by Trekking Travel Agency.

Question 11

Erasmus files a suit against Drain-Pro Plumbing & Repair LLC under the Civil Rights Act of 1964, claiming reverse discrimination. To support this claim, Erasmus must show that he is a member of

Accepted Answer

The answer of Erasmus files a suit against Drain-Pro Plumbing...

Question 12

Lew, a member of a protected class, applies for a job with Mit-E Construction Company, but fails Mit-E's employment test and is not hired. Lew believes that the test has an unintentionally discriminatory effect. If so, this is

Accepted Answer

The scenario describes a potential case of disparate-impact discrimination, which occurs when an employer's neutral policy or practice has a disproportionate effect on a protected class, even if the policy or practice was not intended to discriminate.

Question 13

Fact Pattern 25-1
Lita replaces Manny in his job at Neighborly Business Corporation (NBC).
-Refer to Fact Pattern 25-1. Manny believes that he has been discriminated against on the basis of his age. For the Age Discrimination in Employment Act of 1967 to apply

Accepted Answer

The Age Discrimination in Employment Act of 1967 protects employees who are forty years of age or older from discrimination. This means that Manny, who believes he has been discriminated against on the basis of his age, must be forty years of age or older for the law to apply. Lita's age is not relevant to the application of the law. The existence of NBC for a certain number of years is also not relevant to the application of the law.

Question 14

Dakota believes that Credit Services Corporation (CSC) has discriminated against her on the basis of gender. She files a suit against CSC under the Civil Rights Act of 1964. To establish a prima facie case of employment discrimination, Dakota must show that

Accepted Answer

To establish a prima facie case of employment discrimination under the Civil Rights Act of 1964, the plaintiff must show that she is a member of a protected class, such as gender, race, or religion. So, Dakota should show that she is a female, and CSC is discriminating her based on her gender. Other options are not relevant to the establishment of a prima facie case.

Question 15

Lisa brings a lawsuit against her employer for unlawful discrimination. Lisa is successful in proving that she was unlawfully discriminated against by her employer. Lisa may be awarded

Accepted Answer

When successful in proving that she was unlawfully discriminated against by her employer, Lisa may be awarded back pay, retroactive promotions, and damages.

Question 16

Ruth is a supervisor for Subs & Suds, a restaurant. Tim is a Subs employee. The owner announces that some employees will be discharged. Ruth tells Tim that if he has sex with her, he can keep his job. This is

Accepted Answer

This is quid pro quo harassment, as Ruth is conditioning Tim's employment on sexual favors.

Question 17

The standard for determining whether constructive discharge has occurred is whether or not

Accepted Answer

The standard for determining whether constructive discharge has occurred is whether or not a reasonable person in the employee's position would feel compelled to quit. This means that the employer has created such a hostile or intolerable work environment that the employee has no choice but to resign. The focus is on the objective standard of how a reasonable person would feel, rather than the subjective feelings of the employee. Therefore, options B, C, and D are incorrect as they do not relate to the standard for determining constructive discharge.

Question 18

Olivia applies for a job with Petro Company. Petro does not hire Olivia because of her ethnicity, or national origin. This is

Accepted Answer

Disparate-treatment discrimination is when an employer intentionally discriminates against an individual based on their race, ethnicity, or national origin. In this scenario, Petro Company did not hire Olivia solely because of her ethnicity or national origin, which constitutes disparate-treatment discrimination.

Question 19

Greta is the only female employee in the maintenance department of Hydraulics Inc. Greta's supervisor and co-workers tease and play tricks on her so relentlessly that she feels compelled to quit. This is

Accepted Answer

A constructive discharge occurs when an employer makes working conditions so intolerable that a reasonable person in the employee's position would feel compelled to resign. In this scenario, Greta's supervisor and co-workers are creating a hostile work environment with their teasing and playing tricks on her, leading her to feel like she has no choice but to quit. This type of behavior is considered illegal discrimination under Title VII of the Civil Rights Act of 1964, and Greta may have grounds for a constructive discharge claim.

Question 20

Elsa participates in a Title VII investigation at the firm where she works. As a result, Elsa's employer demotes her. Elsa can file a

Accepted Answer

Elsa's demotion after participating in a Title VII investigation could be seen as retaliation, which is prohibited by Title VII. Therefore, she can file a retaliation claim.

Quiz 25: Employment Discrimination and Diversity