Question 1

Kayla,who has dyslexia,is employed by a non-profit organization that has received a $90,000 federal grant.Which law most likely protects Kayla against employer discrimination?

Accepted Answer

D)The Rehabilitation Act prohibits discrimination against disabled workers who are employed by certain government contractors and subcontractors and organizations that receive federal grants in excess of $2,500.Protected under the Act are diseases and conditions such as epilepsy,cancer,cardiovascular disorders,AIDS,blindness,deafness,mental retardation,emotional disorders,and dyslexia.

Question 2

Hannigan Lumber employs 155 workers.One of the firm's former employees used the Civil Rights Act of 1991 to file and win a discrimination lawsuit against Hannigan Lumber.What is the maximum amount of punitive damages that the former employee could receive?

Accepted Answer

B)Under the Civil Rights Act of 1991,a complaining party may recover punitive damages if the complaining party demonstrates that the company engaged in a discriminatory practice with malice or with reckless indifference to the law.However,the following limits,based on the number of people employed by the company,were placed on the amount of the award:
Between 15 and 100 employees-$50,000
Between 101 and 200 employees-$100,000
Between 201 and 500 employees-$200,000
More than 500 employees-$300,000

Question 3

All private employers who are subject to the ________ as amended with 100 employees or more must annually submit an EEO-1 report.

Accepted Answer

A)All private employers who are subject to the Civil Rights Act of 1964 as amended with 100 employees or more must annually submit an EEO-1 report.

Question 4

The Veterans Opportunity to Work Act (VOW)of 2011 makes it ________.

Accepted Answer

C)The Veterans Opportunity to Work (VOW)Act passed in 2011 amended the Uniformed Services Employment and Reemployment Rights Act.It is now easier for employees to sue employers based on hostile work environment claims related to an employee's military status.

Question 5

All of the following are provisions of the Immigration Reform and Control Act of 1986 EXCEPT ________.

Accepted Answer

B)The IRCA established criminal and civil sanctions against employers who knowingly hire unauthorized aliens.The Act also makes unlawful the hiring of anyone unless the person's employment authorization and identity are verified.The IRCA denied illegal aliens federally funded welfare benefits.

Question 6

Title I of the Genetic Information Nondiscrimination Act (GINA)makes it unlawful to determine employee eligibility for participation in a company's ________.

Accepted Answer

B)Title I of GINA applies to employer-sponsored group health plans.This title generally prohibits discrimination in group premiums based on genetic information and the use of genetic information as a basis for determining eligibility or setting health insurance premiums.Title I also places limitations on genetic testing and the collection of genetic information.Title II of GINA prohibits the use of genetic information in the employment setting for making employment decisions such as hiring decisions,compensation,training,and termination.GINA further restricts the deliberate acquisition of genetic information by employers and others covered by Title II,and strictly limits disclosing genetic information.

Question 7

The primary purpose of the Uniformed Services Employment and Reemployment Rights Act is to ________.

Accepted Answer

A)The Uniformed Services Employment and Reemployment Rights Act (USERRA)provides protection to Reservists and National Guard members.Under this Act,those workers are entitled to return to their civilian employment after completing their military service.

Question 8

The Americans with Disabilities Act prohibits discrimination during ________.

Accepted Answer

D)The Americans with Disabilities Act (ADA)prohibits discrimination against qualified individuals with disabilities.The ADA prohibits discrimination in all employment practices,including job application procedures,hiring,firing,advancement,compensation,training,and other terms,conditions,and privileges of employment.It applies to recruitment,advertising,tenure,layoffs,leaves,benefits,and all other employment-related activities.

Question 9

Lisa believes she has been discriminated against by her employer and intends to file charges with the EEOC.Lisa must file the discrimination charges within ________ days of the alleged act; however,the time is extended to ________ days if a state or local agency becomes involved in the case.

Accepted Answer

D)Charges may be filed by one of the presidentially appointed EEOC commissioners,by any aggrieved person,or by anyone acting on behalf of an aggrieved person.Charges must be filed within 180 days of the alleged act; however,the time is extended to 300 days if a state or local agency is involved in the case.

Question 10

In 2008,the Americans with Disabilities Act Amendments Act ________.

Accepted Answer

D)The Americans with Disabilities Act Amendments Act (ADAAA)brings millions more people within the ADA's protection.The ADAAA expands the definition of "disability," so that many more applicants and employees are eligible for reasonable accommodations.The ADAAA broadened the ADA's definition of disability by expanding the term "major life activities."

Question 11

In the Uniformed Services Employment and Reemployment Rights Act (USERRA),the ________ ensures that a returning employee is not penalized for the time spent on active duty.

Accepted Answer

D)Known as the escalator principle,this requirement is designed to ensure that a returning employee is not penalized (by losing a pay raise,promotion,etc.)for the time spent on active duty,not exceeding five years.In order to accomplish this,organizations should track factors ranging from compensation to promotions that employees would have received had they not been on military leave.There are no special rights under USERRA for temporary workers or the new hires taking over the Reserve or National Guide members' jobs.Disparate treatment and adverse impact are forms of discrimination associated with Equal Employment Opportunity laws.Equal protection is a principle of the Fourteenth Amendment of the U.S.Constitution.

Question 12

Under the Rehabilitation Act,if the contract or subcontract exceeds ________,or if the contractor has ________ or more employees,a written affirmative action program must be prepared.

Accepted Answer

B)If the contract or subcontract exceeds $50,000,or if the contractor has 50 or more employees,the employer must prepare a written affirmative action plan for review by the Office of Federal Contract Compliance Programs (OFCCP),which administers the Act.In it,the contractor must specify that reasonable steps are being taken to hire and promote disabled persons.

Question 13

The Rehabilitation Act is administered by the ________.

Accepted Answer

D)The Office of Federal Contract Compliance Programs (OFCCP)administers the Rehabilitation Act.The EEOC administers many other employee discrimination laws,such as the ADA and ADEA.

Question 14

Which act codified the concepts of business necessity and job related?

Accepted Answer

D)The Civil Rights Act of 1991 served to codify the concepts of business necessity and job-related pronounced by the Supreme Court in Griggs v Duke Power Co.

Question 15

Anita is applying for a job with Greyhound Bus to work as an intercity bus driver.According to a 1974 court ruling regarding Greyhound,Anita must be age ________ or younger.

Accepted Answer

A)In a 1974 Seventh Circuit Court decision,the court ruled that Greyhound did not violate the ADEA when it refused to hire persons 35 years of age or older as intercity bus drivers because the likelihood of risk or harm to its passengers was involved.Greyhound presented evidence concerning degenerative physical and sensory changes that humans undergo at about age 35 that have a detrimental effect on driving skills,and that the changes are not detectable by physical tests.

Question 16

Which law amended the Civil Rights Act of 1964 and provided appropriate remedies for intentional discrimination in the workplace?

Accepted Answer

D)The Civil Rights Act of 1991 amended five statutes: (1)the Civil Rights Act of 1866; (2)Title VII of the Civil Rights Act of 1964,as Amended; (3)the Age Discrimination in Employment Act of 1967,as Amended; (4)the Rehabilitation Act of 1973; and (5)the Americans with Disabilities Act of 1990.The Civil Rights Act of 1991 provides appropriate remedies for intentional discrimination and unlawful harassment in the workplace.

Question 17

When EEOC regulations conflict with state or local civil rights regulations,which will be followed?

Accepted Answer

D)Numerous state and local laws also affect equal employment opportunity.A number of states and some cities have passed fair employment practice laws prohibiting discrimination on the basis of race,color,religion,gender,or national origin.When EEOC regulations conflict with state or local civil rights regulations,the legislation more favorable to women and minorities applies.

Question 18

Holly,an IT specialist at a bank,is eight months pregnant and experiencing some medical complications.As a result,Holly's doctor has ordered Holly to remain home on bed rest for the last month of her pregnancy.According to the Pregnancy Discrimination Act,Holly is entitled to receive ________.

Accepted Answer

A)Under the Pregnancy Discrimination Act,a woman unable to work for pregnancy-related reasons is entitled to disability benefits or sick leave on the same basis as employees unable to work for other medical reasons.

Question 19

Which law establishes criminal and civil sanctions against employers who hire an individual knowing he or she is an unauthorized alien?

Accepted Answer

B)The desire to stem illegal immigration prompted Congress to enact the Immigration Reform and Control Act (IRCA)of 1986.The IRCA granted amnesty to approximately 1.7 million long-term unauthorized workers in an effort to bring them out of the shadows and improve their labor market opportunities.It also established criminal and civil sanctions against employers who knowingly hire unauthorized aliens.

Question 20

The ________ is a requirement designed to ensure that a soldier who is a returning employee is not penalized for the time spent on active duty.

Accepted Answer

C)As a general rule,a returning employee is entitled to reemployment in the same job position that he or she would have attained with reasonable certainty if not for the absence to serve in the military.Known as the escalator principle,this requirement is designed to ensure that a returning employee is not penalized (by losing a pay raise,promotion,etc.)for the time spent on active duty,not exceeding five years.

Quiz 3: Equal Employment Opportunity, Affirmative Action, and Workforce Diversity