Deck 30: Employment Discrimination

Question 1

Under the Equal Pay Act of 1963,all of the women on an employer's staff must be paid the same as all of the men.

Answer 1

False

Question 2

Disparate-impact discrimination occurs when an employer intentionally discriminates against an employee who is a member of a protected class.

Answer 2

False

Question 3

Gender can be a determining factor in an employer's decision to hire,fire,or promote an employee.

Answer 3

False

Question 4

An employer can be liable for an employee's sexual harassment of a member of the same gender.

Question 5

All employers in the United States are subject to federal employment discrimination laws.

Question 6

Title VII does not cover employees' online activities.

Question 7

A victim of alleged discrimination must bring a suit against an employer before filing a claim with the Equal Employment Opportunity Commission.

Question 8

Compensatory damages are only available for victims of intentional employment discrimination.

Question 9

It is not unlawful for an employer to retaliate against an employee who has opposed a discriminatory employment practice.

Question 10

Lack of discriminatory intent is a complete defense to a charge of unlawful employment discrimination.

Question 11

To bring an action against an employer based on intentional discrimination,a person must show that he or she is a member of a protected class.

Question 12

An employer is not liable for the sexual harassment of an employee by the employee's supervisor.

Question 13

The Civil Rights Act of 1964 prohibits job discrimination on the basis of experience.

Question 14

An employer with fewer than fifteen employees is automatically shielded from federal employment discrimination laws.

Question 15

An employer is not liable for the sexual harassment of an employee by a co-worker.

Question 16

Damages are available for victims of intentional employment discrimination based on gender,religion,age,or disability.

Question 17

A small difference in job content can justify higher pay for one gender.

Question 18

To establish a prima facie case of discrimination under Title VII,a plaintiff must show that discriminatory intent motivated an employer's decision.

Question 19

The Civil Rights Act of 1964 does not prohibit job discrimination at all stages of employment.

Question 20

Job requirements that relate to job performance cannot violate employment discrimination laws.

Question 21

An employer who discovers an employee's misconduct after discharging the employee may have a good defense to an employment discrimination suit.

Question 22

Mold & Dye Corporation is a private employer involved in a Title VII employment discrimination suit.Punitive damages may be recovered against Mold & Dye only if the employer

A)acted with malice or reckless indifference.
B)can easily afford to pay the amount.
C)has one hundred or more employees.
D)none of the choices.

Question 23

Under the Americans with Disabilities Act of 1990,a person with a mental impairment that "substantially limits" everyday activities is not disabled.

Question 24

Under current law,an employer cannot adopt an affirmative action plan.

Question 25

At least one court has held that an affirmative action program violated the U.S.Constitution.

Question 26

An employer must hire a disabled applicant even if he or she lacks necessary job qualifications.

Question 27

The Americans with Disabilities Act of 1990 defines disabled persons as persons impaired mentally or physically "in any way."

Question 28

Personnel Staffing Corporation meets all of the requirements to be subject to the federal employment discrimination laws.Among these,the most important statute prohibiting discrimination against members of protected classes is

A)the Age Discrimination in Employment Act of 1967.
B)the Americans with Disabilities Act of 1990.
C)the Pregnancy Discrimination Act of 1978.
D)Title VII of the Civil Rights Act of 1964.

Question 29

Race can be a bona fide occupational qualification.

Question 30

To establish a prima facie case of discrimination under the Americans with Disabilities Act of 1990,a plaintiff must show that discriminatory intent motivated an employer's decision.

Question 31

The Age Discrimination in Employment Act of 1967 prohibits employment discrimination on the basis of age against persons over eighteen.

Question 32

Lee is seventy years old and Mira is gay.Based on this information,members of protected classes include

A)Lee and Mira.
B)Lee only.
C)Mira only.
D)neither Lee nor Mira.

Question 33

Terminating an employee who uses drugs violates the Americans with Disabilities Act of 1990.

Question 34

An employer must modify its job-application process so that those with disabilities can compete for jobs with those who do not have disabilities.

Question 35

Under the Americans with Disabilities Act of 1990,a person with a physical impairment that "substantially limits" everyday activities is disabled.

Question 36

Hu believes that he is a victim of a form of employment discrimination that falls under Title VII of the Civil Rights Act.Compliance with this statute is monitored by

A)employees and job applicants,not an administrative agency.
B)employers and businesses,not an administrative agency.
C)the courts and Congress,not an administrative agency.
D)the Equal Employment Opportunities Commission.

Question 37

An employer who hires and fires workers according to a fair seniority system may have a good defense to an employment discrimination suit.

Question 38

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

A)Cody is a member of a protected class.
B)Delta has no legal defenses against the claim.
C)discriminatory intent motivated Delta's act.
D)other firms in Delta's industry have committed discriminatory acts.

Question 39

Under the Americans with Disabilities Act of 1990,disabled employees are entitled to "reasonable accommodation."

Question 40

A good business reason for a practice that has a discriminatory effect may permit an employer to avoid liability for discrimination.

Question 41

Paolo has cerebral palsy,Quincy has kleptomania,and both work for Realty Insurance Company.Considered disabled under the Americans with Disabilities Act

A)are Paolo and Quincy.
B)is Paolo only.
C)is Quincy only.
D)is neither Paolo nor Quincy.

Question 42

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

A)age.
B)disability.
C)gender.
D)race.

Question 43

Rona is Stu's administrative assistant and both work for TriCounty Labor Inc.Stu tells Rona that for sexual favors,he will give her an excellent performance review and recommend a raise.This is

A)harassment on the basis of sexual orientation.
B)hostile-environment harassment.
C)not harassment.
D)quid pro quo harassment.

Question 44

Marie,an employee of Nickel Tool Company,files a sexual-harassment suit against Owen,her supervisor.Marie wins.Nickel may also be liable if it had effective harassment policies and complaint procedures,and

A)Marie failed to follow them.
B)Marie followed them.
C)Owen failed to follow them.
D)Owen followed them.

Question 45

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

A)a constructive discharge on the basis of gender discrimination.
B)a harassing discharge on the basis of treatment discrimination.
C)a voluntary discharge on the basis of impact discrimination.
D)not a discharge or discrimination.

Question 46

Mona files an employment discrimination suit against Nationwide Corporation (NC)under Title VII.If Mona shows that NC acted with malice or reckless indifference,she may recover

A)compensatory damages only.
B)compensatory or punitive damages.
C)neither compensatory nor punitive damages.
D)punitive damages only.

Question 47

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

A)desperate-measure discrimination.
B)disparate-impact discrimination.
C)disparate-treatment discrimination.
D)not discrimination.

Question 48

Dave has AIDS,Erin is blind,and both work for First Financial Centre.Considered disabled under the Americans with Disabilities Act

A)are Dave and Erin.
B)is Dave only.
C)is Erin only.
D)is neither Dave nor Erin.

Question 49

Dick works for First City Bank.When his spouse Elin is diagnosed with Lou Gehrig's disease,Dick asks to take temporary leave to care for her.First City discharges him.He files a suit against the bank under the Americans with Disabilities Act of 1990.Most likely,Dick can

A)recover for association discrimination.
B)recover for reverse discrimination.
C)recover for disparate-impact discrimination.
D)not recover.

Question 50

Riki files an employment,gender-based discrimination suit against Superior Corporation under Title VII,on a disparate-impact theory.To succeed,Riki must show that Superior hires fewer women than the percentage of

A)qualified women in the local labor market.
B)qualified women in the United States.
C)women in Superior's state.
D)women who apply to Imperial for work.

Question 51

Cora,a female,and Dom,a male,are employees of Equipment Leasing Corporation.Cora regularly e-mails sexually explicit images to Dom via Equipment Leasing's computer network.Dom finds this offensive.This is

A)hostile-environment harassment.
B)not harassment or any form of discrimination.
C)quid pro quo harassment.
D)reverse discrimination.

Question 52

Research Statistics Corporation uses a merit system to pay its employees according to their job performance.Suki,a female,and Troy,a male,are Research employees with comparable jobs.Due to superior performance,Suki is paid more than Troy.This is

A)disparate-impact discrimination.
B)gender discrimination.
C)not discrimination.
D)reverse discrimination.

Question 53

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

A)desperate-measure discrimination.
B)disparate-impact discrimination.
C)disparate-treatment discrimination.
D)not discrimination.

Question 54

Kyla is a salesperson for Liberty Financial Corporation.Micky is also a Liberty salesperson.Neil is Kyla and Micky's supervisor.Owen is a Liberty customer.Liberty may be liable for sexual harassment to Kyla by

A)Micky only.
B)Micky,Neil,or Owen.
C)Micky or Neil only.
D)Neil only.

Question 55

Silky Coordinates,a women's clothing store,employs female attendants to assist customers in the dressing rooms.Radley,a forty-one-year-old male,applies for an attendant's job,but is not hired.In Radley's suit against Silky for employment discrimination under Title VII,the store has

A)an after-acquired evidence defense.
B)a bona fide occupational qualification defense.
C)a business necessity defense.
D)a seniority systems defense.

Question 56

Eton files a suit in a federal district court against Florida,alleging employment discrimination under the Age Discrimination in Employment Act of 1967.The state asks the court to dismiss the suit.The court is most likely to rule that

A)the state is immune from the suit.
B)the suit can proceed.
C)Eton is immune from any defense the state might offer.
D)the court is immune from such request.

Question 57

Piku files an employment discrimination suit against Quotient Accounting,Inc.,under Title VII,based on its discharge of Piku.In these circumstances,possible relief under Title VII includes

A)damages only.
B)damages or job reinstatement.
C)job reinstatement only.
D)neither damages or job reinstatement.

Question 58

United Industrial Corporation gives preferential treatment in hiring and promotion to the members of all protected classes.This treatment results in discrimination against members of the majority.This is

A)a bona fide occupational practice.
B)a business necessity.
C)constructive discharge.
D)reverse discrimination.

Question 59

Gail is an employee of Home Appliances,Inc.,but is unable to perform her job because of her pregnancy.Gail is

A)entitled to disability leave only if Home treats other temporarily dis?abled employees similarly.
B)entitled to disability leave under any circumstances.
C)not entitled to disability leave because she cannot perform her job.
D)not entitled to disability leave under any circumstances.

Question 60

Lloyd and Milly are employees of NuTech Corporation.They have the same job.Under the Equal Pay Act,NuTech can legitimately pay Lloyd more than Milly on the basis of

A)Lloyd's greater production only.
B)Lloyd's greater production or seniority.
C)Lloyd's greater seniority only.
D)neither Lloyd's greater production nor his greater seniority.

Question 61

For twenty years,Ozzie works for Players Paradise,a destination for vacationers from across the United States,maintaining golf carts.After a steady stream of positive job evaluations and merit pay raises,Ozzie is promoted to the position of supervisor of golf-cart maintenance at three of Players's courses.Five years later,a new employee,Quentin,is hired to oversee operations at all ten of Players's courses.Quentin demotes Ozzie,who is now over the age of forty,to running only one of the three cart facilities,and freezes his salary.Quentin demotes five other employees over the age of forty and places one of Ozzie's former facilities under the supervision of Richie,who is twenty-three.Ozzie overhears Richie say,"We're going to have to do away with these old,senile men." Less than a year later,Quentin reconsolidates the three cart facilities' operations under Richie's charge.Ozzie quits and files a suit against Players for employment discrimination.Should he prevail Explain.

Question 62

With a couple of new ideas regarding software design,Carol and Ray start a partnership that,with business success,becomes Pacific Applications Company.The company grows to include a staff of twenty-one employees.Over time,Pacific develops a new computer operating system.The firm signs licensing contracts with several computer manufacturers,but needs to double the number of its employees to fulfill those contracts.Is Pacific subject to federal antidiscrimination laws If so,what should it consider in hiring new employees

Question 63

Rail Systems Equipment Corporation discharges Porter,who sues Rail Systems for employment discrimination under Title VII.The defendant learns that Porter lied on his job application and argues that,had it known of the lie,it would have fired him.This is

A)an affirmative action defense.
B)a bona fide occupational qualification defense.
C)a business necessity defense.
D)no defense.

Question 64

Machine Corporation requires its employees to have a high school diploma,claiming a definite connection between a high school education and job performance.In a suit against Machine Corporation under Title VII,this requirement is shown to have a discriminatory effect.The employer has

A)an affirmative action defense.
B)a bona fide occupational qualification defense.
C)a business necessity defense.
D)no defense.