Question 1

According to the Bureau of Labor Statistics,in 2008 women still earned less than their male counterparts.

Accepted Answer

According to data from the Bureau of Labor Statistics, in 2008 women earned an average of 80% of what men earned. This wage gap persists today, with women earning approximately 82% of what men earn on average.

Question 2

Issues of dress and appearance are often grounds for charges of religious discrimination.

Accepted Answer

Dress and appearance can be associated with a person's religious beliefs and practices, and discrimination based on these traits can be considered religious discrimination.

Question 3

The 1964 Civil Rights Act is the most important federal civil rights law,as it offers protections for women,minorities,and workers over 40 against employment discrimination.

Accepted Answer

The 1964 Civil Rights Act is indeed a crucial federal civil rights law, but it does not offer protections for workers over 40 against employment discrimination. The Age Discrimination in Employment Act (ADEA) of 1967 is the law that specifically provides protections against age discrimination for workers aged 40 and older.

Question 4

The hostile work environment theory is limited to discrimination on the basis of sex.

Accepted Answer

The hostile work environment theory can apply to discrimination on the basis of any protected characteristic, not just sex. This includes race, color, national origin, age, disability, and religion.

Question 5

In most race discrimination cases,plaintiffs file claims only under the 1866 Civil Rights Act.

Accepted Answer

While the 1866 Civil Rights Act is a commonly used law in race discrimination cases, plaintiffs can also file claims under other federal laws such as Title VII of the Civil Rights Act of 1964 or the Americans with Disabilities Act.

Question 6

Under the Pregnancy Discrimination Act of 1978,employers cannot refuse to hire a woman because she is pregnant but can refuse to hire a woman if she is considering becoming pregnant.

Accepted Answer

This statement is false. The Pregnancy Discrimination Act of 1978 prohibits employers from discriminating against employees or job applicants on the basis of pregnancy, childbirth, or related medical conditions, which includes considering becoming pregnant. Therefore, employers cannot refuse to hire a woman because she is pregnant or may become pregnant in the future.

Question 7

Victims need to file a complaint with the Equal Employment Opportunity Commission EEOC)under the Equal Pay Act.

Accepted Answer

Under the Equal Pay Act, victims can go directly to court and do not need to file a complaint with the Equal Employment Opportunity Commission (EEOC) first.

Question 8

For employees,the most important provisions are located in Title III of the Americans with Disabilities Act of 1990 ADA).

Accepted Answer

The most important provisions for employees are located in Title I of the Americans with Disabilities Act of 1990 (ADA), which prohibits discrimination against people with disabilities in the workplace.

Question 9

It is illegal to discriminate against a worker because of his or her foreign accent unless it seriously interferes with work performance.

Accepted Answer

The Equal Employment Opportunity Commission has stated that when an employer discriminates against an individual because of their foreign accent, it can be a form of national origin discrimination, which is illegal under Title VII of the Civil Rights Act of 1964. However, if the accent seriously interferes with job performance and the employer can demonstrate that it is necessary for the job, then it may be allowed.

Question 10

Workplace "English-only" rules are illegal unless they are required for the job being performed.

Accepted Answer

According to the U.S. Equal Employment Opportunity Commission (EEOC), English-only rules can violate Title VII of the Civil Rights Act of 1964 unless they are necessary for business operations. Such rules can discriminate against individuals who speak different languages and can create a hostile work environment based on national origin. However, if speaking English is required for job performance due to safety reasons or communication needs, then an English-only rule may be necessary and lawful.

Question 11

If an employer voluntarily provides time off to new mothers,it must extend identical benefits to new fathers.

Accepted Answer

This is a requirement under the Family and Medical Leave Act (FMLA) which prohibits discrimination on the basis of gender. If an employer provides leave or benefits to new mothers, they must provide the same benefits to new fathers, including bonding time with the new child.

Question 12

Mandatory retirement age is illegal under the Age Discrimination in Employment Act ADEA),except for very high-level executives over the age of sixty-five who are entitled to a pension.

Accepted Answer

The Age Discrimination in Employment Act (ADEA) generally prohibits mandatory retirement ages, but it does allow exceptions for high-level executives over the age of 65 who are entitled to a pension benefit.

Question 13

The Age Discrimination in Employment Act ADEA)does not protect workers below forty years of age.

Accepted Answer

The statement is true. The ADEA only protects workers who are forty years of age or older. It does not apply to workers younger than forty.

Question 14

Contrary to popular belief,there is an actual statute that makes sexual harassment illegal.

Accepted Answer

The answer of Contrary to popular belief,there is an actual...

Question 15

The 1866 Civil Rights Act provides victims of race discrimination several advantages over Title VII.

Accepted Answer

The 1866 Civil Rights Act provides immediate access to federal court, without the requirement of filing a complaint with the EEOC, and allows for a greater range of remedies, including compensatory and punitive damages. Title VII, on the other hand, requires the filing of an EEOC complaint and limits the available remedies to back pay, reinstatement, and injunctive relief.

Question 16

To be considered sexual harassment,the harassment must be so severe that it alters the conditions of the victim's employment.

Accepted Answer

The answer of To be considered sexual harassment,the harassment must...

Question 17

In 2009,the Supreme Court held that older workers suing under the Age Discrimination in Employment Act ADEA)had to prove that their age was a "but-for" reason for their termination.

Accepted Answer

The statement is true, as the Supreme Court did rule in 2009 in the case Gross v. FBL Financial Services that plaintiffs must prove age was the "but-for" reason for their termination in ADEA cases.

Question 18

Older workers can be dismissed for good cause,such as poor job performance.

Accepted Answer

Older workers, like any other workers, can be dismissed for good cause, such as poor job performance. However, it is illegal to discriminate against or terminate an employee solely based on age.

Question 19

An increasingly conservative judiciary,including the Supreme Court began interpreting the Americans with Disabilities Act of 1990 ADA)fairly broadly,making it relatively easy for people with disabilities to win their court cases.

Accepted Answer

The statement is incorrect. An increasingly conservative judiciary, including the Supreme Court, has actually interpreted the Americans with Disabilities Act of 1990 (ADA) more narrowly in recent years, making it more difficult for people with disabilities to win their court cases.

Question 20

The provisions of Title VII are meant to protect all workers from race discrimination.

Accepted Answer

Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on race, color, religion, sex, and national origin. Therefore, the provisions of Title VII are indeed meant to protect all workers from race discrimination.

Quiz 12: Employment Discrimination