Question 1

The Civil Rights Act has also been interpreted by the courts to cover such issues as sexual harassment, age harassment, and race harassment. These issues are related to the organization's:

Accepted Answer

These issues are related to the organization's atmosphere, as they directly impact the work environment and the interpersonal relationships within the organization.

Question 2

In determining if an employment decision is legal, the first question to ask is "does the employment practice directly refer to a member of a federally protected class? Which of the following is NOT a federally protected class?

Accepted Answer

Sexual orientation is currently not a federally protected class under federal law. However, some states and localities have their own laws protecting individuals on the basis of sexual orientation.

Question 3

In which of the following ADR methods does a neutral third-party make a decision that both sides must abide by?

Accepted Answer

In binding arbitration, a neutral third-party (arbitrator) makes a decision that both parties must comply with. Nonbinding arbitration is a process in which a neutral third-party (arbitrator) provides a suggested resolution but both parties retain the right to reject it. Mediation involves a neutral third-party who guides the dispute resolution process but does not make a decision for either party. Negotiation is a process of direct discussion and agreement between the parties, without the involvement of a third-party.

Question 4

In the past few years, about _____ discrimination complaints were filed with the Equal Employment Opportunity Commission.

Accepted Answer

According to the text, in the past few years, about 90,000 discrimination complaints were filed with the Equal Employment Opportunity Commission.

Question 5

Unlike the Fourteenth Amendment, for an employment practice to be potentially illegal under the Civil Rights Act, the discrimination does not have to:

Accepted Answer

The Civil Rights Act prohibits both intentional discrimination (disparate treatment) and practices that have a disproportionately adverse impact (disparate impact) on a protected group. Therefore, the discrimination does not have to be intentional to be potentially illegal under the act. However, the Fourteenth Amendment only applies to intentional discrimination by the government, not private employers.

Question 6

If a law is passed at the federal level, states may pass laws that _____ the rights granted in the federal law, states may not pass laws that will _____ the rights granted in the federal law.

Accepted Answer

States can pass laws that expand upon the rights granted by federal law, but they cannot pass laws that would diminish those federally granted rights. This is because federal law sets the minimum standard of rights, and while states can offer more protections or rights, they cannot offer less than what federal law provides.

Question 7

The EEOC usually handles alleged violations of:

Accepted Answer

The EEOC (Equal Employment Opportunity Commission) is a federal agency that handles alleged violations of federal laws related to discrimination in employment, such as Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act (ADA), and the Age Discrimination in Employment Act (ADEA). It does not handle alleged violations of state or county laws.

Question 8

In the 1989 case of Walker v. Secretary of the Treasury, a district court found that a darker skinned black illegally fired a lighter skinned black employee. Which of the following protected classes were at issue in this case?

Accepted Answer

The answer of In the 1989 case of Walker v....

Question 9

_______ is a judicial interpretation of a law and is important because it establishes a precedent for future cases.

Accepted Answer

Case law refers to the previous decisions made by courts, which helps provide guidance and set precedents for future cases. This is important, as it helps establish consistency and predictability in the legal system. A statute refers to a written law passed by a legislative body, a briefing is a written summary of a legal case or issue, and a sanction refers to a penalty or punishment for a violation of a law or rule.

Question 10

The 1964 Civil Rights Act (Title VII) and its 1972 and 1991 amendments cover:

Accepted Answer

The 1964 Civil Rights Act (Title VII) and its 1972 and 1991 amendments cover unintentional discrimination, race, color, sex, religion, national origin, and companies with 15 or more people. Therefore, the correct answer is D, all of these.

Question 11

In order for a case of discrimination to be investigated by the EEOC, the complaint must be filed within _____ days of the discriminatory act.

Accepted Answer

Complaints must typically be filed within 180 days of the discriminatory act. However, this time frame can be extended to 300 days in certain cases, such as those involving state or local anti-discrimination laws.

Question 12

It is illegal to use an individual's religion in an employment decision unless the nature of the job involves:

Accepted Answer

The nature of the job involving religion can be a legal basis for considering an individual's religion in an employment decision. This is often the case for positions within religious institutions or roles that require adherence to specific religious beliefs or practices.

Question 13

The "equal protection" clause of the Fourteenth Amendment mandates that no state may deny a person equal protection under the law. Because any suite filed under the Fourteenth Amendment must demonstrate ______, it is not often used.

Accepted Answer

The "equal protection" clause requires that any suit filed under it must demonstrate "intent" to discriminate, making it challenging to use because proving intent is often difficult.

Question 14

The first step in the legal process is for some legislative body to:

Accepted Answer

The first step in the legal process is for a legislative body, such as Congress or a state legislature, to pass a law. This law may be challenged or interpreted in various ways, leading to potential lawsuits or complaints, but the initial action is the passing of the law.

Question 15

When the courts make a decision, the decision becomes:

Accepted Answer

When the courts make a decision, it becomes a precedent or case law, which is studied and followed in similar cases in the future. A decision being final refers to the fact that it cannot be further appealed, and moot refers to a case or issue that no longer has practical significance. A statute, on the other hand, is a law enacted by a legislative body.

Question 16

"English only" requirements at work are:

Accepted Answer

English only requirements are legal if they are job-related, for example, if it is necessary for communication with coworkers or customers. However, if the requirement is not job-related and has a negative impact on employees who do not speak English fluently, it could be considered discriminatory and therefore illegal. It is important to ensure that any language policy is necessary for business purposes and does not unfairly discriminate against employees.

Question 17

All employees at Wally World Amusement Park are required to work on weekends because that is when 80% of the customers visit the park. Alex likes to go to church on Sunday morning and asks that he not have to work on Sunday. Must the park accommodate his request?

Accepted Answer

The answer of All employees at Wally World Amusement Park...

Question 18

Based on the Civil Rights Acts of 1866, 1964, and 1991 as well as the 14th Amendment, it is illegal to discriminate against a person based on race. According to Congress, all of the following are protected races except:

Accepted Answer

All three races, African Americans, Asian Americans, and Native American Indians, are protected under the Civil Rights Acts of 1866, 1964, and 1991, as well as the 14th Amendment. Therefore, the correct choice is D, as all three options are protected races against discrimination.

Question 19

The Age Discrimination in Employment Act (ADEA) forbids an employer from discriminating against an individual over the age of:

Accepted Answer

The Age Discrimination in Employment Act (ADEA) forbids an employer from discriminating against an individual over the age of 40. Therefore, option B is the correct choice. The other age ranges (35, 45, and 50) are not specifically mentioned in the ADEA.

Question 20

According to the Lilly Ledbetter Fair Pay Act, an employee filing a discrimination complaint with the EEOC regarding pay discrimination, has 180 days from when she:

Accepted Answer

The Lilly Ledbetter Fair Pay Act resets the 180-day statute of limitations for filing an equal-pay lawsuit with each new paycheck affected by that discriminatory action, meaning the clock starts with the receipt of the last paycheck that reflects the discriminatory pay decision.

Quiz 3: Legal Issues in Employee Selection.