Question 1

Equal Employment Opportunity focuses on workplace discrimination based on:
A) Race, color, religion, sex, and national origin
B) Age
C) Disability
D) All of these

Accepted Answer

Equal Employment Opportunity focuses on workplace discrimination based on race, color, religion, sex, national origin, age, disability, and other protected characteristics. Therefore, all of these options are correct.

Question 2

Title VII of the 1964 Civil Rights Act (CRA) protects how many classes of people?
A) 1
B) 5
C) 6
D) 7
E) 12

Accepted Answer

Title VII of the 1964 Civil Rights Act protects five classes of people: race, color, religion, sex, and national origin.

Question 3

CRA protected classes include:
A) Race, color, religion, sex, and national origin
B) Age
C) Disability
D) All of these

Accepted Answer

The CRA (Civil Rights Act) protected classes include race, color, religion, sex, national origin, age, and disability. Therefore, all options A, B, and C are correct and the answer is D.

Question 4

The ____ Amendment permits Federal laws such as Title VII to protect state and municipal employees.
A) 5th
B) 14th
C) 9th
D) 17th

Accepted Answer

The 14th Amendment to the United States Constitution allows for the protection of state and municipal employees through Federal laws such as Title VII, which prohibits employment discrimination based on race, color, religion, sex, or national origin. The 5th, 9th, and 17th Amendments do not specifically address employment discrimination or the protection of state and municipal employees.

Question 5

Title VII was amended in 1972 to:
A) Protect women
B) Protect disabled Americans
C) Protect federal, state, and municipal employees
D) Prohibit discrimination based on race, color, or national origin

Accepted Answer

Title VII of the Civil Rights Act of 1964 was amended in 1972 to extend its protections to include employees of federal, state, and municipal governments.

Question 6

The federal court that hears cases at the state level is the:
A) State Supreme Court
B) Federal District Court
C) Federal Circuit Court
D) U.S. Supreme Court

Accepted Answer

Federal District Courts are the trial courts of the federal court system where cases involving federal law are initially tried. They do not hear cases at the state level per se, but they are the federal courts that would hear cases from within a state.

Question 7

Which of the following is NOT an accurate statement?
A) There are often regional variations among rulings in circuit courts
B) Many precedents are set by lower-court rulings
C) Courts are legally bound to follow the Uniform Guidelines
D) All of these are true

Accepted Answer

Courts are not legally bound to follow the Uniform Guidelines, which are merely recommendations for sentencing in federal courts.

Question 8

In addition to the DC Circuit Court, there are _____ circuits in our federal court system.
A) 7
B) 94
C) 21
D) 59
E) 11

Accepted Answer

There are 11 circuits in our federal court system, each covering a specific geographic region of the country. The DC Circuit Court is one of these 11 circuits. Option A (7) is incorrect, as there are not 7 circuits in the federal court system. Option B (94) is incorrect, as this number refers to the total number of district courts in the country, not circuits. Option C (21) and D (59) are incorrect as there are only 11 circuits in the federal court system.

Question 9

The EEOC may:
A) Impose remedies for ADEA violations
B) Resolve conflicts without litigation
C) Impose remedies for Title VII violations
D) Impose remedies for EO 11246 (affirmative action) violations

Accepted Answer

The EEOC (Equal Employment Opportunity Commission) is responsible for enforcing federal laws prohibiting employment discrimination. It can resolve conflicts without litigation through mediation and conciliation but does not have the authority to impose remedies directly; that power lies with the courts.

Question 10

The OFCCP may:
A) Impose remedies for ADEA violations
B) Impose remedies for EO 11246 (affirmative action) violations
C) Impose remedies for Title VII violations
D) Resolve conflicts without litigation

Accepted Answer

The Office of Federal Contract Compliance Programs (OFCCP) is responsible for ensuring that employers doing business with the Federal government comply with the legal requirement to take affirmative action and not discriminate. This includes enforcing Executive Order 11246, which requires affirmative action and prohibits federal contractors from discriminating based on race, color, religion, sex, sexual orientation, gender identity, or national origin.

Question 11

The Department of Justice specializes in:
A) Writing guidelines and regulations
B) Gaining voluntary compliance from federal contractors
C) Supreme Court litigation of EEO sponsored suits against private entities
D) Imposing remedies for Title VII violations

Accepted Answer

The answer of The Department of Justice specializes in:
A) Writing...

Question 12

In deferral states (with EEO laws), a claimant has ____ days after the violation to file a case with the EEOC; in non-deferral states (with no EEO laws), the claimant has ___ days to file with the EEOC.
A) 300; 180
B) 90; 180
C) 180; 300
D) 180; 90

Accepted Answer

In deferral states, where state or local agencies enforce laws that prohibit employment discrimination on the same basis as the EEOC, individuals have 300 days to file a charge with the EEOC. In non-deferral states, which do not have such agencies, the deadline is 180 days.

Question 13

When the EEOC is investigating a claim, they have _____ days to complete their investigation.
A) 60
B) 90
C) 180
D) 300

Accepted Answer

The EEOC has 180 days to complete its investigation once a charge has been filed. However, this time frame can be extended if the charge raises complex or novel legal issues, or if settlement discussions are ongoing between the parties.

Question 14

Under CRA 91, plaintiffs who claim intentional discrimination can obtain jury trials.

Accepted Answer

CRA 91 (Civil Rights Act of 1991) does allow plaintiffs who claim intentional discrimination to obtain jury trials.

Question 15

A BFOQ defense applies when discrimination is:
A) Facially neutral
B) Facially obvious
C) Gender biased
D) Based on a BFSS

Accepted Answer

BFOQ stands for Bona Fide Occupational Qualification. It applies when discrimination is facially obvious, meaning the discrimination is readily apparent and necessary for the job. For example, a modeling agency may only hire female models for a women's clothing line or a religious organization may require its leaders to share the same faith as its members. In these cases, it is necessary for the job and does not constitute unlawful discrimination. A, C, and D are not accurate because a BFOQ defense would not apply in these situations.

Question 16

A summary judgment is likely to occur when a judge believes:
A) The violation has been proven with a preponderance of evidence
B) The plaintiff establishes prima facie evidence of a violation
C) The case is heard as a criminal rather than a civil case
D) A reasonable jury would not rule for the plaintiff, even if all of their claims are true

Accepted Answer

A summary judgment occurs when a judge determines that there are no material facts in dispute and that the moving party is entitled to judgment as a matter of law. In other words, a reasonable jury would not rule for the plaintiff, even if all of their claims are assumed to be true. Option A refers to the standard of proof in a civil case, not the basis for a summary judgment. Option B refers to the initial burden of proof in a civil case, not the basis for a summary judgment. Option C is not relevant as summary judgments apply to civil cases, not criminal cases.

Question 17

Section 1981 and Section 1983 refer to:
A) Key amendment statutes in constitutional claims
B) Additions to the Uniform Guidelines made in 1981 and 1983, respectively
C) Amendments to the CRA made in 1981 and 1983, respectively
D) The areas in federal prisons used to house violators of EEO law

Accepted Answer

Section 1981 and Section 1983 are key amendment statutes in constitutional claims. Section 1981 prohibits discrimination on the basis of race or ethnicity in making and enforcing contracts, while Section 1983 provides individuals with the right to sue state and local government officials for violating their constitutional rights.

Question 18

The minimum number of employees for an employer to be subject to a Title VII claim is:
A) 40
B) 15
C) 7
D) 90
E) Any number of employees

Accepted Answer

Title VII of the Civil Rights Act of 1964 applies to employers with 15 or more employees.

Question 19

The minimum number of employees for an employer to be subject to a constitutional claim is:
A) 7
B) 15
C) 40
D) 90
E) Any number of employees

Accepted Answer

Constitutional claims can be made against employers regardless of the number of employees, as constitutional rights apply universally and are not dependent on the size of the employer.

Question 20

The minimum number of employees for an employer to be subject to an Equal Pay Act claim is:
A) 7
B) 15
C) 40
D) 90
E) Any number of employees

Accepted Answer

The Equal Pay Act of 1963 applies to virtually all employers regardless of the number of employees, requiring equal pay for equal work among men and women.

Quiz 1: An Introduction to Eeo Law

Equal Employment Opportunity focuses on workplace discrimination based on:

Title VII of the 1964 Civil Rights Act (CRA) protects how many classes of people?

CRA protected classes include:

The ____ Amendment permits Federal laws such as Title VII to protect state and municipal employees.

Title VII was amended in 1972 to:

The federal court that hears cases at the state level is the:

Which of the following is NOT an accurate statement?

In addition to the DC Circuit Court, there are _____ circuits in our federal court system.

The EEOC may:

The OFCCP may:

The Department of Justice specializes in:

In deferral states (with EEO laws) , a claimant has __ days after the violation to file a case with the EEOC; in non-deferral states (with no EEO laws) , the claimant has _ days to file with the EEOC.

When the EEOC is investigating a claim, they have _____ days to complete their investigation.

Under CRA 91, plaintiffs who claim intentional discrimination can obtain jury trials.

A BFOQ defense applies when discrimination is:

A summary judgment is likely to occur when a judge believes:

Section 1981 and Section 1983 refer to:

The minimum number of employees for an employer to be subject to a Title VII claim is:

The minimum number of employees for an employer to be subject to a constitutional claim is:

The minimum number of employees for an employer to be subject to an Equal Pay Act claim is:

Quiz 1: An Introduction to Eeo Law

Equal Employment Opportunity focuses on workplace discrimination based on:

Title VII of the 1964 Civil Rights Act (CRA) protects how many classes of people?

CRA protected classes include:

The ____ Amendment permits Federal laws such as Title VII to protect state and municipal employees.

Title VII was amended in 1972 to:

The federal court that hears cases at the state level is the:

Which of the following is NOT an accurate statement?

In addition to the DC Circuit Court, there are _____ circuits in our federal court system.

The EEOC may:

The OFCCP may:

The Department of Justice specializes in:

In deferral states (with EEO laws) , a claimant has ____ days after the violation to file a case with the EEOC; in non-deferral states (with no EEO laws) , the claimant has ___ days to file with the EEOC.

When the EEOC is investigating a claim, they have _____ days to complete their investigation.

Under CRA 91, plaintiffs who claim intentional discrimination can obtain jury trials.

A BFOQ defense applies when discrimination is:

A summary judgment is likely to occur when a judge believes:

Section 1981 and Section 1983 refer to:

The minimum number of employees for an employer to be subject to a Title VII claim is:

The minimum number of employees for an employer to be subject to a constitutional claim is:

The minimum number of employees for an employer to be subject to an Equal Pay Act claim is:

In deferral states (with EEO laws) , a claimant has __ days after the violation to file a case with the EEOC; in non-deferral states (with no EEO laws) , the claimant has _ days to file with the EEOC.