Question 1

In Harris v.Forklift Systems, Inc. Teresa Harris sued Forklift, claiming that Forklift's president Hardy's conduct had created an abusive work environment for her because of her:

Accepted Answer

Teresa Harris claimed that Forklift's president Hardy had created an abusive work environment for her because of her gender.

Question 2

In which of the following cases did the court hold that an employer who requires women to wear a uniform but has no such requirement for men violates Title VII?​

Accepted Answer

In Carroll v. Talman Federal Savings & Loan Assoc., the court held that an employer who requires women to wear a uniform but has no such requirement for men violates Title VII, as it constitutes sex-based discrimination.

Question 3

Harassment where the employee's response to the harassment is considered in granting employment benefits is called:

Accepted Answer

Quid pro quo harassment occurs when employment rewards or benefits are offered in exchange for sexual favors or when employment punishments or detriments are imposed for refusing sexual advances. The employee's response to harassment is a factor in determining whether or not they receive employment benefits, which is the defining characteristic of quid pro quo harassment.

Question 4

In Kouba v.Allstate Insurance Co. the U..Court of Appeals for the Ninth Circuit held that using an employee's prior salary to determine pay for employees in a training program was not precluded by the:

Accepted Answer

The case specifically addressed the issue of using prior salary as a factor in determining pay for employees in a training program, and whether it violated the Equal Pay Act. The court held that it did not, as long as the employer had a legitimate reason for using prior salary and it was used in a reasonable manner. The other Acts listed in the options are unrelated to the issue at hand.

Question 5

The remedies available under a government suit for the violation of Pay Discrimination Act include:

Accepted Answer

The Pay Discrimination Act provides for both injunctive relief (a court order stopping the discriminatory behavior) and back pay with interest (compensation for the lost wages due to discrimination). Criminal proceedings and coverage for damages are not typically available remedies under this type of government suit.

Question 6

According to ___________ is it lawful for women to be permitted to wear long hair while males are not permitted to have hair below the collar in a workplace.

Accepted Answer

Title VII of the Civil Rights Act of 1964 prohibits employment discrimination on the basis of sex, including discrimination in dress codes and appearance standards. This means that employers cannot have a policy that requires women to have shorter hair than men, or vice versa. However, employers can have appearance standards for both men and women as long as they are not discriminatory on the basis of sex. Therefore, while women can typically have longer hair, men can still be required to have hair above the collar in a workplace setting.

Question 7

In Spalding v.University of Washington and A......v.State of Washington, the U..Court of Appeals for the Ninth Circuit held that a plaintiff bringing a Gunther-type claim under Title VII must establish the evidence of:

Accepted Answer

The answer of In Spalding v.University of Washington and A......v.State...

Question 8

In Laffey v.Northwest Airlines, Laffey filed a class action suit against NWA, claiming that the refusal to hire females as pursers violated Title VII and that the differential pay scale and allowances for male pursers and female attendants violated Title VII and the:

Accepted Answer

The Equal Pay Act prohibits employers from paying different wages to employees of opposite sexes for jobs that require equal skill, effort, and responsibility. The differential pay scale and allowances for male pursers and female attendants cited in the case could potentially violate the Equal Pay Act in addition to Title VII.

Question 9

In ______ the court held that a proliferation of pornographic material featuring nude women did create a hostile working environment for female employees.

Accepted Answer

The answer of In ______ the court held that a...

Question 10

Plaintiffs often file suit under both ______ and the Equal Pay Act.

Accepted Answer

Title VII of the Civil Rights Act of 1964 prohibits employers from discriminating against employees based on sex, among other protected characteristics. The Equal Pay Act also prohibits employers from paying employees of one sex less than employees of the opposite sex for equal work. Therefore, it is common for plaintiffs to file suit under both Title VII and the Equal Pay Act in cases involving unequal pay based on sex. The other options listed are not directly related to equal pay or discrimination based on sex.

Question 11

In which of the following cases did the court hold that abuse and ridicule by coworkers and managers directed at a male employee because he appeared effeminate and did not conform to a male stereotype was discrimination "because of sex" for the purposes of establishing a claim under Title VII?​

Accepted Answer

The court in Nichols v. Azteca Restaurant Enterprises, Inc. held that harassment based on a male employee's failure to conform to male stereotypes constituted discrimination "because of sex" under Title VII.

Question 12

In Novak v.Metrohealth Medical Center, Donna Novak was terminated from her employment because the MetroHealth determined that Novak's March absences did not qualify for the FMLA leave.Novak filed suit against MetroHealth, alleging interference with her FMLA rights and retaliation under the FMLA.The Court of Appeals held that:

Accepted Answer

The court held that Novak was not entitled to FMLA leave, which means her claims of interference with FMLA rights and retaliation under the FMLA were not valid. Therefore, options B, C, and D are incorrect.

Question 13

An act that amends Title VII by extending the time limit for filing suit for pay discrimination cases is known as the:

Accepted Answer

The act that amends Title VII by extending the time limit for filing suit for pay discrimination cases is called the Lilly Ledbetter Fair Pay Act.

Question 14

______ state(s) that employers are liable for sexual harassment by supervisory or managerial employees or co-workers and may also be liable for harassment by coworkers or even nonemployees under certain circumstances.

Accepted Answer

EEOC guidelines state that employers are liable for sexual harassment by supervisory or managerial employees or co-workers, and may also be liable for harassment by coworkers or even nonemployees under certain circumstances. The National Labor Relation Board deals with labor disputes and collective bargaining, while the Occupational Safety and Health Act deals with workplace safety. The U.S. Constitution does not specifically address sexual harassment in the workplace.

Question 15

Pay differentials between employees of different sexes is allowed when the differential is due to seniority, merit or productivity-based pay system, or factor other than sex under:

Accepted Answer

Section 703(h) of Title VII allows pay differentials based on factors other than sex, such as seniority, merit, or productivity-based pay systems.

Question 16

Under the Family and Medical Leave Act, the employer may deny leave to employees, who are designated as:

Accepted Answer

Under the Family and Medical Leave Act, employers may deny leave to "key employees" who are among the highest-paid 10% of employees within a 75-mile radius of the worksite, if the denial is necessary to prevent significant economic harm to the employer's operations.

Question 17

Identify the case in which the Supreme Court held that the organization's refusal to cover pregnancy or related conditions under its sick-pay plan, in spite of having male-specific disabilities such as vasectomies covered, did not violate Title VII?​

Accepted Answer

In General Electric v. Gilbert, the Supreme Court held that an organization's refusal to cover pregnancy or related conditions under its sick-pay plan, despite having male-specific disabilities such as vasectomies covered, did not violate Title VII.

Question 18

In Price Waterhouse v.Ann B.Hopkins, Ann Hopkins, a senior manager in an office of Price Waterhouse, was proposed for partnership.When the partners in her office refused to repropose her partnership, she sued the firm.The Supreme Court held that employment decisions may constitute sex discrimination in violation of Title VII, if the decision is based on:

Accepted Answer

The Supreme Court held that employment decisions may constitute sex discrimination in violation of Title VII, if the decision is based on sex stereotypes. This means that if an employer makes decisions based on assumptions or stereotypes about how men or women should behave, they may be discriminating on the basis of sex.

Question 19

In City of Los Angeles v.Manhart, a group of female employees filed suit against the department, alleging that the practice of making female employees pay higher contributions to receive equal benefits upon retirement violated Title VII.The trial court held that, the department's practice:

Accepted Answer

The trial court held that the department's practice amounted to illegal sex discrimination, as it made female employees pay more for the same benefits as male employees upon retirement. This violates Title VII's prohibition against discrimination on the basis of sex.

Question 20

In Nevada Dept.of Human Resources v.Hibbs, the Supreme Court held that the Eleventh Amendment of the Constitution does not grant the states immunity from suits for damages by employees under which of the following acts?​

Accepted Answer

The Supreme Court held in Nevada Dept. of Human Resources v. Hibbs that the Eleventh Amendment does not grant the states immunity from suits for damages by employees under the Family and Medical Leave Act (FMLA). The FMLA allows eligible employees to take unpaid leave for certain family or medical reasons, and provides job protection upon return from leave. The Court found that because the FMLA was enacted pursuant to Congress's power to regulate commerce among the states, it validly abrogated the states' Eleventh Amendment immunity. The other options listed (National Labor Relations Act, Equal Pay Act, and Gender Discrimination Act) do not specifically relate to family and medical leave and are not the correct choice.

Quiz 7: Gender and Family Issues:title VII and Other Legislation