Question 1

Reasonable accommodation simply requires an employer to refrain from committing discriminatory acts.

Accepted Answer

Reasonable accommodation requires an employer to take affirmative steps to make adjustments or modifications to a disabled employee's job or work environment, in order to enable them to perform the essential functions of their job. This goes beyond simply refraining from discrimination.

Question 2

Hiring men to be Catholic priests is known as a bona fide occupational qualification.

Accepted Answer

According to canon law, the Catholic Church allows only men to be ordained as priests, and therefore it is considered a bona fide occupational qualification.

Question 3

In a prima facie disparate treatment case,the defendant in a disparate treatment case has the burden of proving that the plaintiff was wrong in suing him.

Accepted Answer

In a prima facie disparate treatment case, the plaintiff has the burden of proving that they were treated differently due to a protected characteristic. If the plaintiff can establish a prima facie case, the burden then shifts to the defendant to provide a legitimate, nondiscriminatory reason for their actions. It is not the defendant's burden to prove that the plaintiff was wrong in suing them.

Question 4

Under the four-fifths rule,disparate treatment occurs if the hiring rate of a minority group is less than 45 percent of the hiring rate for the majority group.

Accepted Answer

The four-fifths rule, also known as the 80% rule, states that disparate treatment occurs if the hiring rate for a minority group is less than 80% (or four-fifths) of the hiring rate for the majority group, not 45%.

Question 5

The legislative,executive,and judiciary branches each have their own area of authority that does not overlap,keeping the borders clear and defined.

Accepted Answer

There can be some overlapping of authority between the branches, as they each have checks and balances over the others to ensure that no one branch becomes too powerful.

Question 6

If an employee files a claim with the Equal Employment Opportunity Commission stating he or she feels there has been an illegal employment practice violation,the employer cannot retaliate.

Accepted Answer

It is illegal for an employer to retaliate against an employee who files a claim with the Equal Employment Opportunity Commission.

Question 7

Jonah feels he has been discriminated against for his long hair and choice of clothes,but before he files the complaint,he waits to see if he gets the raise he was expecting.He feels he can wait because he can file at any time.

Accepted Answer

Waiting to see if he gets the raise before filing a complaint suggests that Jonah is not sure about the discrimination and is giving the employer a chance to show that they value his work. However, the statement "he can file at any time" is not true as there are time limits for filing discrimination complaints, depending on the jurisdiction and the type of discrimination involved.

Question 8

Executive Order 11478 prohibits discrimination based on race,color,religion,sex,and national origin and applies only to federal contractors and subcontractors.

Accepted Answer

Executive Order 11478 applies to federal employees and agencies, not just to federal contractors and subcontractors. It requires the federal government to provide equal opportunity in employment for all persons, prohibiting discrimination based on race, color, religion, sex, national origin, handicap, age, or sexual orientation.

Question 9

Camille is a single woman who just found out she is expecting her first child.Her boss tells her according to the Pregnancy Discrimination Act,she is not entitled to benefits.The boss is correct.

Accepted Answer

The Pregnancy Discrimination Act prohibits employers from discriminating against women who are pregnant or have a medical condition related to pregnancy, childbirth, or recovery. This includes providing benefits such as health insurance, disability insurance, and maternity leave. Therefore, Camille is entitled to benefits under the Pregnancy Discrimination Act.

Question 10

The U.S.president has the power to veto any law passed by Congress.

Accepted Answer

According to the U.S. Constitution, the President has the power to veto any bill that has been passed by both the House of Representatives and the Senate.

Question 11

Skylar was promised a promotion if she would attend a benefit with her boss.The dinner is out of town and would require an overnight stay in which only one room was reserved.This is an example of quid pro quo.

Accepted Answer

This scenario is an example of quid pro quo, as Skylar was promised a promotion in exchange for attending the benefit with her boss and sharing a room with him during the overnight stay.

Question 12

As per the Lilly Ledbetter Fair Pay Act,an "illegal act" occurs when a discriminatory compensation decision is adopted.

Accepted Answer

According to the Lilly Ledbetter Fair Pay Act, an "illegal act" occurs when a discriminatory compensation decision is adopted.

Question 13

The National Labor Relations Board (NLRB)is a quasi-judicial agency.

Accepted Answer

The NLRB is a federal agency that is responsible for enforcing U.S. labor laws related to collective bargaining and unfair labor practices. As a quasi-judicial agency, it has the power to investigate, hold hearings, and issue rulings on labor disputes. However, its decisions can be appealed to federal courts, so it does not have the final say in legal matters.

Question 14

Section 1982 of the Civil Rights Act granted all persons the same property rights as white citizens.

Accepted Answer

Section 1982 of the Civil Rights Act of 1866 granted all persons, regardless of race, the same property rights as white citizens.

Question 15

Under disability claims,the plaintiff must show that he or she is a qualified applicant with a disability and that adverse action was taken by a covered entity.

Accepted Answer

To succeed in a disability claim, the plaintiff must typically show that they are a qualified individual with a disability and that they suffered an adverse employment action (such as termination or demotion) due to their disability.

Question 16

Derek is overweight by 200 pounds.He tells his boss that she must make an accommodation to his desk because his weight is a medical condition covered under the Americans with Disabilities Act.Derek is correct.

Accepted Answer

The Americans with Disabilities Act does not cover obesity.

Question 17

A new school superintendent is faced with filling many vacancies.As the HRM,you become concerned when it appears that all the promotions and new hires are from the same race.This is disparate treatment.

Accepted Answer

Disparate treatment refers to intentional discrimination against a particular group. If all promotions and new hires are from the same race, it could be an indication of intentional discrimination and a violation of equal employment opportunity laws.

Question 18

The Equal Employment Opportunity Commission has three major responsibilities: investigating and resolving discrimination complaints,gathering information,and issuing guidelines.

Accepted Answer

The statement accurately describes the three main responsibilities of the Equal Employment Opportunity Commission.

Question 19

The standard deviation rule uses the mode of the distribution to determine disparate impact.

Accepted Answer

The standard deviation rule uses the standard deviation of the scores of protected and non-protected groups to determine disparate impact. It does not involve the mode of the distribution.

Question 20

In a mixed-motive case,the plaintiff acknowledges that some discriminatory motive existed but argues that the same hiring decision would have been reached even without the discriminatory motive.

Accepted Answer

In a mixed-motive case, the plaintiff argues that discrimination was a motivating factor in the employer's decision, but the employer may argue that the same decision would have been reached regardless of the discriminatory motive.

Quiz 3: The Legal Environment: Equal Employment Opportunity and Safety