Question 1

Sexual harassment of employees by customers

Accepted Answer

Sexual harassment by customers can have a significant negative impact on employees, including lower productivity, increased stress, and higher turnover rates. Employers have a responsibility to take steps to prevent and address this type of harassment, even though the behavior is not directly under their control.

Question 2

Which of the following is true of sexual harassment?

Accepted Answer

Sexual harassment can result in physical and psychological damage for those who are harassed, including anxiety, depression, sleep disturbances, and even physical pain.

Question 3

If women are underutilized in an organization,

Accepted Answer

Implementing plans to correct underutilization and implementing differential recruitment methods or training are both viable options for addressing underutilization of women in an organization. However, implementing hiring quotas can lead to resentment and undermine the qualifications of women who are hired. Therefore, the best choice is A and C only.

Question 4

Under Title VII

Accepted Answer

Title VII requires employers to reasonably accommodate employees' sincerely held religious beliefs or practices. This includes allowing employees to take time off for religious holidays, modifying dress codes to accommodate religious clothing, and providing a safe and respectful work environment that does not conflict with an employee's religious beliefs.

Question 5

Which of the following is not true of workers under 40 years of age?

Accepted Answer

It is not true that younger workers are unlikely to experience age-related discrimination and harassment. While age discrimination against older workers is more common and often highlighted, younger workers can also face discrimination based on their age. They may be stereotyped as lacking experience or not taking their job seriously, and may find it difficult to advance in their career due to assumptions about their age. However, they are still protected from discrimination by other laws such as Title VII of the Civil Rights Act of 1964, which prohibits discrimination on the basis of race, color, religion, sex, or national origin. Additionally, younger workers may be protected from age discrimination in some countries and in some cities and states in the U.S. that have their own age discrimination laws. The Age Discrimination in Employment Act only protects workers who are 40 years of age or older.

Question 6

In the U.S., national origin discrimination

Accepted Answer

Title VII of the Civil Rights Act prohibits national origin discrimination, which can include "English-only" policies, and there have been reports of an increase in such discrimination cases.

Question 7

Compliance with laws

Accepted Answer

The answer of Compliance with laws
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Question 8

The Equal Pay Act of 1963

Accepted Answer

While the Equal Pay Act of 1963 was a significant milestone in promoting equal pay for equal work, it has had limitations. Sex segregation and exceptions for merit and seniority have hindered its effectiveness in reducing wage disparities. The wage gap still persists, with women earning around 80 cents to the dollar compared to men. The Act is not an amendment to Title VII of the Civil Rights Act, and it has not reduced the wage gap to 10 cents on the dollar, as stated in option D. Option A is partly correct in that the Act has reduced wage disparities, but it is not limited to white and minority workers.

Question 9

People with different religious backgrounds are protected against employment-related discrimination. Which of the following is not true about these protections?

Accepted Answer

This statement is not true as job reassignments to accommodate religious beliefs can include both lateral and vertical transfers, as long as it does not impose an undue hardship on the employer.

Question 10

Which of the following is true of affirmative action programs?

Accepted Answer

Affirmative action programs are designed to reduce under-utilization of certain groups, but they do not require specific quotas. The goal is to encourage employers to take active steps to increase diversity and overcome past discrimination, but the methods are flexible and can vary depending on the circumstances. Additionally, affirmative action programs can apply to a range of groups besides just minorities.

Question 11

Sexual harassment

Accepted Answer

Sexual harassment can include a range of behaviors including lewd jokes, sexually explicit posters, or sexual comments at work. It is important to have policies and education in place to prevent and address these behaviors. Choices A, B, and D are incorrect as they are not accurate or do not reflect best practices for addressing sexual harassment in the workplace. Choice C is partially correct, but the severity of discipline should be based on the nature and severity of the harassment.

Question 12

According to the text, in recent years in the U.S.,

Accepted Answer

The text states that "In the United States, approximately 21% of discrimination charges filed with the EEOC result in a favorable outcome for the charging party." This means that only a small proportion of discrimination charges are resolved in the charging party's favor. The text does not mention if a large proportion of claims result in a lawsuit, if few charges are closed for administrative reasons, or if media attention is decreasing.

Question 13

Disparate treatment

Accepted Answer

Disparate treatment refers to intentional discrimination, where an employee or applicant is treated differently because of their protected characteristics such as race, sex, age, etc. Option A refers to disparate impact, where a neutral policy has a discriminatory effect on certain groups. Option C is incorrect because it may be challenging to prove disparate treatment, and it requires evidence that the treatment was based on a protected characteristic.

Question 14

Which of the following is true of age discrimination in employment?

Accepted Answer

The ADEA prohibits employment discrimination against individuals 40 years of age or older, and acting on stereotypes about someone's ability based on age is prohibited.

Question 15

Bona Fide Occupational Qualifications (BFOQs)

Accepted Answer

Bona Fide Occupational Qualifications (BFOQs) are limited to situations where being of a certain sex, religion or age is essential to the job in question. They are not based on customer preference or stereotype, and should not be used to discriminate against individuals based on their race, gender identity or sexual orientation. Examples of legitimate BFOQs could include hiring a female nurse to work in a women's locker room or hiring a person over the age of 70 to play the role of an elderly character in a movie.

Question 16

Disparate impact

Accepted Answer

Disparate impact occurs when a seemingly neutral policy or practice has a disproportionate and adverse impact on a protected group. It is not always illegal, but if the policy or practice cannot be justified as job-related and consistent with business necessity, it may be considered discriminatory by law. Punitive damages may be awarded if intentional discrimination is proven, but not simply for disparate impact.

Question 17

Which of the following is not included in Title VII of the Civil Rights Act of 1964 prohibitions against discrimination?

Accepted Answer

Age discrimination is not explicitly prohibited under Title VII of the Civil Rights Act of 1964. Age discrimination is addressed under the Age Discrimination in Employment Act (ADEA) of 1967.

Question 18

Terry, who is Jordan's supervisor, continually asks Jordan for a date. When Jordan continually refuses, Terry begins scheduling Jordan to work every weekend, when previously weekends were rotated through the employees. This is an example of

Accepted Answer

Terry is engaging in quid pro quo harassment by conditioning Jordan's work schedule on whether or not they agree to go on a date. By retaliating against Jordan for refusing their advances, Terry is compounding the harassment.

Question 19

Which of the following is true of discrimination claims and the EEOC?

Accepted Answer

The EEOC does issue guidelines to assist employers in interpreting and complying with laws, but the other options are not accurate. A) The actual number of claims filed with the EEOC annually is around 80,000-90,000. B) The percentage of claims resolved in favor of the charging party varies each year and is typically lower than 50-75%. D) The EEOC attempts to conciliate early in the process and only litigates as a last resort.

Question 20

Perceptions about affirmative action

Accepted Answer

All of the options listed are correct. Affirmative action is often misrepresented and misunderstood, leading to perceptions that those hired under such programs are unqualified or that it gives an unfair advantage to certain groups. These perceptions are often shaped by media and politics and may differ significantly from the actual requirements and goals of affirmative action.

Quiz 3: Legislation