Question 1

The number of sexual harassment claims filed under Title VII has declined in recent years.

Accepted Answer

A) True 
 B)False

Question 2

Which of the following is not a protected category protected by Title VII?

Accepted Answer

A)   Race and color
B)   religion
C)   sex
D)   age
E)   national originF) C) and D)
G) B) and E)

Question 3

It is usually more difficult to prove disparate impact, as opposed to disparate treatment, in regard to violations of Title VII.

Accepted Answer

A) True 
 B)False

Question 4

Under the Pregnancy Discrimination Act of 1987, an employer must treat the pregnancy ________.

Accepted Answer

A)   the same as a temporary disability.
B)   the same as a temporary partial disability.
C)   the same as a full disability.
D)   the same as a permanent disability.
E)   no different than any other person or they will be liable for gender discrimination.F) C) and D)
G) B) and C)

Question 5

Disparate treatment is regarded as intentional discrimination and disparate impact is regarded as unintentional discrimination.

Accepted Answer

A) True 
 B)False

Question 6

Which of the following acts has as its goal preventing employers from discriminating against employees and applicants with disabilities?

Accepted Answer

A)   The Americans with Disabilities Act
B)   The Disabled Citizens Act
C)   The Handicapped Americans Act
D)   The Disabled Americans Act
E)   The Civil Rights Act-Title VIIF) A) and C)
G) B) and E)

Question 7

Which of the following statements is true regarding whether employers may discriminate against smokers?

Accepted Answer

A)   There is a federal law specifically prohibiting employers from firing employees who smoke, but it does not address the hiring of those who smoke.
B)   There is a federal law specifically prohibiting employers from firing or from refusing to hire employees who smoke.
C)   There is a federal law specifically prohibiting employers from firing employees who smoke and from refusing to hire employees who smoke, and it also requires that employers have a designated smoking area.
D)   There is no federal law prohibiting employers from firing employees who smoke although some states have laws protecting rights of smokers.
E)   Neither federal nor state laws prohibit employers from firing employees who smoke.F) A) and B)
G) A) and C)

Question 8

If an employee is considered at-will, how much notice must the employee give their employer if they are leaving their job?

Accepted Answer

A)   no notice is required
B)   24-hours' notice
C)   5 days' notice
D)   one week's notice
E)   two weeks' noticeF) A) and B)
G) A) and C)

Question 9

In the text case Baldwin v. Foxx, where the plaintiff claimed he was not selected for a permanent position based on his gender and sexual orientation, the issue was whether plaintiff's claim of discrimination on the basis of sexual orientation stated a claim under Title VII. What was the result in the case?

Accepted Answer

A)   The plaintiff's discrimination claim based on sexual orientation fell within the meaning of sex discrimination under Title VII.
B)   The plaintiff's claim was barred because he initiated his claim more than 180 days after the alleged discrimination.
C)   The plaintiff's discrimination claim based on sexual orientation was not protected under Title VII.
D)   The plaintiff's discrimination claim was barred because he did not file a timely appeal.
E)   The plaintiff's discrimination claim based on sexual orientation did not constitute sex discrimination under Title VII.F) C) and E)
G) B) and C)

Question 10

Which one of the following is not a method a business can use to protect itself from being involved in sexual harassment claims?

Accepted Answer

A)   Implement a policy against sexual harassment
B)   Require supervisory training
C)   Provide a mechanism for receiving complaints
D)   Refuse to hire women to avoid sexual harassment claims
E)   Create a method for conducting prompt and thorough investigation of complaintsF) A) and E)
G) D) and E)

Exam 43: Employment Discrimination

Under the Pregnancy Discrimination Act of 1987, an employer must treat the pregnancy ________.

Correct Answer
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Disparate treatment is regarded as intentional discrimination and disparate impact is regarded as unintentional discrimination.

Correct Answer
verified

The number of sexual harassment claims filed under Title VII has declined in recent years.

Correct Answer
verified

Which one of the following is not a method a business can use to protect itself from being involved in sexual harassment claims?

Correct Answer
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Which of the following statements is true regarding whether employers may discriminate against smokers?

Correct Answer
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If an employee is considered at-will, how much notice must the employee give their employer if they are leaving their job?

Correct Answer
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Which of the following is not a protected category protected by Title VII?

Correct Answer
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Correct Answer
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It is usually more difficult to prove disparate impact, as opposed to disparate treatment, in regard to violations of Title VII.

Correct Answer
verified

Which of the following acts has as its goal preventing employers from discriminating against employees and applicants with disabilities?

Correct Answer
verified

Exam 43: Employment Discrimination

Under the Pregnancy Discrimination Act of 1987, an employer must treat the pregnancy ________.

Correct AnswerverifiedShow Answer

Disparate treatment is regarded as intentional discrimination and disparate impact is regarded as unintentional discrimination.

Correct AnswerverifiedShow Answer

The number of sexual harassment claims filed under Title VII has declined in recent years.

Correct AnswerverifiedShow Answer

Which one of the following is not a method a business can use to protect itself from being involved in sexual harassment claims?

Correct AnswerverifiedShow Answer

Which of the following statements is true regarding whether employers may discriminate against smokers?

Correct AnswerverifiedShow Answer

If an employee is considered at-will, how much notice must the employee give their employer if they are leaving their job?

Correct AnswerverifiedShow Answer

Which of the following is not a protected category protected by Title VII?

Correct AnswerverifiedShow Answer

Correct AnswerverifiedShow Answer

It is usually more difficult to prove disparate impact, as opposed to disparate treatment, in regard to violations of Title VII.

Correct AnswerverifiedShow Answer

Which of the following acts has as its goal preventing employers from discriminating against employees and applicants with disabilities?

Correct AnswerverifiedShow Answer

Correct Answer
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