Discrimination In Employment

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Question 1

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The affirmative act of hiring for a discriminatory reason is illegal.

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Question 2

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Race can never be a BFOQ.

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Question 3

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Under the Equal Employment Opportunity Act of 1972, the EEOC can file a civil suit in a federal district court and represent a person charging a violation of the Act.

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Question 4

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When enacting the Civil Rights Act of 1964, Congress clearly intended to preempt states' fair employment laws.

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Question 5

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In a disparate impact suit, the plaintiff must convince the court that the employer intentionally discriminated against the plaintiff.

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Question 6

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Refusing to hire people because of a poor credit rating, when minorities are disproportionately affected, would be an example of disparate impact on race.

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Question 7

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Discrimination against vegetarians could result in successful EEOC religious discrimination suits.

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Question 8

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EEOC guidelines allow employers to classify jobs as male or female, as well as to have male and female seniority lists.

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Question 9

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A charge establishing sexual harassment grounds may exist even if no economic loss is shown.

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Question 10

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Employers with health or disability plans must cover pregnancy, childbirth, and related medical conditions in the same manner as other conditions are covered.

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Question 11

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If the employer stops a pregnant employee from working because the employer truly believes that it is in the best interests of the mother and baby, the employer has not violated the Pregnancy Discrimination Act even if the employee is capable and willing to continue working.

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Question 12

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Title VII prohibits discrimination against employees based on their sexual orientation.

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Question 13

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Some states have passed laws protecting employees on the basis of sexual orientation; however, none to date have enacted gender identity protections.

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Question 14

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Setting a passing score for Asians at 80 out of 100 and a passing score of 60 out of 100 for all other applicants is an example of race norming.

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Question 15

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Businesses with fewer than 250 employees and federal contracts under $1 million do not have to prepare written affirmative action plans for hiring women and minorities.

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Question 16

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The 1991 Civil Rights Act amendments prohibit the setting of quotas in employment.

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Question 17

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Willful violations of the Age Discrimination in Employment Act entitle victims to triple damages.

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Question 18

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Undue hardship can be a reason for an employer not making reasonable accommodation for disabled employees.

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Question 19

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Federal laws concerning equal employment opportunity specifically prohibit state laws from imposing additional duties and liabilities.

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Question 20

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A typical state act makes it an unfair employment practice for any employer to refuse to hire any individual because of his/her ancestry.

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