Gender Discrimination

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Questions Bank

The Regulation of the Employment Relationship
The Employment Law Toolkit: Resources for Understanding the Law and Recurring Legal Concepts
Title Vii of the Civil Rights Act of 1964
Legal Construction of the Employment Environment
Affirmative Action
Race and Color Discrimination
National Origin Discrimination
Gender Discrimination
Sexual Harassment
Sexual Orientation and Gender Identity Discrimination
Religious Discrimination
Age Discrimination
Disability Discrimination
The Employees Right to Privacy and Management of Personal Information
Labor Law
Selected Employment Benefits and Protections

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Question 1

Free

True/False

It is unlawful for employers to refuse to hire on the basis of gender when gender acts as a bona fide occupational qualification.

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False

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Question 2

Free

True/False

Prior to the Civil Rights Act of 1964,it was common for states to have laws that limited or prohibited women from working at certain jobs,under the theory that such laws were for the protection of women.

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False

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Question 3

Free

True/False

It is illegal to ask questions in a job interview that are only asked of one gender.

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False

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Question 4

Free

True/False

Parker owns a line of cosmetics and other grooming products called Bliss You.All the makeup artists working for Bliss You are required to wear black at work.Male employees must wear black pants and black T-shirts,and female employees must wear black skirts,black tops,and high-heeled shoes.Parker believes that sales will be better if female employees are dressed in a feminine way.Selena,an employee of Bliss You,is fired for wearing pants to work.If Selena files a gender discrimination lawsuit against Bliss You,she is most likely to win the case.

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False

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Question 5

Free

True/False

Gender-plus discrimination refers to discrimination based on sexual orientation and transgenderism.

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False

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Question 6

True/False

Marlene,an employee at Coral Holidays Inc.,informs her manager that she is pregnant.After a few weeks,Marlene is terminated.Pregnant employees like Marlene have no legal recourse against such adverse employment actions.

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True

False

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Question 7

True/False

If a pregnant employee is unable to perform her job because of her pregnancy,the employer should treat her just as any other employee who is temporarily unable to perform job requirements.

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False

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Question 8

True/False

Employers can apply fetal protection policies only to women and not men without violating Title VII of the Civil Rights Act of 1964.

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True

False

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Question 9

True/False

If both genders were performing the same job,a female wearing a smock would qualify as comparable to a male wearing a coat and tie.

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True

False

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Question 10

True/False

Under the Equal Pay Act,the content of the job,rather than the job title or description,determines the comparison of whether two jobs are substantially the same.

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True

False

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Question 11

True/False

Comparable worth claims under Title VII of the Civil Rights Act of 1964 have generally been successful in the federal courts.

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True

False

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Question 12

True/False

In the case of Ledbetter v.Goodyear Tire and Rubber Co.,Inc.,the Supreme Court held that Lilly Ledbetter could not sue for gender discrimination in pay because the statute of limitations expired 180 days from the initial discriminatory event,which had occurred years before.

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True

False

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Question 13

Multiple Choice

Stephan was employed in the accounting department at UniLor Inc.He underwent sex reassignment surgery,after which he referred to himself as Stephanie.The company terminated Stephanie for being transgender.Which of the following statements is true in this situation?

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Stephanie has a cause of action to file a gender discrimination claim under Title VII of the Civil Rights Act of 1964 because she was fired for changing from male to female.

Stephanie does not have a cause of action for gender discrimination because discriminating against transgendered individuals is not considered gender discrimination by courts.

Stephanie does not have a cause of action under Title VII of the Civil Rights Act of 1964 for gender discrimination because she did not file the action before she became a woman.

Stephanie has a valid cause of action if she uses the bona fide occupational qualification (BFOQ) defense.

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Question 14

Multiple Choice

The 1991 Civil Rights Act created the Glass Ceiling Commission to:

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eliminate discrimination based on a person's affinity orientation.

fix a cap on the compensation provided to top managers of publicly held companies.

investigate the barriers to female and minority advancement in the workplace.

protect transgender employees from discrimination in the workplace.

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Question 15

Multiple Choice

Glass walls refer to:

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men entering traditionally female-dominated professions such as teaching and nursing.

workplace conditions and stereotyping that result in women always being closely observed no matter what they do.

barriers that prevent women from moving laterally into areas that lead to higher advancement.

women being brought in to help a company in desperate crisis.

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Question 16

Multiple Choice

Limited legislative debate and congressional guidance exists on the proper interpretation of Title VII's (of the Civil Rights Act of 1964)prohibition of gender discrimination because:

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the majority of Congress members were confident that the meaning of the terminology was self-evident and that any attempt to explain it would lead to confusion.

virtually all members of Congress, at that time, were men and, therefore, did not understand the concept of gender discrimination well enough to explain it.

Title VII included prohibition of discrimination based on race, religion, color, and national origin, thus its focus could not solely be on gender discrimination.

a southern legislator and civil rights foe inserted the prohibition of gender discrimination into the civil rights bill at the last moment in an attempt to bring about the bill's defeat.

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Question 17

Multiple Choice

Per the courts,sex discrimination under Title VII of the Civil Rights Act of 1964 excludes:

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discrimination on the basis of affinity orientation.

sexual harassment at the workplace.

discrimination due to pregnancy.

disparate treatment on the basis of gender.

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Question 18

Multiple Choice

Mr.Tompkins of Lawlor & Tompkins Law Firm was conducting an interview for a junior associate attorney.He asked Macy,an applicant,if she was married and when she intended,if ever,to have children.His second interview was with Scott.He did not ask Scott either of these questions.Which of the following is true in this situation?

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Macy has a claim for gender discrimination as it is illegal to ask questions in a job interview that are only asked of one gender.

Macy does not have a claim for gender discrimination because she was not yet employed by the law firm.

Macy does not have a claim for gender discrimination because of the bona fide occupational qualification defense available to employers.

Macy has a claim for gender discrimination only if she in unmarried.

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Question 19

Multiple Choice

Harry and Sandra work on the same team for Chemvo Chemical Supply Company.They were both busy over the weekend for different reasons and failed to show up to work the next day.When they returned to work,Harry was only given a verbal warning but Sandra was terminated.Which of the following statements is true in this situation?

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Sandra has a claim for gender discrimination as it is illegal to discipline one gender for an act for which the other gender is not disciplined.

Sally does not have a claim for gender discrimination if Harry belongs to a protected class.

Sandra does not have a claim for gender discrimination because of the privileges available to employers under the employee-at-will doctrine.

Sandra has a gender discrimination claim only if she has more seniority than Harry at work.

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Question 20

Multiple Choice

Solid Security Systems hires both male and female sales representatives.However,the company mostly promotes male employees to the position of senior sales executive because the job involves a lot of traveling.The management of the company believes that male employees are more suitable than female employees for jobs that require traveling.Which of the following statements is true in this situation?

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Solid Security Systems is not liable for gender discrimination because it can use bona fide occupational qualification as a defense to any claim filed by its female employees.

Solid Security Systems is not liable for gender discrimination because it employs both men and women.

Solid Security Systems is liable for gender discrimination because it is unlawful to require one gender to work different hours or job positions for reasons not related to their ability.

Solid Security Systems is liable for gender discrimination only if female employees are expected to match their level of performance to that of male employees.

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