Race And Color 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

All Questions

Question 1

Free

True/False

According to the U.S.Supreme Court,white managers using the term "boy" in reference to black employees is not enough evidence of workplace race discrimination.

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True

False

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Question 2

Free

True/False

The U.S.Department of Labor Glass Ceiling Studies in 1991 and 1995 found that minorities plateau at a higher corporate level than women.

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True

False

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Question 3

Free

True/False

The Voting Rights Act of 1965 gave African-Americans full voting rights in the United States.

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True

False

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Question 4

Free

True/False

Researchers have found that African-Americans who leave messages in response to ads often never receive return calls,while whites almost always do.

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True

False

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Question 5

Free

True/False

Under reverse race discrimination,the ultimate burden of persuasion remains always on the defendant.

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True

False

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Question 6

True/False

Title VII of the Civil Rights Act of 1964 permits employer actions that discriminate based on race-linked illness.

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True

False

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Question 7

True/False

Discrimination against an individual based on perception of his or her race violates Title VII of the Civil Rights Act of 1964 even if that perception is wrong.

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True

False

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Question 8

True/False

An English-only rule may be used at a workplace if it is needed to promote the safe or efficient operation of the employer's business.

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True

False

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Question 9

True/False

Actions for racial harassment,unlike those of race discrimination under Title VII of the Civil Rights Act of 1964,cannot be brought under the post-Civil War statutes,state human rights or fair employment practice laws,or constitutional provisions.

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True

False

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Question 10

True/False

Lighter-toned Hispanics,East Asians,and Asians,among others,all have experienced serious color issues within their cultures.

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True

False

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Question 11

True/False

The only time that a discussion of race should be initiated in a workplace is in the midst of an allegation of racial discrimination.

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True

False

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Question 12

True/False

Employees can sue under the state or federal Constitution for a denial of equal protection if they work for the government or under state tort laws for defamation,intentional infliction of emotional distress,assault,or any other tort the facts support.

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True

False

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Question 13

Multiple Choice

Which of the following is the first of the prohibited categories in Title VII of the Civil Rights Act of 1964?

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Discrimination based on economic class

Discrimination based on gender

Discrimination based on race

Discrimination based on social status

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Question 14

Multiple Choice

In 2008,the U.S.House of Representatives passed a resolution apologizing for _____ .

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slavery, Jim Crow, and its present-day impact on blacks

terrorism and its impact on foreign trade

corruption, bad governance, and its impact on the economy

unemployment and its impact on young Americans

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Question 15

Multiple Choice

Title VII's (of the Civil Rights Act of 1964)ban on racial discrimination applies:

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only to black people.

specifically to black and Hispanic people.

to all citizens equally.

to all member countries of the United Nations.

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Question 16

Multiple Choice

Before the Civil Rights Act of 1964,the Slave Codes or the Black Codes:

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helped in eliminating slavery and racial discrimination against blacks completely.

helped in exercising psychological control over blacks in the United States.

mandated that employers should provide extra benefits to their black employees.

prohibited blacks from seeking any sort of employment in the United States.

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Question 17

Multiple Choice

Brett,the manager at Warson's Diner,plans to promote Keisha,one of the waitresses,to the position of an assistant manager.However,the owner,being racially biased,prevents him from doing so.Later,when Brett wants to promote one of the delivery boys to waiter,the owner again vetoes his recommendation on the grounds that his customers would feel uncomfortable having a black man deliver their food.Brett,extremely frustrated,offers Keisha and the delivery boy their promotions as he finds them deserving.Subsequently,Brett gets fired.Which of the following holds true in this scenario?

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Brett has a cause of action against Warson's Diner for retaliatory discharge under Title VII of the Civil Rights Act of 1964.

Brett has a cause of action against Warson's Diner based on the bona fide occupational qualification defense.

Brett is liable for racial discrimination because as a manager he failed to change the company's policy regarding promotion of African-Americans.

Brett is liable because he failed to follow the instructions provided by his employer.

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Question 18

Multiple Choice

Sharon,a white female,and James,a black male,who work at the NewThings Mart as cashiers decide to steal some bottles of beer.Sharon watches the front of the store,while James loads the beer into his truck from the store's inventory room.Neither of them was aware of the security cameras in the store.The owner,being notified of the theft by the security guard,terminates Sharon and gives James a written warning.Which of the following holds true in this scenario?

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Sharon has no cause of action because she is an at-will employee.

Sharon has no cause of action because she does not belong to a protected class.

Sharon has a cause of action under Title VII of the Civil Rights Act of 1964 because the act applies equally to all.

Sharon has a cause of action under Title VII of the Civil Rights Act of 1964 for retaliatory discharge.

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Question 19

Multiple Choice

Martha,a black woman,had been working as an associate photographer for The Fashion Final Magazine for five years.When the chief photographer position was open,Martha applied for the position but did not get selected.Instead,Sally,a white woman,was appointed as the chief photographer.Even though Martha was aware that Sally had better qualifications and experience to be a chief photographer,she filed a racial discrimination claim with the Equal Employment Opportunity Commission (EEOC).Which of the following holds true in this scenario?

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Martha's complaint will prevail because an employee can be hired or promoted simply because he or she belongs to a protected class.

Martha's complaint will prevail under the business necessity defense.

Martha's complaint will not prevail because not every decision that is arbitrary or unfair is discrimination.

Martha's complaint will not prevail because Title VII of the Civil Rights Act of 1964 prohibits promotions from within an organization.

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Question 20

Multiple Choice

A five-year,seven-volume study by the Russell Sage Foundation found that:

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racial stereotypes and attitudes heavily influenced the labor market, with blacks landing at the very bottom.

networking within an organization and having a mentor do not give African-American men the same measurable benefits as whites.

obtaining new employees through word-of-mouth recruitment helps create a heterogeneous workplace.

African-Americans are easier to get along with than other ethnic groups.

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