Religious 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

The issue of religion was addressed by Congress in the 1972 amendments to Title VII of the Civil Rights Act of 1964.

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True

False

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Question 2

Free

True/False

The duty to accommodate only applies to religious beliefs,not religious practices.

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True

False

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Question 3

Free

True/False

Under Title VII (of The Civil Rights Act of 1964),a religious belief needs to be a belief in a religious deity to be considered for reasonable accommodation.

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True

False

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Question 4

Free

True/False

When establishing a prima facie case to proceed with a claim of religious discrimination,an employee need not establish that he has informed an employer of the conflict.

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True

False

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Question 5

Free

True/False

The size of an employer's workforce is one of the factors considered when determining whether the employer has successfully borne the burden of reasonably accommodating an employee's religious conflict.

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True

False

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Question 6

True/False

If there is more than one reasonable accommodation available to accommodate an employee's religious practices,an employer must select the accommodation that is the most reasonable.

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True

False

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Question 7

True/False

The U.S.Supreme Court's determination of what constitutes undue hardship in the process of attempting reasonable accommodation was established in Trans World Airlines,Inc.v.Hardison.

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True

False

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Question 8

True/False

Under the guidelines established by President Clinton for the religious freedom of federal employees,workers are permitted to engage in religious expression directed at fellow employees.

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True

False

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Question 9

True/False

When an objection under Title VII (of the Civil Rights Act of 1964)is directed toward a union,a government employer does not have a duty to reasonably accommodate an employee's religious conflict.

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True

False

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Question 10

True/False

An employer does not have to accommodate an employee's religious conflict if doing so would cause an undue hardship,but there must be an attempt at accommodation.

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True

False

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Question 11

Multiple Choice

LaTonya joins the Freewill Church,and as a member,she is not allowed to wear pants.Her employer,Salo's Seafood,requires all employees to wear coveralls provided by the company for safety reasons.Although LaTonya wore the uniform prior to joining the church,she now refuses to wear the coverall.She explains to Sal,the owner of the restaurant,that wearing pants is against her beliefs.Sal makes an exception in her case and allows her to wear knee-length boots with a protective jacket,but LaTonya refuses to wear the boots.Sal fires her for insubordination.Which of the following holds true in this case?

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Sal is liable for religious discrimination for failing to provide an accommodation that LaTonya would accept.

Sal is liable for religious discrimination for failing to provide a reasonable alternative.

Sal is not liable for religious discrimination because LaTonya's religious practice is not followed by any other employee at the company.

Sal is not liable for religious discrimination because he made an effort to reasonably accommodate LaTonya's religious practice.

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Question 12

Multiple Choice

Cara has been a customer service associate at Dalton Department Store for 10 years.Her role involves providing assistance to customers in the store.She converts to Islam and reports to work wearing a hijab,which is a full-body cloak with a small mesh-like screen to see through.Her employer tells her that wearing a hijab violates the company's dress code for her job profile and asks her to change her attire.Cara refuses to oblige.Her employer,after much deliberation,informs her that she can continue to work in the customer service department and provide assistance over the telephone-a role that requires no face-to-face interaction with a customer.This role change is offered to her without any reduction in pay or other benefits.Which of the following is most likely to be true in this case?

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Dalton Department Store is not liable under Title VII of the Civil Rights Act of 1964 because Cara was offered a reasonable accommodation that allowed her to retain her employment.

Cara has an actionable claim under Title VII of the Civil Rights Act of 1964 because of the change in her job profile even though it is not considered an adverse employment action.

Dalton Department Store is not liable for religious discrimination for the sole reason that the conflict did not exist at the time when Cara was hired.

Cara does not have an actionable claim for religious discrimination because she was aware of the dress code before she decided to convert to Islam.

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Question 13

Multiple Choice

Title VII (of the Civil Rights Act of 1964)requires employers to accommodate an employee's religious practices and beliefs:

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provided the employee can produce a member of the clergy who will vouch for the religious practices and beliefs.

to the extent that it does not cause undue hardship.

to the extent that the religion is recognized by society.

provided the employee gives an assurance in writing that his or her practices will not affect the policies of the company.

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Question 14

Multiple Choice

Patrick was employed by a church as a cook in its day care center.When Patrick was hired,he promised the pastor that he would regularly attend Sunday Mass held in the church.After three months,his employment was terminated as he failed to keep his promise.Patrick intends to file a case of religious discrimination as he believes that he has the right to change his religious views.Which of the following statements is most likely to be true in this case?

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Patrick has a claim for religious discrimination under Title VII (of the Civil Rights Act of 1964) and the U.S. Constitution's Establishment Clause.

Patrick does not have a claim for religious discrimination because the church is exempt from prohibitions against religious discrimination under Title VII (of the Civil Rights Act of 1964).

Patrick has a claim for religious discrimination because his job did not involve religious practices or activities, and he was terminated anyway.

Patrick does not have a claim for religious discrimination because he worked in the day care center, which involved nonsectarian activities.

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Question 15

Multiple Choice

A religious organization will generally be exempt from the prohibitions of religious discrimination in Title VII (of the Civil Rights Act of 1964):

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even in instances where the employment is in an area of purely nonsectarian activities.

unless it is a purely secular organization.

except in instances where the organization is involved in activities aimed at raising funds.

if it is relieved of such obligations by the Equal Employment Opportunity Commission (EEOC).

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Question 16

Multiple Choice

Which of the following categories under Title VII (of the Civil Rights Act of 1964)requires reasonable accommodation?

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Gender

National origin

Religion

Race

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Question 17

Multiple Choice

_____ is defined as the burden imposed on an employer,by accommodating an employee's religious conflict that would be too onerous for the employer to bear.

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Reasonable accommodation

Undue hardship

Undue conflict

Reasonable conflict

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Question 18

Multiple Choice

The duty to reasonably accommodate an employee's legitimate religious practices requires an employer to:

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avoid conflict between workplace policies and an employee's religious practices or beliefs.

select the most reasonable accommodation out of the many options available.

accept the accommodation preferred by the employee.

expend any human and financial resources necessary to meet the employee's preferred accommodation.

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Question 19

Multiple Choice

Delilah is a librarian at a university that is supported by a religious institution.She opens a bar near the university.Her supervisor tells her that she will lose her job as a librarian unless she closes the bar or sells her interest in it since the tenets of the religious institution oppose drinking.When Delilah refuses to do so,she is fired.She brings a case alleging religious discrimination.Which of the following is most likely to be true in this case?

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Delilah will win because the university made no effort to reasonably accommodate her.

Delilah will win because selling alcohol is a legal business.

The university will win because operating a bar is not a religious practice and is therefore exempt from the provisions of Title VII (of the Civil Rights Act of 1964).

The university will win because it is supported by a religious institution and therefore exempt from the provisions of Title VII (of the Civil Rights Act of 1964).

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Question 20

Multiple Choice

Shayna,a Jewish woman,applied for a baker's job with the Golden Crust Bakery.After she was hired,Shayna told her manager at Golden Crust that she could not work on Friday night because the Sabbath begins on Friday night.The manager replied that she was the only Jewish baker,and all of the other bakers work on Friday night.He also added that she would be fired if she refused to comply with company policies.Which of the following is most likely to be true in this case?

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Shayna has a claim for religious discrimination because Golden Crust failed to make an attempt to reasonably accommodate her religious practice.

Shayna does not have a claim for religious discrimination because she did not inform Golden Crust that she was Jewish when she applied for the job.

Shayna does not have a claim for religious discrimination because she did not provide a suggestion as to how her religious practice could be accommodated.

Shayna has a claim for religious discrimination because Golden Crust has no other Jewish employees.

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