Title Vii of the Civil Rights Act of 1964

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Question 1

Free

True/False

The 1964 Civil Rights Act was passed the year after the historic March on Washington,which was led by the late Rev.Dr.Martin Luther King,Jr.

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True

False

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Question 2

Free

True/False

Jim Crow laws,which required racial desegregation,were passed after the Brown v.Topeka Board of Education case.

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True

False

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Question 3

Free

True/False

For employers,Title VII of the Civil Rights Act of 1964 meant that decisions made at the workplace regarding hiring,promotion,and the like could go unchallenged.

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True

False

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Question 4

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True/False

Protections provided under Title VII of the Civil Rights Act of 1964 were extended to congressional employees in the Congressional Accountability Act of 1995.

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False

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Question 5

Free

True/False

The 1978 amendment expanded the coverage of Title VII of the Civil Rights Act of 1964 to include government employees and to strengthen the enforcement powers of the enforcing agency created by the law.

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False

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Question 6

True/False

U.S.citizens employed outside the United States by foreign employers are protected against workplace discrimination by Title VII of the Civil Rights Act of 1964.

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True

False

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Question 7

True/False

A person can file a discrimination lawsuit in a court against his or her employer without going through the Equal Employment Opportunity Commission's administrative process.

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True

False

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Question 8

True/False

If the parties involved in a workplace discrimination case reach an agreement through mediation,that agreement is as binding as any other settlement agreement.

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True

False

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Question 9

True/False

Employees bringing workplace discrimination claims under the post-Civil War statutes do not file claims under the EEOC and instead must go to an attorney.

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True

False

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Question 10

Multiple Choice

The Civil Rights Act of 1964 prohibits:

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industrialized nations from forming a free trade association among themselves.

employees from participating in labor unions.

foreign trade with less developed countries.

discrimination relating to employment, education, and public accommodations.

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Question 11

Multiple Choice

In Brown v.Topeka Board of Education,the U.S.Supreme Court:

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passed a law to establish the Equal Employment Opportunity Commission (EEOC).

struck down the doctrine of separate but equal educational facilities.

declared affirmative action to be a form of illegal reverse discrimination.

for the first time recognized the business necessity defense.

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Question 12

Multiple Choice

Catherine,a U.S.citizen,was employed with Blue Mica Inc.in its London office.Blue Mica Inc.is a Delaware-based corporation with its principle place of business in New York.Catherine was recently laid off,and she believes she was a victim of gender discrimination.In this scenario,Catherine:

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has no recourse because she was not working in the United States when she was laid off.

has no recourse because employment discrimination laws do not apply to layoffs.

has the right to file a discrimination claim against her former employer pursuant to Title VII of the Civil Rights Act of 1964.

has the right to file a discrimination claim against her former employer pursuant to the Rehabilitation Act of 1973.

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Question 13

Multiple Choice

Which of the following is true of Title VII of the Civil Rights Act of 1964?

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It does not cover managerial employees and supervisors.

It does not apply to actions taken with respect to someone who is a member of the Communist Party.

It does not allow religious institutions and associations to discriminate when performing their activities.

It does not cover non-U.S. citizens working in the United States for an American employer.

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Question 14

Multiple Choice

Sally,a non-U.S.citizen,was employed by Kev Electronics Inc.,a U.S.corporation.She worked at a facility based in London.During a recent workforce reduction,Sally was terminated from her job.She noticed that only female employees were laid off.She contacted the Equal Employment Opportunity Commission (EEOC)to file a discrimination claim.In the context of employees covered under Title VII of the Civil Rights Act of 1964,which of the following is true?

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Sally's claim will be investigated by the EEOC as her discrimination claim is against an American employer.

Sally's claim cannot be filed with the EEOC because the Federal Trade Commission (FTC) is in charge of employment discrimination against non-U.S. citizens.

Sally's claim cannot be filed with the EEOC because she is not a U.S. citizen and she does not live in the United States.

Sally's claim will be investigated by the EEOC because she falls under a protected group.

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Question 15

Multiple Choice

Title VII of the Civil Rights Act of 1964 applies to:

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non-U.S. citizens employed outside the United States.

employers having less than 15 employees.

employees of religious institutions, associations, or corporations hired to perform work connected with carrying on religious activities.

labor organizations of any kind that exist to deal with employers concerning labor issues, engaged in an industry affecting commerce.

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Question 16

Multiple Choice

Hilary owns and operates a Bed & Breakfast Inn near the Lumbee Indian reservation.She favors Lumbee Indians when hiring for job positions at the Inn.Hilary's hiring practices:

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violate Title VII of the Civil Rights Act as it prohibits employment discrimination based on race.

do not violate Title VII of the Civil Rights Act because it allows for such preferential treatment.

do not violate Title VII of the Civil Rights Act because of the at-will employment clause.

violate Title VII of the Civil Rights Act because such practices are against the bona fide occupational qualification (BFOQ) defense.

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Question 17

Multiple Choice

Ivan studied voice,opera,and Jewish liturgical music at the Southern Baptist Theological Seminary.After he graduated,he applied for a job as a cantor to lead prayer services at the Nashville Downtown Synagogue.The synagogue refused to consider him for the job because he is not Jewish.If Ivan files an employment discrimination claim against the Nashville Downtown Synagogue,the synagogue can:

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be held liable for discrimination under Title VII of the Civil Rights Act of 1964.

defend itself using the ministerial exception to Title VII of the Civil Rights Act of 1964.

be held liable for retaliation under Title VII of the Civil Rights Act of 1964.

assert the doctrine of promissory estoppel to protect itself against Ivan's claim.

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Question 18

Multiple Choice

Sam has filed a discrimination case against his employer with the Equal Employment Opportunity Commission (EEOC).The EEOC has sent a notice of charge to Sam's employer.In this scenario,which of the following is most likely to be the immediate next step as per the process of bringing a discrimination claim within the EEOC?

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Both Sam and his employer will receive a referral to mediation from the EEOC, if appropriate.

The EEOC will issue a right-to-sue letter to Sam.

Both Sam and his employer will have to offer evidence to the U.S. Supreme Court as soon as the notice of charge is issued.

The EEOC will immediately investigate the claim.

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Question 19

Multiple Choice

Under Title VII of the Civil Rights Act of 1964,the number of days that a nonfederal government employee has to file a discrimination claim with the Equal Employment Opportunity Commission (EEOC)is within _____ of the discriminatory event.

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45 days

120 days

300 days

180 days

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Question 20

Multiple Choice

As per the Lilly Ledbetter Fair Pay Act of 2009:

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employees bringing discrimination claims under the Civil Rights Act need to pay a fee when they file a complaint with the Equal Employment Opportunity Commission.

the Equal Employment Opportunity Commission is prohibited from pursuing victim-specific relief such as back pay and reinstatement as part of an enforcement action.

employers are required to pay compensatory damages to employees if they are discriminated based on their performance.

the 180-day statute of limitations with regard to wage discrimination begins to run all over again each time a paycheck is issued based on pay discrimination.

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