Question 1

The EEOC enforces federal laws prohibiting employment discrimination.

Accepted Answer

The Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, sex (including pregnancy, transgender status, and sexual orientation), national origin, age (40 or older), disability or genetic information.

Question 2

When an employer is not within the exemption provision of Section 702 under Title VII, and the religion is not a BFOQ, the prohibition against discrimination on the basis of religion is:
A)absolute.
B)obsolete.
C)not absolute.
D)unconditional.

Accepted Answer

The prohibition against discrimination on the basis of religion is not absolute because there are specific exemptions and conditions under which certain organizations, particularly religious ones, may be allowed to make employment decisions based on religious beliefs. However, for most employers not covered by these exemptions, discrimination on the basis of religion is generally prohibited.

Question 3

An employer who is providing helicopter pilots under contract to the Saudi Arabian government to fly Muslim pilgrims to Mecca could refuse to hire non-Muslims or require all pilots to convert to Islam.

Accepted Answer

The employer is providing helicopter pilots under contract to the Saudi Arabian government, which is a Muslim country. Saudi Arabia has a strict interpretation of Islam, and it is illegal for non-Muslims to proselytize or convert Muslims. Therefore, the employer could refuse to hire non-Muslims or require all pilots to convert to Islam in order to comply with Saudi Arabian law.

Question 4

The Immigration Reform and Control Act of 1986 (IRCA)prohibits employment discrimination because of national origin or citizenship against applicants or employees, including illegal aliens.

Accepted Answer

The Immigration Reform and Control Act of 1986 (IRCA) prohibits employment discrimination based on national origin or citizenship status, but it does not protect illegal aliens from employment discrimination based on their illegal status. It primarily aims to deter illegal immigration by making it illegal for employers to knowingly hire or recruit unauthorized immigrants.

Question 5

The rules of procedure for the federal courts allow an individual plaintiff to sue on behalf of a whole class of individuals allegedly suffering the same harm.

Accepted Answer

This is known as a class action lawsuit, where a plaintiff sues on behalf of themselves and all other individuals ("a class") who have suffered a similar harm or injury, as permitted under Federal Rule of Civil Procedure 23.

Question 6

Individual employees, even those in supervisory or managerial positions, are personally liable under Title VII.

Accepted Answer

Under Title VII of the Civil Rights Act of 1964, liability for discrimination, harassment, and retaliation is generally imposed on employers, not individual employees, even if they are in supervisory or managerial positions.

Question 7

The plaintiff, in a suit under Title VII, always carries the burden of proof.

Accepted Answer

The plaintiff in a Title VII suit always carries the burden of proof to establish a prima facie case of discrimination.

Question 8

Government action involving religion raises issues under the _____ of the U.S. Constitution.
A)Third Amendment
B)First Amendment
C)Fifth Amendment
D)Fourth Amendment

Accepted Answer

The First Amendment of the U.S. Constitution addresses issues of religion, speech, press, assembly, and petition, including the establishment of religion and the free exercise thereof, making it relevant when government action involves religion.

Question 9

Section 706(g)provides that no back pay order shall extend to a period prior to one year before the date of the filing of a complaint with the EEOC.

Accepted Answer

The answer of Section 706(g)provides that no back pay order...

Question 10

If the EEOC dismisses a complaint or decides not to file suit, it notifies the complainant that he or she may file suit on his or her own.

Accepted Answer

When the Equal Employment Opportunity Commission (EEOC) decides not to pursue a complaint further or dismisses it, they issue a Notice of Right to Sue to the complainant, informing them of their right to file a lawsuit in federal court on their own behalf within a specified period.

Question 11

Title VII does not allow employers to hire employees of a particular ethnic or national origin even if based on legitimate business, safety, or security concerns.

Accepted Answer

Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on race, color, religion, sex, and national origin. However, it does allow for exceptions where an employer can prove that a "bona fide occupational qualification" (BFOQ) is necessary for the normal operation of the particular business or enterprise, which could include considerations of safety, security, or authenticity in very limited circumstances.

Question 12

An employee is given 160 days to file complaint with the EEOC under the Lilly Ledbetter Fair Pay Act.

Accepted Answer

Under the Lilly Ledbetter Fair Pay Act, an employee is given 180 days to file a complaint with the EEOC (Equal Employment Opportunity Commission) regarding pay discrimination. This time frame can extend to 300 days if a state or local agency enforces a law that prohibits employment discrimination on the same basis.

Question 13

Title VII includes religion within the BFOQ exception enumerated in:
A)Section 703(d) (2).
B)Section 703(d) (1).
C)Section 702(d) (2).
D)Section 703(e) (1).

Accepted Answer

Title VII includes religion within the Bona Fide Occupational Qualification (BFOQ) exception in Section 703(e)(1). This section allows employers to hire and employ employees on the basis of religion, sex, or national origin in those instances where religion, sex, or national origin is a bona fide occupational qualification reasonably necessary to the normal operation of that particular business or enterprise.

Question 14

Title VII of the Civil Rights Act of 1964 prohibits employment discrimination on the basis of religion.

Accepted Answer

Title VII of the Civil Rights Act of 1964 prohibits employers from discriminating against employees or applicants based on their religion, among other characteristics.

Question 15

Unions and employers generally agree that any dispute arising under their collective agreements will be settled through arbitration.

Accepted Answer

Arbitration is commonly agreed upon in collective bargaining agreements as a method to resolve disputes between unions and employers, as it provides a binding resolution in a less formal setting than court.

Question 16

Section 702(a)provides an exception under Title VII to all:
A)religious associations.
B)non-profit institutes.
C)corporate houses.
D)international organizations.

Accepted Answer

Section 702(a) of Title VII provides an exception for religious organizations, allowing them to give employment preference to individuals of a particular religion to carry out their religious activities.

Question 17

Title VII does not currently prohibit employment discrimination against any applicant or employee because of national origin.

Accepted Answer

Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on national origin, among other categories such as race, color, religion, and sex.

Question 18

The judgment of the court in Corporation of the Presiding Bishop of the Church of Jesus Christ of Latter-day Saints v. Amos, in which plaintiffs brought action against the CPB and the COP alleging, among other things, discrimination on the basis of religion in violation of the Civil Rights Act of 1964, was:
A)upheld.
B)reversed.
C)remanded.
D)dismissed.

Accepted Answer

The answer of The judgment of the court in Corporation...

Question 19

While seeking accommodation, an employee is required to act reasonably in considering the alternative means of accommodation that is available.

Accepted Answer

An employee is required to act reasonably in considering alternative means of accommodation offered by the employer, as part of the interactive process to find a reasonable accommodation that meets the needs of both the employee and the employer.

Question 20

Under Title VII, the federal government has exclusive authority over employment discrimination issues.

Accepted Answer

Title VII of the Civil Rights Act of 1964 allows both federal and state governments to have authority over employment discrimination issues, and individuals can also file lawsuits in federal or state courts.

Quiz 8: Discrimination Based on Religion and National Origin and Procedures Under Title Vii