Question 1

Which section of Title VII states that it is not a violation if an employer refuses to hire or to discharge an employee who is unable to meet the requirements for a national security clearance where federal law or regulations require such a clearance for the job in question?
A)Section 703(a)
B)Section 703(f)
C)Section 703(e)
D)Section 703(g)

Accepted Answer

The answer of Which section of Title VII states that...

Question 2

The EEOC enforces _____ prohibiting employment discrimination.
A)state laws
B)regional laws
C)community laws
D)federal laws

Accepted Answer

The EEOC (Equal Employment Opportunity Commission) enforces federal laws that prohibit employment discrimination.

Question 3

The Federal Arbitration Act (FAA)requires federal courts to enforce agreements to arbitrate if they:
A)pertain to railroad employees, or any other class of workers engaged in foreign or  interstate commerce.
B)are voluntary and knowing.
C)do not place undue hardship on the parties.
D)were not knowingly agreed to.

Accepted Answer

The answer of The Federal Arbitration Act (FAA)requires federal courts...

Question 4

Dorothy filed a complaint with the EEOC against her employer alleging sex-based discrimination. The complaint can be filed with the EEOC:
A)within 300 days of occurrence of the act.
B)only if the company is registered with the EEOC.
C)which will be immediately sent to the district court.
D)prior to filing the complaint with a state or local agency.

Accepted Answer

A complaint can be filed with the EEOC within 300 days of the occurrence of the act of discrimination. This timeframe applies if the state or local agency also enforces a law that prohibits employment discrimination on the same basis. If not, the deadline is 180 days. The requirement for a company to be registered with the EEOC, immediate transfer to district court, or the necessity to file with a state or local agency first are not accurate stipulations for filing with the EEOC.

Question 5

Ron and Roderick were American employees at a publishing firm. The company employed 22 workers, most of who were French or spoke French. There were constant complaints pertaining to language issues by Ron and Roderick. The company subsequently adopted an "English-only" policy, requiring employees to speak in English while conducting business. The French employees and the union then filed a lawsuit against the company, alleging that the English-only policy violated Title VII. In this case, the court held that there was no violation of Title VII because:
A)there wasn't enough evidence that the rule was actually implemented.
B)there were no reasonable grounds to justify that provisions of Title VII were violated.
C)there were not a sufficient number of employees to support the union.
D)there were a large number of English speaking employees in the company.

Accepted Answer

The court likely found that the English-only policy did not violate Title VII because it did not unjustly discriminate against employees based on their national origin or create a hostile work environment, and there were legitimate business reasons for implementing such a policy to ensure effective communication within the company.

Question 6

The Civil Rights Act of 1991 amended Title VII to allow recovery of punitive damages in cases in which the employer has engaged in:
A)discrimination based on creed.
B)discrimination based on third party information.
C)religious discrimination.
D)racial discrimination.

Accepted Answer

The answer of The Civil Rights Act of 1991 amended...

Question 7

The Immigration Reform and Control Act was enacted in the year:
A)1889.
B)1986.
C)1898.
D)1978.

Accepted Answer

The Immigration Reform and Control Act was enacted in 1986. This law aimed to reform U.S. immigration policy, primarily by legalizing the status of undocumented immigrants who had arrived in the country before January 1, 1982, and by sanctioning employers who knowingly hired undocumented workers.

Question 8

Identify the case in which the Court of Appeals held that the employer had committed an unlawful employment practice under Section 703(a) (1)of the Act.
A)Trans World Airlines v. Harry
B)Atkinson Airlines v. Hudson
C)Starbucks Airlines v. Hardsen
D)Trans World Airlines v. Hardison

Accepted Answer

In Trans World Airlines v. Hardison, the Court of Appeals held that the employer had committed an unlawful employment practice under Section 703(a)(1) of the Civil Rights Act of 1964 by failing to accommodate the employee's religious practices when such accommodation did not impose an undue hardship on the business.

Question 9

EEOC factors to consider in determining reasonable accommodation and undue hardship include:
A)The nature of the job or jobs that present a conflict.
B)The cost of the accommodation.
C)The administrative requirements of the accommodation.
D)All of these answers.

Accepted Answer

The EEOC considers all these factors - the nature of the job, the cost of the accommodation, and the administrative requirements of the accommodation - in determining what constitutes a reasonable accommodation and what might pose an undue hardship on the employer.

Question 10

Richard worked as an assembly line worker and faced employment discrimination by his supervisors. He filed a suit against his supervisors and company under Title VI and consecutively won the case against his employers. He was most likely:
A)awarded back pay.
B)reinstated at a senior level with higher pay.
C)awarded compensatory damages.
D)awarded punitive damages.

Accepted Answer

Title VI prohibits employment discrimination based on race, color, or national origin. Richard was awarded back pay as a remedy for the discrimination he faced.

Question 11

Employers are allowed to refuse to hire applicants who are denied national security clearances for positions subject to federal security requirements under:
A)Section 703(g)of Title VII.
B)Section 703(e)of Title VII.
C)Section 704(e)of Title VII.
D)Section 703(f)of Title VII.

Accepted Answer

Section 703(g) of Title VII allows employers to refuse to hire individuals who do not meet federal security requirements, such as obtaining necessary national security clearances.

Question 12

Luke was selected for the post of junior manager in a five-star hotel. The employer's application for employment contained a Dispute Resolution Agreement requiring employees to submit all employment disputes to binding arbitration. Applicants who refused to sign the Dispute Resolution Agreement were not hired. Such an agreement is:
A)not enforceable under the FAA, as held by the district court.
B)not enforceable under the FAA, as held by the Supreme court.
C)enforceable under the FAA , as held by the Supreme court.
D)enforceable under the FAA, as held by the district court.

Accepted Answer

The Supreme Court has held that agreements requiring arbitration of employment disputes are enforceable under the Federal Arbitration Act (FAA), even when signing such an agreement is a condition of employment.

Question 13

An employer may violate _____ by discriminating against an applicant or employee whose education or training is foreign.
A)the Sarbanes-Oxley Act
B)disparate impact
C)Title VII
D)disparate treatment

Accepted Answer

Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on national origin, which can include discrimination against an individual because of their foreign education or training.

Question 14

Awarding of back pay and seniority is a:
A)principle reversed by the Supreme court.
B)remedy under Title VII.
C)state employment policy.
D)federal employment policy.

Accepted Answer

Back pay and seniority are remedies available under Title VII of the Civil Rights Act of 1964, which prohibits employment discrimination.

Question 15

Mixed-motive discrimination claims fall under section:
A)703(n)of Title VII.
B)703(c)of Title VII.
C)703(m)of Title VII.
D)703(a)of Title VII.

Accepted Answer

Mixed-motive discrimination claims fall under section 703(m) of Title VII, which addresses situations where an employment decision is made based on both permissible and impermissible considerations.

Question 16

Carter v. Transport Workers Union of America Local 55 dealt primarily with:
A)accommodation of religious beliefs.
B)accommodation of disability.
C)the ministerial exemption.
D)None of these answers.

Accepted Answer

Carter v. Transport Workers Union of America Local 55 primarily dealt with the accommodation of religious beliefs, focusing on the obligations of employers and unions under Title VII of the Civil Rights Act of 1964 to accommodate employees' religious practices unless doing so would result in undue hardship for the business.

Question 17

In McDonnell Douglas Corp. v. Green, the respondent (Green)filed a formal complaint with the Equal Employment Opportunity Commission, claiming that the petitioner had refused to rehire him because of his race, and persistent involvement in the civil rights movement that were in violation of Sections 703(a) (1)and 704(a). How would Green claim a case of discrimination?
A)By clause of arbitration
B)By establishing a prima-facie case
C)By establishing suo-moto case
D)By collective bargaining

Accepted Answer

In McDonnell Douglas Corp. v. Green, to claim a case of discrimination, Green would need to establish a prima facie case. This involves proving that he belongs to a protected class, was qualified for the job, was rejected, and the position remained open or was filled by someone not in the protected class, suggesting discrimination.

Question 18

Unlike the National Labor Relations Act, Title VII does not give exclusive authority over employment discrimination issues to:
A)local governments.
B)state authorities.
C)employers.
D)the federal government.

Accepted Answer

Title VII of the Civil Rights Act of 1964, which prohibits employment discrimination, does not grant exclusive authority over employment discrimination issues to the federal government. Instead, it allows for concurrent jurisdiction, meaning that both state and federal laws and agencies can address employment discrimination. This contrasts with the National Labor Relations Act, which centralizes authority over labor relations issues within the federal government.

Question 19

Mohammed worked in a garment manufacturing firm. He was a new immigrant from Afghanistan and due to the terrorist activities in his country he faced several discrimination issues at his place of work. He was subjected to humiliation and verbal abuse, and subsequently he was physically assaulted by his co-workers a few blocks from the company premises. He filed a suit under Title VII alleging racial discrimination by co-workers and his employers. To establish a prima-facie case he should present the court with:
A)enough evidence to raise a presumption of discrimination.
B)written notice from the federal government allowing him to sue his employers.
C)written notice from the state government allowing him to sue his employers and co-workers.
D)direct evidence to raise the mixed-motive analysis under Section 702(m).

Accepted Answer

To establish a prima facie case under Title VII for racial discrimination, the plaintiff must present enough evidence to raise a presumption of discrimination, not necessarily direct evidence or government permission to sue.

Question 20

One way to establish proof of a disproportionate impact is by using the:
A)Four-Fifth Rules from the NLRB guidelines.
B)Four-Fifth Rules from the IRCA Guidelines.
C)Four-Fifths Rule from the EEOC Guidelines.
D)Lilly Ledbetter Fair Pay Act Guidelines.

Accepted Answer

The Four-Fifths Rule, also known as the 80% rule, is a guideline from the Equal Employment Opportunity Commission (EEOC) used to determine whether there is evidence of potential discrimination in hiring, promotion, or other employment decisions. It suggests that a selection rate for any race, sex, or ethnic group which is less than four-fifths (or 80%) of the rate for the group with the highest rate may indicate adverse impact, thus requiring further examination.

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

Which section of Title VII states that it is not a violation if an employer refuses to hire or to discharge an employee who is unable to meet the requirements for a national security clearance where federal law or regulations require such a clearance for the job in question?

The EEOC enforces _____ prohibiting employment discrimination.

The Federal Arbitration Act (FAA) requires federal courts to enforce agreements to arbitrate if they:

Dorothy filed a complaint with the EEOC against her employer alleging sex-based discrimination. The complaint can be filed with the EEOC:

The Civil Rights Act of 1991 amended Title VII to allow recovery of punitive damages in cases in which the employer has engaged in:

The Immigration Reform and Control Act was enacted in the year:

Identify the case in which the Court of Appeals held that the employer had committed an unlawful employment practice under Section 703(a) (1) of the Act.

EEOC factors to consider in determining reasonable accommodation and undue hardship include:

Richard worked as an assembly line worker and faced employment discrimination by his supervisors. He filed a suit against his supervisors and company under Title VI and consecutively won the case against his employers. He was most likely:

Employers are allowed to refuse to hire applicants who are denied national security clearances for positions subject to federal security requirements under:

An employer may violate _____ by discriminating against an applicant or employee whose education or training is foreign.

Awarding of back pay and seniority is a:

Mixed-motive discrimination claims fall under section:

Carter v. Transport Workers Union of America Local 55 dealt primarily with:

Unlike the National Labor Relations Act, Title VII does not give exclusive authority over employment discrimination issues to:

One way to establish proof of a disproportionate impact is by using the: