Question 1

________ discrimination occurs when an employer treats a specific individual less favorably than others because of that person's race,color,national origin,sex,or religion.

Accepted Answer

Disparate-treatment (also known as intentional discrimination) involves treating an individual less favorably because of their protected characteristics such as race, color, national origin, sex, or religion. This is different from disparate-impact, which occurs when an employer's policies or practices have a disproportionately negative impact on a protected group, even if the policy is not intended to discriminate. Favored-treatment and unfair-impact are not relevant terms in this context.

Question 2

The ________ is the federal agency responsible for enforcing most federal antidiscrimination laws.

Accepted Answer

The Equal Employment Opportunity Commission (EEOC) is mandated by federal law to investigate and enforce most federal antidiscrimination laws, including laws prohibiting employment discrimination on the basis of race, color, national origin, religion, sex, age, and disability. The EEOC also provides guidance and education to employers and employees regarding these laws. The other answer choices are not relevant to the enforcement of federal antidiscrimination laws.

Question 3

Title VII of the Civil Rights Act of 1964 applies to ________.

Accepted Answer

Title VII of the Civil Rights Act of 1964 applies to employers with 15 or more employees, which means they are prohibited from discriminating against employees on the basis of race, color, religion, sex, or national origin. The act does not apply to tax-exempt private clubs, Native American tribes, or labor unions with less than five members.

Question 4

________ discrimination occurs when an employer discriminates against an entire protected class.

Accepted Answer

Disparate-impact discrimination occurs when an employer's policies or practices have a disproportionate effect on a protected class, even if the employer did not intend to discriminate. In contrast, disparate-treatment discrimination is intentional discrimination against an individual of a protected class. Favored-treatment and unfair-impact are not recognized legal terms related to discrimination.

Question 5

A member of a minority race applies for a position for which he is well-qualified.However,the company rejects him and hires a nonminority applicant for the position.The minority applicant can sue under ________.

Accepted Answer

Title VII of the Civil Rights Act prohibits discrimination on the basis of race, color, religion, sex, or national origin in employment. If a qualified minority applicant is denied a job while a non-minority applicant is hired for the same position, it is a violation of Title VII and the minority applicant can file a discrimination lawsuit against the company. The other options listed are not applicable to this scenario.

Question 6

To claim under disparate-treatment discrimination,the complainant must prove that he or she ________.

Accepted Answer

Disparate-treatment discrimination is based on an individual's membership in a protected class under Title VII of the Civil Rights Act of 1964. Therefore, in order to claim under disparate-treatment discrimination, the complainant must prove that he or she belongs to a Title VII protected class, such as race, color, religion, sex, or national origin. Being physically challenged or covered by Title I of the ADA may be relevant in other types of discrimination claims, but not in a disparate-treatment discrimination claim. Being rejected due to over-qualification is not necessarily evidence of disparate-treatment discrimination.

Question 7

Which of the following is true of the EEOC?

Accepted Answer

The EEOC (Equal Employment Opportunity Commission) can seek injunctive relief, which is a court order requiring an employer to stop discriminatory practices or take affirmative action to prevent discrimination. This is one of the tools available to the EEOC in enforcing federal anti-discrimination laws.

B) is incorrect as the members of the EEOC are appointed by the President and confirmed by the Senate.

C) is incorrect as the EEOC has jurisdiction over charges of discrimination based on race, color, religion, sex, national origin, age, disability, genetic information, and retaliation for filing a discrimination complaint.

D) is incorrect as a person should file a complaint with the EEOC first and exhaust administrative remedies before filing a discriminatory lawsuit.

Question 8

The ________ is a federal statute that permits a complainant to file an employment discrimination claim against an employer within 180 days of the most recent paycheck violation.

Accepted Answer

The Lilly Ledbetter Fair Pay Act is a federal statute that amends the Civil Rights Act of 1964 to state that every paycheck or other compensation that is affected by an employment discrimination violation constitutes a separate violation, thereby restarting the time period for an employee to file a claim. The statute permits a complainant to file a claim within 180 days of the most recent paycheck violation. The Civil Rights Act of 1968 and Title II of GINA do not relate to paycheck violations or employment discrimination claims based on pay.

Question 9

Which of the following is true of religious discrimination under Title VII?

Accepted Answer

Title VII prohibits religious discrimination against all religions, including polytheistic and nontheistic religions. Employers have a duty to reasonably accommodate an employee's religious beliefs or practices unless it would impose an undue hardship on the employer's business. An employee can sue for other violations of Title VII, such as race or gender discrimination, in addition to claiming religious discrimination. Religious organizations are exempt from Title VII's prohibition against discrimination based on religion when hiring individuals of the same religion for positions related to religious activity.

Question 10

The ________ was intended to eliminate job discrimination based on race,color,national origin,sex,and religion.

Accepted Answer

The Civil Rights Act of 1964 was a landmark piece of legislation that outlawed job discrimination based on race, color, national origin, sex, and religion. It was signed into law by President Lyndon B. Johnson and is considered one of the most important civil rights laws in U.S. history. The other answer options refer to different pieces of legislation that address more specific issues related to discrimination.

Question 11

Which of the following statements is true of disparate-treatment discrimination?

Accepted Answer

Disparate-treatment discrimination occurs when an employer treats individuals differently because of their membership in a protected class. The complainant must prove that he or she is a member of a Title VII protected class to establish a prima facie case of disparate treatment discrimination.

Question 12

A complainant may file his or her employment discrimination claim with the ________ instead of the EEOC.

Accepted Answer

The Fair Employment Practices Agency is a state agency that enforces state employment discrimination laws. In some states, the agency may also investigate claims of discrimination based on federal laws such as Title VII. Therefore, a complainant may file their discrimination claim with the state agency instead of the EEOC. However, if the state agency does not have jurisdiction over the claim or if the complainant wants to pursue federal remedies, they may still need to file a complaint with the EEOC.

Question 13

Which of the following is true of the right to sue letter issued by the EEOC?

Accepted Answer

The right to sue letter is issued by the EEOC when it decides not to take further action on a complaint, which can occur if the EEOC does not find a violation or decides not to pursue the case for other reasons. This letter gives the complainant the right to file a lawsuit in federal court on their own behalf.

Question 14

Which of the following is an instance of disparate-treatment discrimination?

Accepted Answer

The answer of Which of the following is an instance...

Question 15

Gloria's employer deducted 20 percent of her pay in the month of January due to personal problems he had with her.Under the Lilly Ledbetter Fair Pay Act,by when should Gloria file an employment discrimination claim?

Accepted Answer

The answer of Gloria's employer deducted 20 percent of her...

Question 16

Which of the following is true of employment discriminations defined under Title VII?

Accepted Answer

Disparate-impact discrimination occurs when an employer adopts a work rule that is facially neutral but has an adverse impact on a protected class. Disparate-treatment discrimination, on the other hand, occurs when an employer intentionally discriminates against an individual of a protected class. Statistical evidence can be used to prove disparate-impact discrimination. Sexual harassment and refusal to hire physically challenged employees are examples of disparate-treatment discrimination.

Question 17

If the EEOC chooses not to bring suit,it issues a(n)________ to the complainant.

Accepted Answer

If the EEOC chooses not to bring a lawsuit, it issues a "right to sue" letter to the complainant, which gives them the option to file a lawsuit on their own behalf.

Question 18

Which of the following statements is true of the Lilly Ledbetter Fair Pay Act of 2009?

Accepted Answer

The Lilly Ledbetter Fair Pay Act of 2009 states that each paycheck that contains discriminatory compensation is a separate violation that resets the 180-day statute of limitations for filing an equal pay lawsuit.

Question 19

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

Accepted Answer

Title VII of the Civil Rights Act of 1964 does not apply to Native American tribes. This is part of the law's respect for the sovereignty of Native American tribes. The other options are incorrect because Title VII applies to employers with 15 or more employees (including state and local governments) and also applies to labor unions.

Question 20

Which of the following is a remedy for the violations of Title VII?

Accepted Answer

Successful plaintiffs in Title VII cases can recover back pay and reasonable attorneys' fees as a remedy for the violations. This is meant to compensate the plaintiff for the harm they suffered due to the employer's discriminatory actions.

B, C, and D are not correct choices. Revoking fictional seniority, lowering wages of other employees, and awarding punitive damages against employees are not remedies for Title VII violations. Instead, remedies typically focus on compensating the victim, eliminating the discriminatory practices, and preventing future harm.

Quiz 36: Equal Opportunity in Employment