Exam 2: Equal Opportunity and the Law

The approach compares the percentage of the minority/protected group and white workers in the organization with the percentage of the corresponding groups in the labor market.

All of the following are ways an employee can prove sexual harassment except .

What legal obligations are required for employers by the Americans with Disabilities Act?

In what year was the 13th Amendment to the U.S. Constitution ratified?

Compare and contrast disparate treatment and disparate impact.

In order for discrimination to exist, an employer's intent to discriminate must be established.

People with AIDS are protected from discrimination under the Americans with Disabilities Act.

Under the Civil Rights Act of 1991, a discrimination claim must be filed within after the alleged incident took place.

The formula used by federal agencies to determine disparate rejection rates is based on a selection rate for any racial, ethnic, or sex group less than percent of the rate for the group with the highest rate.

Who has the heaviest burden when it comes to the burden of proof in discrimination cases?

According to the Americans with Disabilities Act, which of the following is considered a disability?

What steps can an employee take to address the problem of harassment?

If a person belongs to a protected class, and applied and was qualified for a job for which the employer was seeking applicants, and after rejection, the position remained open and the employer continued to seek applications from persons with the complainant's qualifications, then the can be used to show adverse impact.

Uniform guidelines from the EEOC are recommended for employers to use in matters regarding all of the following except .

Jack is a 55 year-old American of Anglo-Saxon descent. What legislation is intended to protect Jack from discrimination?

The defense of requires showing that there is an overriding business purpose for the discriminatory practice and that the practice is therefore acceptable.

What conditions did the U.S. Supreme Court set for applying the McDonnell -Douglas approach to showing adverse impact?

Which court case was important because its ruling provided details regarding how employers should validate screening tools?

Under the principles established by Griggs v. Duke Power Company, can be used as a defense for any existing program that has adverse impact.

The Amendment to the U.S. Constitution states, "no person shall be deprived of life, liberty, or property, without due process of the law."