Question 1

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

Accepted Answer

A) True 
 B)False  True

Question 2

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 which were in violation of Sections 703(a)(1) and 704(a).How would Green claim a case of discrimination?​

Accepted Answer

A)  ​By clause of arbitration 
B)  ​By establishing a prima-facie case 
C)  ​By establishing suo-moto case 
D)  ​By collective bargaining 
A)  ​By clause of arbitration 
B)  ​By establishing a prima-facie case 
C)  ​By establishing suo-moto case 
D)  ​By collective bargaining B

Question 3

Title VII was amended in 1972 to cover:

Accepted Answer

A)  judicial organizations. 
B)  ​federal employers. 
C)  ​employees of the state and federal employers. 
D)  ​employees of state and local employers. 
A)  judicial organizations. 
B)  ​federal employers. 
C)  ​employees of the state and federal employers. 
D)  ​employees of state and local employers. D

Question 4

What does Title VII of the Civil Rights Act of 1964 deal with?

Accepted Answer

Title VII of the Civil Rights

Question 5

What are the remedies provided under Title VII?

Accepted Answer

Under Title VII, plaintiffs are entitled

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:

Accepted Answer

A)  ​discrimination based on creed. 
B)  ​discrimination based on third party information. 
C)  ​religious discrimination. 
D)  ​racial discrimination. 
A)  ​discrimination based on creed. 
B)  ​discrimination based on third party information. 
C)  ​religious discrimination. 
D)  ​racial discrimination.

Question 7

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

Accepted Answer

A) True 
 B)False

Question 8

Which of the following employees are subject to Title VII through the Congressional Accountability Act of 1995?​

Accepted Answer

A)  National Labor Relations Board counselor​ 
B)  ​Capitol Guide Service 
C)  ​Office of the Architect of the Supreme Court 
D)  ​Office of the Attending Physician of the U..Attorney General. 
A)  National Labor Relations Board counselor​ 
B)  ​Capitol Guide Service 
C)  ​Office of the Architect of the Supreme Court 
D)  ​Office of the Attending Physician of the U..Attorney General.

Question 9

Discuss the Equal Employment opportunity commission (EEOC) guidelines that are considered in determining what amounts to reasonable accommodation and whether it results in undue hardship.

Accepted Answer

The guidelines of the Equal Employment o

Question 10

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

Accepted Answer

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. 
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.

Question 11

Discuss the enforcement of Title VII.

Accepted Answer

The Equal Employment Opportunity Commiss

Question 12

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

Accepted Answer

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. 
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.

Question 13

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

Accepted Answer

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. 
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.

Question 14

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:

Accepted Answer

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. 
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.

Question 15

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

Accepted Answer

A) True 
 B)False

Question 16

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

Accepted Answer

A) True 
 B)False

Question 17

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

Accepted Answer

A) True 
 B)False

Question 18

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

Accepted Answer

A) True 
 B)False

Question 19

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

Accepted Answer

A)  ​local governments. 
B)  ​state authorities. 
C)  ​employers. 
D)  ​the federal government. 
A)  ​local governments. 
B)  ​state authorities. 
C)  ​employers. 
D)  ​the federal government.

Question 20

The EEOC enforces federal laws prohibiting employment discrimination.

Accepted Answer

A) True 
 B)False

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

Title VII was amended in 1972 to cover:

What does Title VII of the Civil Rights Act of 1964 deal with?

What are the remedies provided under Title VII?

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

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

Which of the following employees are subject to Title VII through the Congressional Accountability Act of 1995?

Discuss the Equal Employment opportunity commission (EEOC) guidelines that are considered in determining what amounts to reasonable accommodation and whether it results in undue hardship.

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

Discuss the enforcement of Title VII.

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

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

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

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

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

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

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

The EEOC enforces federal laws prohibiting employment discrimination.

First the Forest, Then the Trees:an Overview of Employment and Labor Law

Employment Contracts and Wrongful Discharge

Commonly Committed Workplace Torts

Employee Privacy Rights in the 21st Century

The Global Perspective:international Employment Law and American Immigration Policy

Title VII of the Civil Rights Act and Race Discrimination

Gender and Family Issues:title VII and Other Legislation

Discrimination Based on Age

Discrimination Based on Disability

Other EEO and Employment Legislation:federal and State Laws

The Rise of Organized Labor and Its Regulatory Framework

The Unionization Process

Unfair Labor Practices by Employers and Unions

Collective Bargaining

Picketing and Strikes

The Enforcement and Administration of the Collective Agreement

The Rights of Union Members

Public Sector Labor Relations

Occupational Safety and Health

The Employees Safety Nets:unemployment and Workers Compensation, Social Security, and Retirement Plans

The Fair Labor Standards Act

Filters

Exam 8: Discrimination Based on Religion and National Origin and Procedures Under Title VII

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

Title VII was amended in 1972 to cover:

What does Title VII of the Civil Rights Act of 1964 deal with?

What are the remedies provided under Title VII?

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

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

Which of the following employees are subject to Title VII through the Congressional Accountability Act of 1995?​

Discuss the Equal Employment opportunity commission (EEOC) guidelines that are considered in determining what amounts to reasonable accommodation and whether it results in undue hardship.

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

Discuss the enforcement of Title VII.

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

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

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

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

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

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

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

The EEOC enforces federal laws prohibiting employment discrimination.

First the Forest, Then the Trees:an Overview of Employment and Labor Law

Employment Contracts and Wrongful Discharge

Commonly Committed Workplace Torts

Employee Privacy Rights in the 21st Century

The Global Perspective:international Employment Law and American Immigration Policy

Title VII of the Civil Rights Act and Race Discrimination

Gender and Family Issues:title VII and Other Legislation

Discrimination Based on Age

Discrimination Based on Disability

Other EEO and Employment Legislation:federal and State Laws

The Rise of Organized Labor and Its Regulatory Framework

The Unionization Process

Unfair Labor Practices by Employers and Unions

Collective Bargaining

Picketing and Strikes

The Enforcement and Administration of the Collective Agreement

The Rights of Union Members

Public Sector Labor Relations

Occupational Safety and Health

The Employees Safety Nets:unemployment and Workers Compensation, Social Security, and Retirement Plans

The Fair Labor Standards Act

Filters

Which of the following employees are subject to Title VII through the Congressional Accountability Act of 1995?