Exam 18: Employment Discrimination

Under the Americans with Disabilities Act of 1990,a person with a mental impairment that "substantially limits" everyday activities is not disabled.

An employer must modify its job-application process so that those with disabilities can compete for jobs with those who do not have disabilities.

A victim of alleged discrimination must bring a suit against an employer before filing a claim with the Equal Employment Opportunity Commission.

To bring an action against an employer based on intentional discrimination,a person must show that he or she is a member of a protected class.

Lloyd and Milly are employees of NuTech Corporation.They have the same job.Under the Equal Pay Act,NuTech can legitimately pay Lloyd more than Milly on the basis of

Silky Coordinates,a women's clothing store,employs female attendants to assist customers in the dressing rooms.Radley,a forty-one-year-old male,applies for an attendant's job,but is not hired.In Radley's suit against Silky for employment discrimination under Title VII,the store has

Refer to Fact Pattern 18-4.To succeed with a claim against COC under the Americans with Disabilities Act,Beth will have to show that

An employer can be liable for an employee's sexual harassment of a member of the same gender.

Damages are available for victims of intentional employment discrimination based on gender,religion,age,or disability.

Piku files an employment discrimination suit against Quotient Accounting,Inc.,under Title VII,based on its discharge of Piku.In these circumstances,possible relief under Title VII includes

Lew,a member of a protected class,applies for a job with Mit-E Construction Company,but fails Mit-E's employment test and is not hired.Lew believes that the test has an unintentionally discriminatory effect.If so,this is

Disparate-impact discrimination occurs when an employer intentionally discriminates against an employee who is a member of a protected class.

Mona files an employment discrimination suit against Nationwide Corporation (NC)under Title VII.If Mona shows that NC acted with malice or reckless indifference,she may recover

An employer who discovers an employee's misconduct after discharging the employee may have a good defense to an employment discrimination suit.

An employer is not liable for the sexual harassment of an employee by a co-worker.

Dave has AIDS,Erin is blind,and both work for First Financial Centre.Considered disabled under the Americans with Disabilities Act

Marie,an employee of Nickel Tool Company,files a sexual-harassment suit against Owen,her supervisor.Marie wins.Nickel may also be liable if it had effective harassment policies and complaint procedures,and

Rail Systems Equipment Corporation discharges Porter,who sues Rail Systems for employment discrimination under Title VII.The defendant learns that Porter lied on his job application and argues that,had it known of the lie,it would have fired him.This is

A small difference in job content can justify higher pay for one gender.

Job requirements that relate to job performance cannot violate employment discrimination laws.