Deck 3: Legislation

Question 1

In the U.S., national origin discrimination

A) is not prohibited by Title VII.
B) does not include such things as "English-only" policies since this is an English speaking country.
C) has been on the increase recently.
D) still exists but is very rare.

Answer 1

C

Question 2

Sexual harassment of employees by customers

A) has a minimal effect on employees.
B) is not covered by sexual harassment laws.
C) leads to lower productivity, stress, and turnover.
D) is considered an occupational hazard that is not under the control of the employer.

Answer 2

C

Question 3

Disparate impact

A) is always illegal.
B) when proven, results in employers having to pay punitive damages.
C) occurs when an apparently neutral policy, such as height and weight requirements, has the effect of discrimination against certain groups.
D) occurs when there is intentional discrimination, for example if an employer refuses to hire men as childcare workers.

Answer 3

C

Question 4

Bona Fide Occupational Qualifications (BFOQs)

A) is a term that refers to certain situations in which an employer may legally require that employees be of a certain sex, religion, or age.
B) include such things as customers' preference for employees of a certain race.
C) allow for women to be excluded from firefighters' positions.
D) allow for men to be excluded from day care workers' positions.

Question 5

Perceptions about affirmative action

A) correctly note that those hired under affirmative action programs are unqualified.
B) should be framed by the media and politicians but they fail to do so..
C) often are very different from the actual requirements of affirmative action.
D) have no impact.

Question 6

Which of the following is true of sexual harassment?

A) Sexual harassment results in physical and psychological damage for those who are harassed.
B) When an investigation provides evidence of harassment, the harasser should be immediately terminated.
C) About 30% of charges are filed by men.
D) Quid pro quo harassment includes such things as jokes, comments, or sexually explicit posters.

Question 7

According to the text, in recent years in the U.S.,

A) 21% of discrimination charges filed with the EEOC were resolved in the charging party's favor.
B) a large proportion of the claims filed with the EEOC result in the EEOC filing a lawsuit on behalf of an aggrieved employee.
C) very few EEOC charges were closed for administrative reasons.
D) media attention to discrimination charges has been decreasing.

Question 8

Which of the following is not included in Title VII of the Civil Rights Act of 1964 prohibitions against discrimination?

A) Race.
B) Sex.
C) Age.
D) Religion.

Question 9

Sexual harassment

A) is often a result of normal professional behaviors between men and women at work.
B) must occur between a manager or supervisor and a subordinate to be considered illegal.
C) should be disciplined with severity, regardless of the nature of the harassment.
D) may include lewd jokes, sexually explicit posters, or sexual comments at work.
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Question 10

Which of the following is not true of workers under 40 years of age?

A) They are not protected by the Age Discrimination in Employment Act.
B) They are unlikely to experience age-related discrimination and harassment.
C) Younger workers are protected in some countries other than the U.S.
D) Younger workers are protected in some cities and states in the U.S.

Question 11

Under Title VII

A) employers are required to reasonably accommodate employees' sincerely held religious beliefs or practices.
B) people without religious beliefs are provided no protection from employment-related discrimination.
C) women, but not men, are afforded protection from employment-related discrimination.
D) sex discrimination is prohibited, but not sexual harassment.

Question 12

Compliance with laws

A) is one of many methods and means to pursue diversity.
B) is less important than whether discrimination is intentional or unintentional.
C) can be troublesome, expensive, and costly, especially for medium-sized companies compared with other companies.
D) will be more complex when the age discrimination in employment act changes to protect workers aged 35 and older.

Question 13

Which of the following is true of affirmative action programs?

A) Employers are required to have quotas for hiring certain groups.
B) Compared with the passive nature of Title VII, affirmative action means taking active steps to correct or reduce under-utilization of certain groups.
C) In cases of egregious discrimination, judges wholeheartedly and frequently impose quotas on offending organizations.
D) Affirmative action programs are only for minorities.

Question 14

The Equal Pay Act of 1963

A) has been somewhat successful in reducing wage disparities between whites and minorities.
B) is an amendment to Title VII of the Civil Rights Act.
C) has been limited by sex segregation and exceptions due to merit and seniority.
D) has reduced the wage gap to about 10 cents to the dollar.

Question 15

If women are underutilized in an organization,

A) the organization should implement plans to correct the underutilization.
B) the organization should implement hiring quotas for women until the underutilization no longer exists.
C) training or differential recruitment methods might be implemented to correct the underutilization.
D) it is likely their own fault thus no action is required on the part of the organization.

Question 16

Disparate treatment

A) occurs when an apparently neutral policy, such as height and weight requirements, has the effect of discrimination against certain groups.
B) occurs when an employee or applicant is treated differently because of his or her race, sex, age, or other protected category.
C) is easy for applicants or employees to recognize and prove.
D) is more likely to occur in those organizations that do the most to avoid it.
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Question 17

Which of the following is true of age discrimination in employment?

A) The Age Discrimination in Employment Act (ADEA) is defined as prohibiting employment-related discrimination against persons who are 50 and older.
B) Age discrimination is of less importance now than in the past due to the millions of aging baby boomers in the United States.
C) Retaliation against those who file claims of discrimination is not illegal.
D) Acting on stereotypes about someone's ability based on his or her age is prohibited under the ADEA.

Question 18

Terry, who is Jordan's supervisor, continually asks Jordan for a date. When Jordan continually refuses, Terry begins scheduling Jordan to work every weekend, when previously weekends were rotated through the employees. This is an example of

A) discriminatory scheduling behavior.
B) quid pro quo harassment and retaliation.
C) hostile environment harassment.
D) Terry's legal right to schedule at will.
E) hostile work harassment.

Question 19

Which of the following is true of discrimination claims and the EEOC?

A) About 500,000 claims are filed with the EEOC annually.
B) Between 50 and 75% of claims filed are resolved in favor of the charging party each year.
C) The EEOC issues guidelines to assist employers in interpreting and complying with laws.
D) The EEOC first litigates, then attempts to conciliate when litigation is unsuccessful.

Question 20

People with different religious backgrounds are protected against employment-related discrimination. Which of the following is not true about these protections?

A) They include flexible scheduling to accommodate employees' religious beliefs.
B) These protections are part of Title VII.
C) They can include making job reassignments to accommodate religious beliefs, but lateral job transfers are not included.
D) They require employers to provide reasonable accommodations for employees' sincerely held religious beliefs.

Question 21

Of all the sexual harassment claims filed with the EEOC, 84% are filed by women.

Question 22

Changing recruiting venues or methods may allow people from diverse backgrounds to have more opportunities to compete for job openings.

Question 23

Most accommodations for workers with disabilities, cost between $500 and $1000 each.

Question 24

In the research on the effects of diversity on judges and on judicial decisions, researchers found that

A) about 60% of all federal and state judges are White.
B) White and minority judges make very similar rulings.
C) male judges were more likely than female judges to rule for the party bringing the complaint in sex discrimination cases.
D) White judges were more likely than Black judges to make judgments in favor of the employer in racial harassment cases.

Question 25

Federal legislation prohibits employment discrimination on the basis of sexual orientation.

Question 26

Up to 75% of working women have experienced or will experience sexual harassment at some point during their working lives.

Question 27

Since Title VII has been in existence for over four decades, disparate treatment is now rare in organizations.

Question 28

Affirmative action programs are only for minorities.

Question 29

To prevent sexual harassment,

A) proactive steps may yield negative reactions.
B) a warning is never an appropriate disciplinary action.
C) avoid wide dissemination of the organization's policy on sexual harassment to prevent legal challenges.
D) there should be multiple ways to complain if harassment occurs.

Question 30

The Family and Medical Leave Act

A) allows covered employees to take up to 6 months of unpaid leave in certain circumstances.
B) allows covered employees to take unpaid leave to care for domestic partners.
C) allows covered employees to take unpaid leave to care for an ailing grandparent.
D) has been criticized for multiple reasons.

Question 31

Charges of discrimination have declined in recent years in most categories.

Question 32

The Lilly Ledbetter Fair Pay Act

A) restores the pre-Ledbetter position that with every paycheck that is discriminatory, a new clock starts.
B) was enacted in 1964 right after the Equal Pay Act of 1963.
C) requires a claim must be filed within 60 days of a discriminatory pay decision.
D) requires a claim must be filed within 90 days of a discriminatory pay decision.

Question 33

The Pregnancy Discrimination Act requires employers to provide maternity leave and benefits for pregnant women.

Question 34

About 50% of sexual harassment charges filed with the EEOC are resolved in the charging party's favor.

Question 35

The Americans with Disabilities Act Amendments Act of 2008

A) emphasizes that the definition of a disability should be construed narrowly.
B) states that an impairment that is episodic and in remission is not a disability.
C) focuses on the definition of a more limited number of disabilities.
D) makes it easier for those seeking protection to establish having a disability.

Question 36

Sex segregation limits the effectiveness of the Equal Pay Act.

Question 37

Title VII of the Civil Rights Act covers labor organizations and employment agencies.

Question 38

When dealing with discrimination cases in organizations, the EEOC often targets multiple acts of discrimination.

Question 39

Disparate impact is intentional discrimination.

Question 40

Under the Americans with Disabilities Act

A) employers may ask applicants whether a disability resulted from an accident or whether it was genetic.
B) employers may ask applicants about the severity of a disability.
C) employers may only ask about applicants' ability to perform specific job functions.
D) employers may not ask job related questions but may give the applicant an opportunity to demonstrate abilities.
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Question 41

Non-marital partners parenting their partners' children are not currently covered under the FMLA.

Question 42

In some cases, The Older Workers Benefit Protection Act allows employers to reduce benefits based on age.

Question 43

One aspect of gender role socialization is that the process socializes people to consider jobs outside of the traditional jobs for men and for women.

Question 44

Affirmative action programs require employers to have hiring quotas if women and minorities are under-utilized.

Question 45

Discrimination against younger workers is not generally illegal.

Question 46

​One reason given for many complaints to the EEOC not resulting in settlements or judgments for the plaintiffs is a lack of diversity in the judiciary.

Question 47

When no Federal acts prohibit discrimination, state, local, and city ordinances may do so.

Question 48

Nancy Crowe found that female judges are no more likely than male judges to rule for the plaintiffs​ in sex discrimination cases.

Question 49

In the majority of U.S. states, employment discrimination against those who are fat, gay, or lesbian is not illegal.

Question 50

To be covered by the Americans with Disabilities Act, a person must be qualified to perform the essential job functions, with or without reasonable accommodation.