HR 357 / HR357 EMPLOYMENT LAW - UNIT 5: QUIZ 2
Score for this quiz: 150 out of 150
Submitted Nov 12 at 10:59pm This attempt took 44 minutes.
Gender
... [Show More] can be a BFOQ for the female role in a movie.
True
False Chapter 8
Discrimination on the basis of gender identity is not covered under Title VII.
True
False Chapter 10
If an employer is unfamiliar with an employee's religion, no duty to reasonably accommodate the employee exists.
True
False Chapter 11.
Atheism can be a religion for Title VII purposes.
True
False Chapter 11
Grooming codes that require men to wear ties have been upheld in court.
True
False Chapter 8
Hostile environment sexual harassment involves an exchange of sexual activity for workplace benefit.
True
False Chapter nine
Hiring men or women on the basis of customer preference is lawful under Title VII.
True
False Chapter 8
Under Title VII, workplace harassment based on religion is illegal.
True
False Chapter 11
Employees who have Title VII claims may also pursue claims under state law or other Federal law.
True
False Chapter 9
The requirements for a claimant to prove quid pro quo sexual harassment and hostile environment sexual harassment are identical.
True
False Chapter 9
Employers do not have to treat pregnant employees equally with employees who are disabled on a short term basis if pregnant employees need lighter duty because pregnancy is not a disability.
True
False p 370
Refusing to hire a pregnant woman on the basis of the pregnancy is lawful under the Pregnancy Discrimination Act, but firing an employee after discovering she is pregnant is unlawful.
True
False p 370
Religion can be a BFOQ …
When it is reasonably necessary for business operations (i.e. a church hiring a pastor).
For universities substantially owned by a religion.
A & B
Under any circumstance.
Under no circumstances.
Chapter 11
The Pregnancy Discrimination Act prohibits:
Pregnancy as a BFOQ
Fetal protection policies
Hiring of pregnant women
Discrimination by an employer on the basis of pregnancy. Chapter 8
The EEOC recommends considering the following factors when determining the truth in allegations of harassment:
Demeanor and inherent plausibility
Past record and motive to falsify
Evidence such as witness testimony
All of the above Chapter 9
can be described as whomever a person is attracted to.
Gender identity
Transgender
Gender dysphoria
Sexual orientation Chapter 10
In hostile environment sexual harassment, the activity by the harasser:
Is wanted by the victim.
Doesn't seem pervasive or severe.
Is based on the gender of the victim (harasee).
All of the above
Page 418, chapter nine
Which is true?
Reasonable accommodation will vary depending on the situation.
Employers cannot consider cost when determining whether accommodation is reasonable.
Employers do not have to make reasonable accommodations on the basis of religion.
All are true. Chapter 11
Both men and women are protected under
Title VII
The Equal Pay Act
Both A and B
Only women are protected. Chapter eight
According to the Equal Pay Act, the determines whether jobs are substantially equal.
Job content
Job title
Job description
Opinion of the employee's supervisor Chapter eight
If an employee can prove a prima facie case for religious discrimination,
The employee wins automatically.
The employer must prove that it offered reasonable accommodation to the employee
The employer must prove it could not offer reasonable accommodation to the employee without experiencing undue hardship.
Either B or C
Page 487, chapter 11
Which of the following describes quid pro quo sexual harassment?
Sexual activity is not required to receive a workplace benefit.
Sexual activity is required for a promotion.
A hostile work environment is created.
Posters on the wall featuring models in bathing suits. Chapter 9
When employees experience religious conflicts at work, the responsibility to reasonably accommodate applies to .
Employers and unions
Unions only
Employers only
No one. Religious conflicts are not protected under Title VII. Chapter 11
Focusing on when considering a complaint against a LGBT employee can greatly decrease possible liability.
Affinity orientation
Gender identity
Conduct of the employee
Sexual orientation of the person making the complaint. Chapter 10
Sexual orientation workplace discrimination is prohibited:
In 21 states plus Washington, DC
In 5 states plus Washington, DC
By Federal law
In all 50 states plus Washington, DC. Chapter 10
Which is true about sexual harassment claims?
Employers must fire all harassers.
Employers may punish harasees for reporting harassment.
"Immediate and appropriate corrective action" must be taken by employer.
Past history of the harasser must not be considered. Chapter nine
Gender pay equality is a concept from:
The Equal Pay Act
Title VII
Both
Neither Chapter 8
An employer may able to use the as a defense to hostile environment sexual harassment if the employer has a sexual harassment policy and the employee did not notify the employer of the harassment.
Ellerth/Faragher Defense
Reasonable Victim Defense
Reasonable Person Defense
Quid pro quo Defense Chapter 9
The views the activity of the harasser from the perspective of a reasonable person in society.
Reasonable victim standard
Quid pro quo standard
Reasonable person standard
Hostile environment standard Chapter 9
Gender discrimination can be:
Asking interview questions only to men and not women or vice versa
Asking application questions about maiden names
Not giving female employees the night shift.
All of the above Chapter 8
Gender identity statutes are laws protecting from workplace discrimination on the basis of gender identity.
Transgenders
All LGBT employees
NonLGBT employees
No such law exists in the United States. Chapter 10
A construction worker has recently converted to Sikhism. He tells his supervisor that he must wear a turban at all times as part of his religious practice, which means he cannot wear the construction hat required by safety regulations. Which of the following statements is true of this case?
The employer must allow the worker to wear a turban instead of a construction hat.
The employer need not accommodate the worker's religious belief because it did not exist when the employer hired the worker.
The employer must attempt a goodfaith accommodation of the religious conflict and the worker must assist in the attempted accommodation.
The employer must ask the worker to quit immediately.
States that do not prohibit workplace discrimination on the basis of sexual orientation include:
California & Colorado
Georgia & Oklahoma
Vermont & Hawaii
All states prohibit this.
Chapter 10
In Oncale v. Sundowner Offshore Services, Inc., The Supreme Court held that same gender sexual harassment:
Must be based on the sexual orientation of the victim.
Must not be based on the sexual orientation of the victim.
Is not a valid claim under Title VII.
Does not exist. Chapter 10
The employer's Title VII duty to try to find a way to avoid conflict between
workplace policies and an employee's religious practices or beliefs is known as the duty of:
Business necessity.
Disparate treatment
Affirmative action
Reasonable accommodation
Iqbal, the only Muslim employee at his new firm, has approached the Equal
Employment Opportunity Commission complaining that his colleagues address him as "the local terrorist." He also states that, even after repeated requests, his colleagues have not mended their ways. He is a victim of:
Quid pro quo
Reverse discrimination
Religious harassment
Sexual harassment
policies are adopted by an employer that limit or prohibit employees
from performing certain jobs or working in certain areas of the workplace because of the potential harm presented to pregnant employees or the reproductive system or capacity of employees.
Fetal protection
Affirmative action
Glass ceiling
Pregnancy validation
Although she was as qualified as her male coworkers, Alyssa was never
considered for executive positions. Alyssa it is a victim of:
Whistle blowing
Reasonable accommodation
A glass ceiling
Affirmative action
Which of the following is said to exist when someone's behavior in the
workplace creates an atmosphere that makes it difficult for someone of a particular sex to work?
Disparate impact
Hostile working environment
Disparate treatment
Glass ceiling [Show Less]