BLAW Chapter 17 Test Bank Solution Manual (Already Passed)
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BLAW Chapter 17
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BLAW Chapter 17
BLAW Chapter 17 Test Bank Solution Manual (Already Passed)
Title VII of the Civil Rights Act of 1964 does not apply to employers with fifteen or more employees - Answers false
The Civil Rights Act of 1964 prohibits discrimination against job applicants on the basis of national origin - Answers tr...
BLAW Chapter 17 Test Bank Solution Manual (Already Passed)
Title VII of the Civil Rights Act of 1964 does not apply to employers with fifteen or more employees -
Answers false
The Civil Rights Act of 1964 prohibits discrimination against job applicants on the basis of national origin
- Answers true
Title rights of employees to bring discrimination claims against their employer as a group, or class, is
limited - Answers true
Title VII of the Civil Rights Act of 1964 prohibits only intentional discrimination - Answers false
Making out a prima facie case of discrimination means that a plaintiff has met his or her initial burden of
proof - Answers true
Intentional discrimination means that a plaintiff has met his or her initial burden of proof - Answers true
When a job requirement excludes members of a protected class from a employer's workforce at a
substantially higher rate than nonmembers, discrimination occurs - Answers true
Mere fear of ligation is a sufficient reason for an employer to engage in reverse discrimination - Answers
false
Section 1981-- a federal statute that prohibits discrimination on the basis of race or ethnicity in the
formation or enforcement of contracts-- can provide a basis for a plaintiff's employment-discrimination
action - Answers true
Employers can require employees to participate in religious activity - Answers false
Employers cannot treat their employees more or less favorably based on their religious beliefs or
practices - Answers true
A plaintiff alleging wage discrimination must file a complaint within a certain period of time of the
decision that set the discriminatory pay - Answers false
Federal law prohibits employers from classfying jobs as male or female - Answers true
Federal law does not prohibit employers from engaging in gender-based wage discrimination - Answers
false
Sexual harassment occurs only if sexual favors are demanded of an employee - Answers false
Employee demotion will support a finding of constructive discharge, particularly when the employee
was subjected to humiliation - Answers true
Constructive discharge is a theory that plaintiffs can use to establish only certain types of discrimination
claims - Answers false
, A tangible employment action is a significant change in employment status or benefits - Answers true
When the harassment by co-workers creates a hostile working environment, an employee may have a
cause of action against the empoyer - Answers true
An employer may be liable for the harassment by nonemployees if the employer knew about the
harassment and failed to take corrective action - Answers true
Protective against discrimination under the Civil Rights Act of 1964 extends to individuals who are
sexually harassed by members of the same gender - Answers true
There is no cap on damages fir discrimination in violation of the Civil Rights Act of 1964 - Answers false
A plaintiff who proves unlawful discrimination may be awarded reinstatement back pay, but not
retroactive promotions - Answers false
Under the Age Discrimination in Employment Act of 1967, a plaintiff must prove that he or she was
replaced by a person "outside the protected class" - Answers false
State employers are not immune from private suits brought by employees under the Discrimination in
Employment Act of 1967 - Answers false
Under the Age Discrimination in Employment Act of 1967, the plaintiff must show that unlawful
discrimination was the reason for an adverse employment action - Answers true
State employers are not immune from private suits brought by employees under the Americans with
Disabilities Act of 1990 - Answers true
Under the Americans with Disabilities Act of 1990, an employer must hire unqualified applicants who
have disabilities - Answers false
Employers can consider mitigating measures or medications when determining if an individual has a
disability that fits the definition in the Americans with Disabilities Act of 1990 - Answers false
If a job applicant or an employee with a disability, with reasonable accommodation, can perform
essential job functions, the employer must make the accommodation - Answers true
The Americans with Disabilities Act of 1990 requires that employers accommodate the needs of
applicants or employees with disabilities who are not otherwise qualified for the work - Answers false
Employers who do not accommodate the needs of persons with disabilities must demonstrate that the
accommodations would cause undue hardship - Answers true
Gender can be a bona fide occupational qualification - Answers true
An employer may defend against a claim of unintentional discrimination by asserting that a practice that
has a discriminatory effect is a business necessity. - Answers true
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