Q&A Hero

Business Law

Q: Workers cannot both receive workers' compensation and sue their employers in court for damages.
Q: Workers' compensation acts bar injured workers from suing responsible third parties to recover damages.
Q: If a light-skinned member of a race refuses to hire a dark-skinned member of the same race, this will constitute as discrimination in violation of ________. A) Title I of ADA B) Title II of GINA C) Title VII of the Civil Rights Act D) Title IV of GINA
Q: Before the Industrial Revolution, the doctrine of laissez-faire governed the employment relationship in the United States.
Q: Under common law, employees who were injured on the job could not sue their employers for negligence.
Q: Employees are required to purchase workers' compensation insurance from private insurance companies or state funds.
Q: For an injury to be compensable under workers' compensation, the claimant must prove that he or she was harmed by an employment-related injury.
Q: QuickMoney LLC is looking to fill its chief executive officer position, as the current CEO is retiring soon. QuickMoney receives applications for this position from many persons, including Joe Thomas, an African-American. Mr. Thomas is the best-qualified applicant for the job. If QuickMoney does not hire Mr. Thomas because he is an African-American, the company has engaged in ________ discrimination. A) genetic information B) race C) color D) national origin
Q: Which of the following types of employment discrimination is carried out against a person because of his or her heritage or cultural characteristics? A) race discrimination B) color discrimination C) national origin discrimination D) genetic information discrimination
Q: If a company does not hire certain employees because of their accents, it has carried out ________ discrimination. A) genetic information B) race C) color D) national origin
Q: To claim under disparate-treatment discrimination, the complainant must prove that ________. A) he or she is physically challenged B) he or she was rejected due to over-qualification C) he or she belongs to a Title VII protected class D) he or she is covered by Title I of the ADA
Q: A member of a minority race applies for a promotion to a position advertised as available at his company. The minority applicant, who is qualified for the position, is rejected by the company which hires a nonminority applicant for the position. The minority applicant can sue under ________. A) Title I of ADA B) Title II of GINA C) Title VII of the Civil Rights Act D) Lilly Ledbetter Fair Pay Act
Q: ________ discrimination occurs when an employer discriminates against an entire protected class. A) Disparate-treatment B) Disparate-impact C) Favored-treatment D) Unfair-impact
Q: Which of the following is true of employment discriminations defined under Title VII? A) Disparate-treatment discrimination can be proven through statistical data about an employer's employment practices. B) Disparate-impact discrimination occurs when an employer adopts a work rule that is neutral on its face but is shown to cause an adverse impact on a protected class. C) Disparate-treatment discrimination occurs when an employer discriminates against an individual of a protected class. D) Sexual harassment and refusal to hire physically challenged employees are illustrations of disparate-impact discrimination.
Q: Which of the following is an instance of disparate-treatment discrimination? A) An employer does not promote Kelly as she is about take maternity leave. B) Ghalib, who is fluent in English, is not hired as a writer due to his Iraqi heritage. C) An employer refuses to install a wooden ramp to accommodate Lin who is restricted to a wheelchair. D) A factory hires 22-year old Jerry over 46-year old Barry, citing age as the reason.
Q: ________ discrimination occurs when an employer treats a specific individual less favorably than others because of that person's race, color, national origin, sex, or religion. A) Disparate-treatment B) Disparate-impact C) Favored-treatment D) Unfair-impact
Q: If the EEOC chooses not to bring suit, it issues a(n) ________ to the complainant. A) affirmative defense B) right to sue letter C) filing date D) document of claim
Q: Which of the following is true of the right to sue letter issued by the EEOC? A) It is issued when the EEOC chooses to bring suit. B) It is issued when the EEOC does not find a violation. C) It is issued when the complainant is found guilty. D) It is issued only when the discrimination is racial in nature.
Q: The ________ is a federal statute that permits a complainant to file an employment discrimination claim against an employer within 180 days of the most recent paycheck violation. A) Civil Rights Act of 1968 B) Title II of GINA C) Civil Rights Act of 1964 D) Lilly Ledbetter Fair Pay Act
Q: Gloria's employer deducted 20 percent of her pay in the month of January due to personal problems he had with her. Under the Lilly Ledbetter Fair Pay Act, what period of time does Gloria have to file an employment discrimination claim? A) within the month of July the same year B) within the end of the financial year C) within the month of April the same year D) within the month of January the next year
Q: The ________ was intended to eliminate job discrimination based on race, color, national origin, sex, and religion. A) Lilly Ledbetter Fair Pay Act B) Fair Employment Practices Act C) Title II of GINA D) Title I of the ADA
Q: Which of the following best describes the scope of Title VII of the Civil Rights Act of 1964? A) It applies to all employers irrespective of the number of employees. B) It does not apply to labor unions. C) It does not cover state and local governments. D) It does not apply to Native American tribes.
Q: The ADAAA is a federal statute that makes it illegal for an employer to discriminate against job applicants and employees based on genetic information.
Q: Federal antidiscrimination laws prohibit employers from engaging in retaliation against an employee for filing a charge of discrimination.
Q: An affirmative action plan provides that certain job preferences will be given to members of minority racial and ethnic groups, females, and other protected-class applicants when making employment decisions.
Q: The ________ is the federal agency responsible for enforcing most federal antidiscrimination laws. A) EEOC B) FEPA C) ADEA D) BFOQ
Q: Which of the following is true of the EEOC? A) It cannot seek injunctive relief. B) Its members are elected from state legislatures. C) Its jurisdiction is limited to charges of racial discrimination. D) A person should file a complaint with EEOC after filing a discriminatory lawsuit against the employer.
Q: A complainant may file his or her employment discrimination claim with the ________ instead of the EEOC. A) ADA B) ADEA C) FEPA D) BFOQ
Q: The ADA is a federal statute that imposes obligations on employers and providers of public transportation, telecommunications, and public accommodations to accommodate individuals with disabilities.
Q: Employers are obligated to provide reasonable accommodations to physically challenged employee if they do not incur significant difficulty or expense for the employers.
Q: Employees stricken with cancer, diabetes, or epilepsy are considered qualified individuals with a disability under ADA provisions.
Q: The ADEA is a federal statute that prohibits age discrimination practices against employees who are 40 years and older.
Q: Denying employment to a woman because she is pregnant is a form of quid pro quo sex discrimination.
Q: If an employer denies a salary hike to an employee because she is a woman, the employer is liable for sexual harassment.
Q: Employers are not strictly liable to any of their employees who might have suffered sexual harassment at the workplace.
Q: Labor unions are not covered under Title VII of the Civil Rights Act.
Q: Federal workers are not covered under the Equal Pay Act.
Q: A person having origins in any of the original peoples of the Middle East belongs to the Caucasian racial group.
Q: If a light-skinned member of a race refuses to hire a dark-skinned member of the same race, it constitutes racial discrimination.
Q: A private plaintiff can bring an action of employment discrimination under Section 1981 without going through the procedural requirements of Title VII.
Q: There is no cap on the recovery of compensatory or punitive damages under Section 1981.
Q: The Civil Rights Act of 1866 is unconcerned with national origin employment discrimination.
Q: If an employer refuses to promote a qualified female to a management position because of her gender, this would be in violation of Title VII.
Q: Discrimination because of pregnancy, childbirth, or related medical conditions violates the Civil Rights Act of 1866.
Q: Disparate-treatment discrimination occurs when an employer treats a specific individual less favorably than others because of that person's race, color, national origin, sex, or religion.
Q: Disparate-impact discrimination occurs when an employer adopts a work rule that is neutral on its face but is shown to cause an adverse impact on a protected class.
Q: If an employer refuses to promote all persons of the Asian race, the company has engaged in disparate-impact discrimination.
Q: Title VII of the Civil Rights Act of 1964 applies to employers with any number of employees.
Q: Native American tribes and tax-exempt private clubs are expressly excluded from Title VII of the Civil Rights Act of 1964.
Q: U.S. citizens employed by U.S. companies located in foreign countries are not covered by Title VII of the Civil Rights Act of 1964.
Q: The EEOC and a complainant can jointly sue an employer who discriminated against the complainant.
Q: The EEOC will issue a right to sue letter to the complainant even if it does not find a violation upon investigation of the charge.
Q: A complainant cannot file his or her claim of discrimination with the FEPA instead of the EEOC.
Q: A plaintiff can file a claim against an employer within 180 days of the most recent paycheck violation.
Q: Title VII of the Civil Rights Act was intended to eliminate job discrimination based on race, color, national origin, sex, and religion.
Q: ________ refers to a policy which provides that certain job preferences will be given to minority or other protected class applicants when an employer makes an employment decision.
Q: ________ is discrimination against a group which is usually thought of as a majority.
Q: The Equal Employment Opportunity Commission is the federal administrative agency that is responsible for enforcing most federal antidiscrimination laws.
Q: The jurisdiction of the EEOC is restricted to investigating charges of discrimination based on gender.
Q: If a person believes that he or she has been discriminated against in the workplace, he or she cannot immediately file a lawsuit against the employer.
Q: The ________ is a federal statute that prohibits age discrimination in employee benefits.
Q: Title I of the ADA requires employers to make ________ to assist employees with disabilities that do not cause undue hardship to the employer.
Q: Discriminating against a possible job applicant because of his or her family history of heart ailments is forbidden under ________.
Q: Discrimination based on protected classes, other than race or color, is permitted if it is shown to be a ________.
Q: The ________ protects both sexes from pay discrimination based on sex.
Q: ________ is the federal statute that prohibits job discrimination based on the race, color, religion, sex, or national origin of the job applicant.
Q: The ________ is a federal statute enacted after the Civil War that prohibits racial and national origin employment discrimination.
Q: The ________ is an amendment of Title VII of the Civil Rights Act of 1964 that forbids employment discrimination because of pregnancy, childbirth, or related medical conditions.
Q: Title VII prohibits any form of gender discrimination where sexual favors are requested in order to obtain a job or be promoted. This is called ________ discrimination.
Q: The ________ is the federal administrative agency responsible for enforcing most federal antidiscrimination laws.
Q: The ________ Act of 2009 is a federal statute that permits a complainant to file an employment discrimination claim against an employer within 180 days of the most recent paycheck violation.
Q: The ________ letter is issued by the EEOC if it chooses not to bring an action against an employer that authorizes a complainant to sue the employer for employment discrimination.
Q: ________ discrimination occurs when an employer discriminates against a specific individual because of his or her race, color, national origin, sex, or religion.
Q: ________ discrimination occurs when an employer adopts a work rule that is neutral on its face but is shown to cause an adverse impact on a protected class.
Q: An employee feels discriminated against by his employer, based on his religion. Who must he approach before filing a lawsuit against the employer? Describe the process.
Q: Explain the scope and provisions of Title VII of the Civil Rights Act.
Q: Distinguish between disparate-treatment and disparate-impact discrimination.
Q: When is an employer required to prove a bona fide occupational qualification? Explain with an example.
Q: Explain the concept of reasonable accommodation of physically challenged employees. When is an employer not obligated to provide such accommodation?
Q: The ________ is a federal statute that prohibits age discrimination practices against employees who are 40 years and older. A) FEPA B) OWBPA C) ADEA D) EEOC
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