Employment Law for Business Dawn Bennett Alexander 9th Edition- Test Bank
To Purchase this Complete Test Bank with Answers Click the link Below
If face any problem or
Further information contact us At tbzuiqe@gmail.com
Sample Test
Employment Law for Business, 9e (Bennett)
Chapter 3 Title VII of the Civil Rights Act of 1964
1) The 1964 Civil Rights Act was passed the year after the historic
march on Washington, which was led by the late Rev. Dr. Martin Luther King, Jr.
Answer: TRUE
Explanation: The 1964 Civil Rights Act was passed the year
after the historic August 28, 1963, march on Washington, which celebrated its
50th anniversary in 2013. It was at this march that the late Rev. Dr.
Martin Luther King, Jr., gave his famous “I Have a Dream” speech on the steps
of the Lincoln Memorial.
Difficulty: 1 Easy
Topic: A Historic Rights Act
Learning Objective: 03-01 Explain the history leading up
to passage of the Civil Rights Act of 1964.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
2) Jim Crow laws, which required racial desegregation, were
passed after the Brown
v. Topeka Board of Education case.
Answer: FALSE
Explanation: The Jim Crow laws were a system of racial
segregation practiced virtually everywhere in the United States. The system was
enforced through law, ironclad social custom, and, many times, violence.
Difficulty: 1 Easy
Topic: A Historic Rights Act
Learning Objective: 03-01 Explain the history leading up
to passage of the Civil Rights Act of 1964.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
3) For employers, passage of Title VII of the Civil Rights Act
of 1964 meant that virtually any employment decision could be challenged by an
employee or applicant who falls within the Title VII categories.
Answer: TRUE
Explanation: Title VII prohibits discrimination in hiring,
firing, training, promotion, discipline, or other workplace decisions on the
basis of an employee or applicant’s race, color, gender, national origin, or
religion. Included in the prohibitions are discrimination in pay, terms and
conditions of employment, training, layoffs, and benefits. Virtually any
workplace decision can be challenged by an applicant or employee who falls
within the Title VII categories.
Difficulty: 1 Easy
Topic: The Structure of Title VII
Learning Objective: 03-03 Discuss what is prohibited by
Title VII.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
4) Undocumented workers are not protected by Title VII of the
Civil Rights Act of 1964.
Answer: FALSE
Explanation: Undocumented workers also are covered by
Title VII of the Civil Rights Act of 1964, but after the U.S. Supreme Court’s
2002 ruling in Hoffman
Plastic Compounds, Inc. v. NLRB, the EEOC reexamined its
position on remedies for undocumented workers. The EEOC said that employment
discrimination against undocumented workers is illegal, and they will not ask
employees their status in handling their discrimination claims, but Hoffman affected
the availability of some forms of relief, such as reinstatement and back pay
for periods after discharge or failure to hire.
Difficulty: 1 Easy
Topic: Who Must Comply?
Learning Objective: 03-04 Recognize who is covered by
Title VII and who is not.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
5) The deadline for a non-federal employee to file a claim under
Title VII of the Civil Rights Act of 1964 is 36 months after the discriminatory
event.
Answer: FALSE
Explanation: Nonfederal government employee claims must be
filed within 180 days of the discriminatory event, except those involving 706
agencies. For federal employees, claims must be filed with their employing
agency within 45 days of the event. In a significant U.S. Supreme Court
case, National
Railroad Passenger Corp. (Amtrak) v. Morgan, these deadlines
were made a bit more flexible by the Court for harassment cases.
Difficulty: 1 Easy
Topic: Filing Claims under Title VII
Learning Objective: 03-05 State how a Title VII claim is
filed and proceeds through the administrative process.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
6) U.S. citizens employed outside the United States by foreign
employers are protected against workplace discrimination by Title VII of the
Civil Rights Act of 1964.
Answer: FALSE
Explanation: The Civil Rights Act of 1991 extended Title
VII’s (the Civil Rights Act of 1964) coverage to U.S. citizens employed by
American employers outside the United States. Non-U.S. citizens are protected
in the United States but not outside the United States.
Difficulty: 1 Easy
Topic: Who Must Comply?
Learning Objective: 03-04 Recognize who is covered by
Title VII and who is not.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
7) If an employee is not satisfied with the conclusion of the
Equal Employment Opportunity Commission (EEOC) that Title VII has not been
violated (a no-reasonable-cause finding), he may take the matter to a federal
district court.
Answer: TRUE
Explanation: After investigation, if the EEOC finds there
is no reasonable
cause for the employee’s discrimination complaint, the
employee is given a dismissal and notice of rights, often known as a right-to-sue letter.
If the employee wants to pursue the matter further despite the EEOC’s
conclusion that Title VII has not been violated, the employee is now free to do
so, having exhausted the administrative remedies of the EEOC. The employee can
then bring suit against the employer in federal court within 90 days of
receiving the notice.
Difficulty: 1 Easy
Topic: No-Reasonable-Cause Finding
Learning Objective: 03-06 Determine if a Title VII
claimant is able to proceed after receiving a no-reasonable-cause finding.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
8) If an employee files a lawsuit against their employer after
exhausting their administrative remedies, the case is handled by the court as
if there had not already been a finding by the EEOC.
Answer: TRUE
Explanation: If the EEOC originally found no cause and issued
the complaining party a right-to-sue letter, the employee can take the case to
court, seeking judicial
review. Title VII requires that courts accord EEOC
decisions de
novo review Under
de novo review, the case is handled entirely as if it were new, as if there had
not already been a finding by the EEOC. Employees proceeding with a
no–reasonable-cause letter are also free to develop the case however they wish
without being bound by the EEOC’s prior determination.
Difficulty: 1 Easy
Topic: No-Reasonable-Cause Finding
Learning Objective: 03-06 Determine if a Title VII
claimant is able to proceed after receiving a no-reasonable-cause finding.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
9) With the passage of Title VII of the Civil Rights Act of
1964, the Reconstruction Civil Rights Acts were no longer available as a means
to pursue a claim of discrimination based on race.
Answer: FALSE
Explanation: The three post–Civil War statutes are now
codified as 42 U.S.C. sections 1981, 1983, and 1985 (together known as The
Reconstruction Civil Rights Acts). They prohibit discrimination on the basis of
race in making and enforcing contracts; prohibit the denial of civil rights on
the basis of race by someone behaving as if they are acting on behalf of the
government (called under
color of state law); and prohibit concerted activity to deny
someone their rights based on race. Sections 1981 and 1983 are the laws most
frequently used in the employment setting if a claim is not brought using Title
VII. Since Title VII is part of a comprehensive statutory scheme to prohibit
race and other discrimination, it is the preferred method of enforcing
employment discrimination claims.
Difficulty: 1 Easy
Topic: The Reconstruction Civil Rights Acts
Learning Objective: 03-08 Explain the post-Civil War
statutes, including what each is and what it does.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
10) If the Equal Employment Opportunity Commission (EEOC)
concludes that a workplace discrimination claim does not violate Title VII of
the Civil Rights Act of 1964, the employee has no right to pursue the matter
further in any court.
Answer: FALSE
Explanation: If the Equal Employment Opportunity
Commission (EEOC) finds there is no reasonable cause for an employee’s
discrimination complaint, the employee is given a dismissal and notice of
rights, often known as a right-to-sue letter. If the employee wants to pursue
the matter further despite the EEOC’s conclusion that Title VII has not been
violated, the employee is now free to do so, having exhausted the
administrative remedies of the EEOC.
Difficulty: 2 Medium
Topic: No-Reasonable-Cause Finding
Learning Objective: 03-06 Determine if a Title VII
claimant is able to proceed after receiving a no-reasonable-cause finding.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
11) If the parties involved in a workplace discrimination case
reach an agreement through mediation, that agreement is as binding as any other
settlement agreement.
Answer: TRUE
Explanation: If the parties in a workplace discrimination
case choose to mediate, during mediation they will have the opportunity to
present their positions, express their opinions, provide information, and
express their request for relief. If the parties reach an agreement, that
agreement is as binding as any other settlement agreement.
Difficulty: 1 Easy
Topic: Mediation
Learning Objective: 03-07 Distinguish between the various
types of alternative dispute resolution used by EEOC.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
12) The EEOC cannot pursue an employer’s violations of Title VII
unless an employee files a claim.
Answer: FALSE
Explanation: Violations of Title VII may also be brought
to the EEOC’s attention because of its own investigation or by information
provided by employers meeting their record keeping and reporting requirements
under the law.
Difficulty: 1 Easy
Topic: Filing Claims under Title VII
Learning Objective: 03-05 State how a Title VII claim is
filed and proceeds through the administrative process.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
13) The Civil Rights Act of 1964 prohibits:
1. A)
industrialized nations from forming a free trade association among themselves.
2. B)
employees from participating in labor unions.
3. C)
foreign trade with less developed countries.
4. D) discrimination
relating to employment, education, and public accommodations.
Answer: D
Explanation: The Civil Rights Act of 1964 prohibits
discrimination in education, employment, public accommodations, and the receipt
of federal funds on the basis of race, color, gender, national origin, and
religion. Although several categories of discrimination are included in the
law, it was racial discrimination that was truly the moving force for its
enactment.
Difficulty: 1 Easy
Topic: A Historic Rights Act
Learning Objective: 03-01 Explain the history leading up
to passage of the Civil Rights Act of 1964.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
14) In Brown
v. Topeka Board of Education, the U.S. Supreme Court:
1. A)
passed a law to establish the Equal Employment Opportunity Commission (EEOC).
2. B)
struck down the doctrine of separate but equal educational facilities.
3. C)
declared affirmative action to be a form of illegal reverse discrimination.
4. D)
for the first time recognized the business necessity defense.
Answer: B
Explanation: The doctrine of separate but equal
educational facilities had fallen 10 years before the passage of the Civil
Rights Act in 1964, with the U.S. Supreme Court’s 1954 decision in Brown v. Topeka Board of Education.
However, states were still fighting the change in any number of ways, from
closing down public schools completely, to creating organizations like the
White Citizens Council and the Mississippi Sovereignty Commission, a state agency
of the 11 southern states specifically created to preserve Jim Crow, to using
public revenue to fund all-white private schools established after the Supreme
Court’s decision.
Difficulty: 1 Easy
Topic: A Historic Rights Act
Learning Objective: 03-01 Explain the history leading up
to passage of the Civil Rights Act of 1964.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
15) Catherine, a U.S. citizen, was employed with Blue Mica Inc.
in its London office. Blue Mica Inc. is a Delaware-based corporation with its
principle place of business in New York. Catherine was recently laid off, and
she believes she was a victim of gender discrimination. In this scenario,
Catherine:
1. A)
has no recourse because she was not working in the United States when she was
laid off.
2. B)
has no recourse because employment discrimination laws do not apply to layoffs.
3. C)
has the right to file a discrimination claim against her former employer
pursuant to Title VII of the Civil Rights Act of 1964.
4. D)
has the right to file a discrimination claim against her former employer
pursuant to the Rehabilitation Act of 1973.
Answer: C
Explanation: In this scenario, Catherine has the right to
file a discrimination claim against her former employer as per Title VII of the
Civil Rights Act of 1964. The Civil Rights Act of 1991 further extended Title
VII’s coverage to U.S. citizens employed by American employers outside the
United States. Non-U.S. citizens are protected in the United States but not outside
the United States.
Difficulty: 3 Hard
Topic: Who Must Comply?
Learning Objective: 03-04 Recognize who is covered by
Title VII and who is not.
Bloom’s: Apply
AACSB: Reflective Thinking
Accessibility: Keyboard Navigation
16) The moving force for enactment of Title VII of the Civil
Rights Act of 1964 was:
1. A)
Religious discrimination.
2. B)
Gender discrimination.
3. C)
Racial discrimination.
4. D)
Discrimination based on education.
Answer: C
Explanation: The Civil Rights Act of 1964 prohibits
discrimination in education, employment, public accommodations, and the receipt
of federal funds on the basis of race, color, gender, national origin, and
religion. Although several categories of discrimination are included in the
law, it was racial discrimination that was truly the moving force for its
enactment.
Difficulty: 1 Easy
Topic: A Historic Rights Act
Learning Objective: 03-02 Give examples of the ways that
certain groups of people were treated differently before passage of the Civil
Rights Act.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
17) Sally, a non-U.S. citizen, was employed by Kev Electronics
Inc., a U.S. corporation. She worked at a facility based in London. During a
recent workforce reduction, Sally was terminated from her job. She noticed that
only female employees were laid off. She contacted the Equal Employment
Opportunity Commission (EEOC) to file a discrimination claim. In the context of
employees covered under Title VII of the Civil Rights Act of 1964, which of the
following is true?
1. A)
Sally’s claim will be investigated by the EEOC as her discrimination claim is
against an American employer.
2. B)
Sally’s claim cannot be filed with the EEOC because the Federal Trade
Commission (FTC) is in charge of employment discrimination against non-U.S.
citizens.
3. C)
Sally’s claim cannot be filed with the EEOC because she is not a U.S. citizen
and she does not live in the United States.
4. D)
Sally’s claim will be investigated by the EEOC because she falls under a protected
group.
Answer: C
Explanation: Sally’s claim cannot be filed with the Equal
Employment Opportunity Commission (EEOC) because she is not a U.S. citizen and
she does not live in the United States. The Civil Rights Act of 1991 further extended
Title VII’s (The Civil Rights Act of 1964) coverage to U.S. citizens employed
by American employers outside the United States. Non-U.S. citizens are
protected in the United States but not outside the United States.
Difficulty: 3 Hard
Topic: Who Must Comply?
Learning Objective: 03-04 Recognize who is covered by
Title VII and who is not.
Bloom’s: Apply
AACSB: Reflective Thinking
Accessibility: Keyboard Navigation
18) Justin was employed as an auto mechanic with Madison &
Sons Auto Shop. Mr. Madison employed 20 mechanics in each of his facilities in
Denver, Colorado. Justin was the only African-American mechanic and had been
employed by Mr. Madison for approximately nine years. He applied for a
promotion to chief mechanic on four separate occasions and each time, the
promotion was given to a white male with less seniority and less experience.
After being denied the promotion for the fifth time, Justin filed a
discrimination claim with the Equal Employment Opportunity Commission (EEOC).
Justin’s employment was terminated by Mr. Madison after the EEOC contacted Mr.
Madison concerning the claim. Which of the following will hold true in this
scenario?
1. A)
Mr. Madison cannot be held liable because Title VII of the Civil Rights Act of
1964 covers only employers with more than 50 employees.
2. B)
Mr. Madison can use the bona fide occupational qualification (BFOQ) defense to
protect himself against Justin’s discrimination claim.
3. C)
Mr. Madison may be found liable for violation of the antidiscrimination and the
antiretaliation provisions under the Civil Rights Act of 1964.
4. D)
Mr. Madison cannot be held liable because Justin is an at-will employee.
Answer: C
Explanation: Mr. Madison may be found liable for violation
of the antidiscrimination and the anti-retaliation provisions under the Civil
Rights Act of 1964. Title VII of the Civil Rights Act of 1964 applies to all
private employers employing 15 or more employees, and to federal, state, and
local governments. Title VII includes anti-retaliation provisions. It is a
separate offense for an employer to retaliate against an employee for pursuing
rights under Title VII.
Difficulty: 3 Hard
Topic: Filing Claims under Title VII; Who Must Comply?
Learning Objective: 03-04 Recognize who is covered by
Title VII and who is not.; 03-05 State how a Title VII claim is filed and
proceeds through the administrative process.
Bloom’s: Apply
AACSB: Reflective Thinking
Accessibility: Keyboard Navigation
19) Title VII of the Civil Rights Act of 1964 applies to all of
the following except:
1. A)
private employers employing less than 15 employees.
2. B)
federal, state and local government employees.
3. C)
employees of religious institutions, associations, or corporations hired to
perform work connected with carrying on religious activities.
4. D)
employment agencies and other similar hiring entities making referrals for
employment.
Answer: A
Explanation: Title VII of the Civil Rights Act of 1964
applies to many including employers, unions, and joint labor and management committees
making admission, referral, training, and other decisions, and to employment
agencies and other similar hiring entities making referrals for employment. It
applies to federal, state, and local governments. Private employers with less
than 15 employees are not subject to Title VII.
Difficulty: 2 Medium
Topic: Who Must Comply?
Learning Objective: 03-04 Recognize who is covered by
Title VII and who is not.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
20) Hilary owns and operates a Bed & Breakfast Inn near the
Lumbee Indian reservation. She favors Lumbee Indians when hiring for job
positions at the Inn. Hilary’s hiring practices:
1. A)
violate Title VII of the Civil Rights Act as it prohibits employment
discrimination based on race.
2. B) do
not violate Title VII of the Civil Rights Act because it allows for such
preferential treatment.
3. C) do
not violate Title VII of the Civil Rights Act because of the at-will employment
clause.
4. D)
violate Title VII of the Civil Rights Act because such practices are against
the bona fide occupational qualification (BFOQ) defense.
Answer: B
Explanation: Hilary’s hiring practices do not violate
Title VII of the Civil Rights Act of 1964 because it allows for such
preferential treatment. Title VII permits businesses operated on or around
Native American reservations to give preferential treatment to Native
Americans.
Difficulty: 3 Hard
Topic: Who Must Comply?
Learning Objective: 03-04 Recognize who is covered by
Title VII and who is not.
Bloom’s: Apply
AACSB: Reflective Thinking
Accessibility: Keyboard Navigation
21) Ivan studied voice, opera, and Jewish liturgical music at
the Southern Baptist Theological Seminary. After he graduated, he applied for a
job as a cantor to lead prayer services at the Nashville Downtown Synagogue.
The synagogue refused to consider him for the job because he is not Jewish. If
Ivan files an employment discrimination claim against the Nashville Downtown
Synagogue, the synagogue can:
1964.
A) be held liable for discrimination under Title VII of the
Civil Rights Act of 1964.
1965.
B) defend itself using the ministerial exception to Title VII of
the Civil Rights Act of 1964.
1966.
C) be held liable for retaliation under Title VII of the Civil
Rights Act of 1964.
1967.
D) assert the doctrine of promissory estoppel to protect itself
against Ivan’s claim.
Answer: B
Explanation: If Ivan files an employment discrimination
claim against the Nashville Downtown Synagogue, the synagogue can defend itself
using the ministerial exception to Title VII of the Civil Rights Act of 1964.
The law permits religious institutions and associations to discriminate when
performing their activities. The “ministerial exception” is frequently applied
in employment discrimination cases involving religious institutions.
Difficulty: 3 Hard
Topic: Who Must Comply?
Learning Objective: 03-04 Recognize who is covered by
Title VII and who is not.
Bloom’s: Apply
AACSB: Reflective Thinking
Accessibility: Keyboard Navigation
22) Sam filed a discrimination case against his employer with
the Equal Employment Opportunity Commission (EEOC). The EEOC sent a notice of
charge to Sam’s employer. In this scenario, which of the following is most
likely to be the immediate next step in the process of bringing a
discrimination claim with the EEOC?
1. A)
Both Sam and his employer will receive a referral to mediation from the EEOC,
if appropriate.
2. B)
The EEOC will issue a right-to-sue letter to Sam.
3. C)
Both Sam and his employer will have to offer evidence to the U.S. Supreme Court
as soon as the notice of charge is issued.
4. D)
The EEOC will immediately investigate the claim.
Answer: A
Explanation: In the process of bringing a discrimination
claim with the Equal Employment Opportunity Commission (EEOC), both Sam and his
employer will receive a referral to mediation from the EEOC, if appropriate. In
recent years, the EEOC has adopted several important steps to try to streamline
its case-handling process and make it more efficient and effective, and less time-consuming
for claimants. Primary among the steps is its adoption of mediation as an
alternative to a full-blown EEOC investigation.
Difficulty: 3 Hard
Topic: Filing Claims under Title VII
Learning Objective: 03-05 State how a Title VII claim is
filed and proceeds through the administrative process.
Bloom’s: Apply
AACSB: Reflective Thinking
Accessibility: Keyboard Navigation
23) The federal agency with primary responsibility for handling
most employment discrimination claims under federal law is the:
1. A)
Federal Civil Rights Agency (FCRA)
2. B)
Department of Justice (DOJ)
3. C)
Equal Employment Opportunity Commission (EEOC)
4. D)
Office of Federal Contract Compliance Programs (OFCCP)
Answer: C
Explanation: While a few other agencies have responsibilities
for workplace discrimination issues, the EEOC is the lead agency for handling
issues of job discrimination. The agency deals with most matters of employment
discrimination arising under federal laws, including age, disability, and
genetic information and family medical history. The EEOC has implemented
regulations that govern agency procedures and requirements under the law, and
it provides guidelines to employers for dealing with employment discrimination
laws.
Difficulty: 1 Easy
Topic: A Historic Rights Act
Learning Objective: 03-02 Give examples of the ways that
certain groups of people were treated differently before passage of the Civil
Rights Act.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
24) Which of the following is true of the Jim Crow laws?
1. A)
They led to complete segregation in all aspects of life – from birth to death.
2. B)
They created an environment of equality for people of all races.
3. C)
Jim Crow laws remain on the books today in many jurisdictions.
4. D)
Penalties for violation of Jim Crow laws were minor—often a mere “slap on the
wrist.”
Answer: A
Explanation: Separation of the races was complete under
Jim Crow, and Jim Crow was only outlawed in 1964, the year the Beatles
descended upon America from Britain and rocked the music world.
Difficulty: 2 Medium
Topic: A Historic Rights Act
Learning Objective: 03-02 Give examples of the ways that
certain groups of people were treated differently before passage of the Civil
Rights Act.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
25) Under de novo review:
1. A)
the Equal Employment Opportunity Commission prohibits an employee from taking
his or her discrimination case to a court.
2. B)
the Equal Employment Opportunity Commission does not issue a right-to-sue
letter.
3. C) an
employee claiming workplace discrimination does not go through the Equal
Employment Opportunity Commission’s administrative process.
4. D) an
employment discrimination case is handled by a court as if it were new.
Answer: D
Explanation: Under de novo review, upon going to court, an
employment discrimination case is handled entirely as if it were new, as if
there had not already been a finding by the Equal Employment Opportunity
Commission (EEOC). If the EEOC originally found no cause and issued the
complaining party a right-to-sue letter, the employee can take the case to
court, seeking judicial review. Title VII of the Civil Rights Act of 1964
requires that courts accord EEOC decisions de novo review.
Difficulty: 2 Medium
Topic: Filing Claims under Title VII
Learning Objective: 03-05 State how a Title VII claim is
filed and proceeds through the administrative process.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
26) The function of a 706 agency is:
1. A) to
act as an enforcement agency for state fair employment practice laws (these
generally track Title VII).
2. B) to
handle discrimination claims of federal government employees.
3. C) to
process claims of discrimination for the EEOC under a work-sharing agreement.
4. D)
Both A and C
Answer: D
Explanation: Since most states have their own fair
employment practice laws that track Title VII, they also have their own state
and local enforcement agencies for employment discrimination claims. Most of
these agencies contract with the EEOC to act as a 706 agency (named for the
section of the law that permits them). On the basis of a work-sharing agreement
with the EEOC, these agencies receive and process claims of discrimination for
the EEOC in addition to carrying on their own state business.
Difficulty: 2 Medium
Topic: Filing Claims under Title VII
Learning Objective: 03-05 State how a Title VII claim is
filed and proceeds through the administrative process.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
27) Which of the following is NOT true of the EEOC’s mediation
option?
1. A)
Information disclosed in the mediation process is confidential – it is not even
disclosed to EEOC employees.
2. B)
Mediation is only available in the beginning stages of the claim.
3. C)
The decision to participate in mediation is voluntary for both sides.
4. D) A
decision reached after mediation is binding.
Answer: B
Explanation: Primary among the steps is its adoption of
mediation as an alternative to a full-blown EEOC investigation. If a case is
determined appropriate for mediation, both parties are sent letters and the
decision to participate is voluntary for both parties. The EEOC has expanded its
mediation program to allow a request for mediation at any stage of the
administrative process, even after a finding of discrimination has been issued.
If the parties choose to mediate, any information disclosed is not to be
revealed to anyone, including EEOC employees. If the parties reach agreement,
that agreement is as binding as any other settlement agreement.
Difficulty: 2 Medium
Topic: Mediation
Learning Objective: 03-07 Distinguish between the various
types of alternative dispute resolution used by EEOC.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
28) The Civil Rights Act of 1991 added to Title VII of the Civil
Rights Act:
1. A)
jury trials at the request of either party when compensatory and punitive
damages are sought.
2. B)
mediation as an alternative for resolving discrimination claims.
3. C)
stronger penalties for employees filing false claims.
4. D)
additional bases for a claim of discrimination including weight and hair color.
Answer: A
Explanation: The Civil Rights Act of 1991 also added jury
trials to Title VII. From the creation of Title VII in 1964 until passage of
the 1991 Civil Rights Act 27 years later, jury trials were not permitted under
Title VII. Jury trials are now permitted under Title VII at the request of
either party when compensatory and punitive damages are sought.
Difficulty: 1 Easy
Topic: Filing Claims under Title VII
Learning Objective: 03-05 State how a Title VII claim is
filed and proceeds through the administrative process.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
29) After the Equal Employment Opportunity Commission (EEOC)
completes its investigation in an employment discrimination case, ________.
1. A) it
gives the employee a dismissal and a right-to-sue letter if no reasonable cause
for the employee’s discrimination complaint is found
2. B)
either party cannot ask for reconsideration of the EEOC’s decision
3. C)
the EEOC requires the employer to pay compensatory damages within 30 days of
the discriminatory event
4. D)
the employee is prohibited from pursuing the matter further in federal court if
he or she is not satisfied with the EEOC’s ruling
Answer: A
Explanation: After appropriate investigation, the Equal
Employment Opportunity Commission (EEOC) makes a determination as to whether
there is reasonable cause or no reasonable cause for an employee to charge the
employer with violation of Title VII of the Civil Rights Act of 1964. If the
EEOC finds there is no reasonable cause for the employee’s discrimination
complaint, the employee is given a dismissal and notice of rights, often known
as a right-to-sue letter.
Difficulty: 2 Medium
Topic: No-Reasonable-Cause Finding
Learning Objective: 03-06 Determine if a Title VII claimant
is able to proceed after receiving a no-reasonable-cause finding.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
30) The Equal Employment Opportunity Commission (EEOC)
investigated Chen’s complaint of workplace discrimination against his employer
and sent him a notice stating that it found no reasonable cause for his
complaint. What is Chen’s next step if he wants to pursue the claim?
1. A)
Chen has 180 days after he receives a right-to-sue letter from the EEOC to file
the same complaint with a 706 agency.
2. B)
Chen has 180 days after he receives a favorable letter of recommendation from
the EEOC to sue his employer in federal court.
3. C)
Chen has 90 days after he receives a right-to-sue letter from the EEOC to sue his
employer in federal court.
4. D)
Chen has no right to pursue his complaint further.
Answer: C
Explanation: Chen has 90 days after he receives a
right-to-sue letter from the Equal Employment Opportunity Commission (EEOC) to
sue his employer in federal court. Despite the EEOC’s conclusion that Title VII
of the Civil Rights Act of 1964 has not been violated by an employer, if an
employee wants to pursue his or her discrimination complaint further, the
employee is free to do so, having exhausted the administrative remedies of the
EEOC.
Difficulty: 3 Hard
Topic: No-Reasonable-Cause Finding
Learning Objective: 03-06 Determine if a Title VII
claimant is able to proceed after receiving a no-reasonable-cause finding.
Bloom’s: Apply
AACSB: Reflective Thinking
Accessibility: Keyboard Navigation
31) The main reason why few file discrimination claims under The
Reconstruction Civil Rights Acts is:
1. A)
the statute of limitations is shorter.
2. B)
the courts are clogged with these types of claims, so it is difficult to get a
timely hearing.
3. C) a
claimant generally needs assistance of an attorney, so there can be significant
costs involved.
4. D)
damage recovery is typically more limited than under Title VII.
Answer: C
Explanation: Sections 1981 and 1983 are the laws most
frequently used in the employment setting if a claim is not brought using Title
VII. Since Title VII is part of a comprehensive statutory scheme to prohibit
race and other discrimination, it is the preferred method of enforcing
employment discrimination claims. Employees bringing claims under Title VII go
to the EEOC to file their claim and do not have to pay. Employees bringing
claims under the post–Civil War statutes are on their own and mu st go to an
attorney and must pay. On the other hand, the statute of limitations for the
post–Civil War statutes is longer than under Title VII. In addition, the
damages under section 1981 are unlimited, unlike those under Title VII that
have caps.
Difficulty: 2 Medium
Topic: The Reconstruction Civil Rights Acts
Learning Objective: 03-08 Explain the post-Civil War
statutes, including what each is and what it does.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
32) If the parties involved in an employment discrimination case
choose not to mediate the charge or if the mediation is not successful, the
Equal Employment Opportunity Commission (EEOC):
1. A)
refers the case to a 706 agency.
2. B)
investigates the complaint by talking with the parties and other witnesses.
3. C)
mandates the employer to pay compensatory damages to the employee.
4. D)
issues a right-to-sue letter to the employer.
Answer: B
Explanation: If the parties involved in an employment
discrimination case choose not to mediate the charge or if the mediation is not
successful, the charge is referred back to the Equal Employment Opportunity
Commission (EEOC) for handling. The EEOC investigates the complaint by talking
with the employer and employee and any other necessary witnesses, as well as
viewing any documents or even visiting the workplace.
Difficulty: 2 Medium
Topic: Mediation
Learning Objective: 03-07 Distinguish between the various
types of alternative dispute resolution used by EEOC.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
33) Which of the following is a disadvantage of a mandatory
arbitration clause in an employment contract?
1964.
A) The employees have the disadvantage of essentially having the
courts closed to them for cases under Title VII of the Civil Rights Act of
1964.
1965.
B) Employers suffer from having more number of discrimination
cases in court.
1966.
C) The Equal Employment Opportunity Commission is prevented from
pursuing victim-specific relief for an employee.
1967.
D) The Equal Employment Opportunity Commission is prohibited
from bringing its own enforcement action against an employer.
Answer: A
Explanation: Mandatory arbitration agreements are entered
into by employees with their employers when they are hired and stipulate that
any workplace disputes will be disposed of by submitting them to arbitration
rather than to the Equal Employment Opportunity Commission (EEOC) or the
courts. A mandatory arbitration clause means that while employers gain the
advantage of having fewer cases in court, employees have the disadvantage of
essentially having the courts closed to them for cases under Title VII of the
Civil Rights Act of 1964.
Difficulty: 2 Medium
Topic: Mediation
Learning Objective: 03-07 Distinguish between the various
types of alternative dispute resolution used by EEOC.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
34) Gerald was hired by the Spectacular Tropical Aquarium (STA)
and agreed to resolve any disputes arising out of his employment through
arbitration. Even though Gerald was performing his job efficiently, he was
fired when he became a Rastafarian. Without waiting for the results of the
arbitration, Gerald filed a discrimination complaint with the Equal Employment
Opportunity Commission (EEOC). The EEOC quickly filed a lawsuit on his behalf.
STA moved to have the EEOC’s lawsuit dismissed on the grounds that Gerald
signed a valid mandatory arbitration agreement. In this scenario, the EEOC:
1. A)
cannot bring an enforcement action against STA because Gerald did not wait for
the arbitration results.
2. B)
can bring its own enforcement action against STA despite Gerald’s agreeing to
arbitration.
3. C)
cannot bring an enforcement action against STA because Gerald is an at-will
employee.
4. D)
can bring an enforcement action against STA as EEOC claims cannot be the
subject of mandatory arbitration in any case.
Answer: B
Explanation: In this scenario, the Equal Employment
Opportunity Commission (EEOC) can bring a lawsuit enforcement action against
Spectacular Tropical Aquarium (STA) despite Gerald agreeing to arbitration. The
EEOC claims can be the subject of mandatory arbitration, but this does not
prevent the EEOC from bringing its own enforcement action against an employer
and even asking for victim-specific relief for an employee.
Difficulty: 3 Hard
Topic: Mediation
Learning Objective: 03-07 Distinguish between the various
types of alternative dispute resolution used by EEOC.
Bloom’s: Apply
AACSB: Reflective Thinking
Accessibility: Keyboard Navigation
35) As part of its hiring process, TE Electronics requires new
employees to sign an agreement that requires arbitration in the event of any
employment dispute. Jack applied and was hired by TE last summer. On his first
day of employment, Jack signed the mandatory arbitration agreement. Jack is an
Asian-American, and was recently passed over for promotion. Jack wants to file
a charge of discrimination with the EEOC, but his supervisor says he cannot
because of the arbitration agreement. Which of the following is true?
1. A)
Jack can file a claim with the EEOC since Title VII does not permit enforcement
of the mandatory arbitration agreement.
2. B)
The EEOC can still investigate the matter and take action against TE
Electronics, but cannot obtain relief for Jack.
3. C)
The EEOC is not a party to the mandatory arbitration agreement, so it can
investigate the claim and can even pursue specific relief for Jack including
back pay, reinstatement and damages.
4. D)
With the mandatory arbitration agreement in place, the EEOC cannot do any
investigation of Jack’s claim.
Answer: C
Explanation: In Circuit
City v. Adams, the Supreme Court held that mandatory
arbitration clauses requiring arbitration of workplace claims, including those
under Title VII, are enforceable under the Federal Arbitration Act. In EEOC v. Waffle House, Inc., the
Court held that even though an employee is subject to a mandatory arbitration
agreement, since the EEOC is not a party to the agreement, the agreement does
not prevent the EEOC from pursuing victim-specific relief such as back pay,
reinstatement, and damages as part of an enforcement action. So, the EEOC
claims can be the subject of mandatory arbitration, but this does not prevent
the EEOC from bringing its own enforcement action against the employer and even
asking for victim-specific relief for the employee. An employer can avoid a
Title VII court case by requiring mandatory arbitration of workplace claims,
but still may have to contend with the EEOC bringing suit on its own.
Difficulty: 3 Hard
Topic: Filing Claims under Title VII
Learning Objective: 03-05 State how a Title VII claim is
filed and proceeds through the administrative process.
Bloom’s: Apply
AACSB: Reflective Thinking
Accessibility: Keyboard Navigation
36) The Black Codes were enacted as a means to:
1. A)
ban all discrimination on the basis of race.
2. B)
ban discrimination on the basis of race, gender and religion.
3. C)
extend discrimination laws to U.S. Citizens working for American companies
outside of the U.S.
4. D)
limit the rights of the newly-freed slaves by continuing pre-Civil War slave
codes.
Answer: D
Explanation: Black codes codified discrimination on the
basis of race, and limited the rights of the newly freed slaves. They were
mostly revisions of the pre-Civil War “Slave Codes.”
Difficulty: 1 Easy
Topic: The Reconstruction Civil Rights Acts
Learning Objective: 03-08 Explain the post-Civil War
statutes, including what each is and what it does.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
37) To limit their exposure to workplace discrimination claims,
an employer should do all of the following except:
1. A)
Ensure employees understand what Title VII is, who it applies to, and what it
requires.
2. B) Be
inclusive and recognize that continuing to exclude groups may lead to
unnecessary claims of discrimination.
3. C) Be
reactive in handling situations that typically lead to claims of employment
discrimination.
4. D)
Try hard to make the workplace environment inclusive.
Answer: C
Explanation: Employers and employees should understand the
need to be proactive rather than reactive in the workplace to better protect
the workplace from unnecessary claims of employment discrimination.
Difficulty: 2 Medium
Topic: Management Tips
Learning Objective: 03-09 Discuss what management can do
to comply with Title VII.
Bloom’s: Apply
AACSB: Reflective Thinking
Accessibility: Keyboard Navigation
38) 42 U.S.C. Section 1985, known as the Ku Klux Klan Act, was
designed to address:
1. A)
Discrimination in making and enforcing contracts.
2. B)
Denial of civil rights based on race by behaving as if the action is on behalf
of the government.
3. C) An
injury to someone in an attempt to deny them of their civil rights based on
race.
4. D)
Conspiracy or concerted activity intended to deny someone of their civil rights
based on race.
Answer: D
Explanation: The Ku Klux Klan Act addresses depriving
persons of rights or privileges. Specifically it prohibits two or more persons
in any state or territory to conspire for the purpose of depriving, either
directly or indirectly, any person or class of persons of the equal protection
of the laws, or of equal privileges and immunities under the laws.
Difficulty: 1 Easy
Topic: The Reconstruction Civil Rights Acts
Learning Objective: 03-08 Explain the post-Civil War
statutes, including what each is and what it does.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
39) Which of the following is a difference between filing a
discrimination case under 42 U.S.C. section 1981 and Title VII of the Civil
Rights Act of 1964?
1. A)
Employees cannot file racial discrimination claims under section 1981, whereas
under Title VII they can.
2. B)
The statute of limitations under section 1981 is longer than under Title VII.
3. C)
The damages that employees can claim under Title VII are unlimited, unlike
those under section 1981 that have caps.
4. D)
Employees do not have to offer evidence against their employees when they file
their claim under Title VII, whereas employees bringing claims under section
1981 must produce evidence.
Answer: B
Explanation: Employees bringing claims under Title VII of
the Civil Rights Act of 1964 go to the Equal Employment Opportunity Commission
(EEOC) to file their claim and do not have to pay. Employees bringing claims
under the post-Civil War statutes are on their own and must go to an attorney
and must pay. On the other hand, the statute of limitations for the post-Civil
War statutes is longer than under Title VII.
Difficulty: 2 Medium
Topic: The Reconstruction Civil Rights Acts
Learning Objective: 03-08 Explain the post-Civil War
statutes, including what each is and what it does.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
40) Marion Zhu, a U.S. citizen of Asian origin, is a social
worker in particular school district in North Carolina. She was denied a
promotion to the Supervisor II (social worker) position although she has good
scores on the social workers’ promotion examination. A white social worker who
scored lower in the exam is instead promoted. The district’s Human Resources
Department refuses to hear her appeal. Marion is convinced that she was not
promoted because she is Asian. Marion can bring a discrimination claim under:
1. A)
Section 2-306 of the Uniform Commercial Code.
2. B) 42
U.S.C. Section 1983.
3. C)
the Fourth Amendment of the United States Constitution.
4. D)
the Sixth Amendment of the United States Constitution.
Answer: B
Explanation: Marion Zhu can bring a claim of discrimination
under 42 U.S.C. section 1983. The Civil Rights Act of 1871, codified as 42
U.S.C. section 1983, protects citizens from deprivation of their legal and
constitutional rights, privileges, and immunities, under color of state law.
Difficulty: 3 Hard
Topic: The Reconstruction Civil Rights Acts
Learning Objective: 03-08 Explain the post-Civil War
statutes, including what each is and what it does.
Bloom’s: Apply
AACSB: Reflective Thinking
Accessibility: Keyboard Navigation
41) The term “under color of state law” refers to:
1. A)
the act of religious institutions and associations discriminating against
individuals when performing their activities.
2. B)
the revisions made by states to their pre-Civil War “Slave Codes.”
3. C) a
private employer discriminating employees based on their national origin or
color.
4. D) a
government employee illegally discriminating against another during performance
of his or her official duties.
Answer: D
Explanation: Under color of state law occurs when a
government employee is illegally discriminating against another during
performance of his or her official duties. The three post-Civil War statutes
prohibit discrimination on the basis of race in making and enforcing contracts;
prohibit the denial of civil rights on the basis of race by someone behaving as
if they are acting on behalf of the government (called under color of state
law); and prohibit concerted activity to deny someone their rights based on
race.
Difficulty: 1 Easy
Topic: The Reconstruction Civil Rights Acts
Learning Objective: 03-08 Explain the post-Civil War
statutes, including what each is and what it does.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
42) If an employee files a claim with a 706 agency versus the
EEOC, the employee:
1. A)
has 300 days, rather than 180 days, to file the claim.
2. B)
must be represented by an attorney since it is a more formal process.
3. C)
must meet a higher burden of proof than is required by the EEOC.
4. D)
probably has a less serious claim.
Answer: A
Explanation: If there is a 706 agency in the employee’s
jurisdiction, the employee has 300 days rather than 180 days within which to
file. If an employee files his or her claim with the EEOC when there is a 706
agency in the jurisdiction, the EEOC defers the complaint to the 706 agency for
60 days before investigating. The employee can file the complaint with the
EEOC, but the EEOC sends it to the 706 agency, and the EEOC will not move on
the claim for 60 days
Difficulty: 1 Easy
Topic: Filing Claims under Title VII
Learning Objective: 03-05 State how a Title VII claim is
filed and proceeds through the administrative process.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
43) Title VII of the Civil Rights Act of 1964 prohibits
discrimination in education, employment, public accommodations and receipt of
federal funds on the basis of:
1. A)
race only.
2. B)
race or gender only.
3. C)
race, gender and religion only.
4. D)
race, color, gender, religion, or national origin.
Answer: D
Explanation: The Civil Rights Act of 1964 prohibits
discrimination in education, employment, public accommodations, and the receipt
of federal funds on the basis of race, color, gender, national origin, and
religion. Although several categories of discrimination are included in the
law, it was racial discrimination that was truly the moving force for its
enactment.
Difficulty: 1 Easy
Topic: The Structure of Title VII
Learning Objective: 03-03 Discuss what is prohibited by
Title VII.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
44) Andrew, the Chief Financial Manager of a reputed company,
was taken under police custody for interrogation. He was accused of committing
a white-collar crime. During the process, some government officers deprived him
of his civil rights and immunities as if it were a legitimate part of their
duties. As a result, this could be considered a violation of:
1. A)
Section 2-306 of the Uniform Commercial Code.
2. B) 42
U.S.C. section 1983.
3. C)
the Fair Labor Standards Act.
4. D)
the Equal Employment Opportunity Act.
Answer: B
Explanation: This would be considered a violation of 42
U.S.C. section 1983. The Civil Rights Act of 1871, codified as 42 U.S.C.
section 1983, protects citizens from deprivation of their legal and
constitutional rights, privileges, and immunities, under color of state law.
That is, someone acting on behalf of the state cannot deprive people of their
rights.
Difficulty: 3 Hard
Topic: The Reconstruction Civil Rights Acts
Learning Objective: 03-08 Explain the post-Civil War
statutes, including what each is and what it does.
Bloom’s: Apply
AACSB: Reflective Thinking
Accessibility: Keyboard Navigation
45) The U.S. Supreme Court has ruled that the statute of
limitations on racial discrimination cases under 42 U.S.C. section 1981 is
________.
1. A)
six years
2. B)
180 days
3. C)
four years
4. D) 30
days
Answer: C
Explanation: The statute of limitations for the post-Civil
War statutes is longer than under Title VII of the Civil Rights Act of 1964.
While Title VII’s basic statute of limitations is 180 days from the
precipitating event, the U.S. Supreme Court has ruled that the statute of
limitations on race cases under section 1981 is four years.
Difficulty: 1 Easy
Topic: The Reconstruction Civil Rights Acts
Learning Objective: 03-08 Explain the post-Civil War
statutes, including what each is and what it does.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
46) Discuss the implication of laws regulating the separation of
blacks and whites in the United States.
Answer: Jim Crow laws were a system of racial segregation
practiced virtually everywhere in the United States. The system was enforced
through law, ironclad social custom, and, many times, violence.
The separation between the races was complete. There were laws
regulating the separation of blacks and whites in every facet of life from
birth to death. Laws prohibited blacks and whites from marrying, going to
school together, and working together. Every facility imaginable was
segregated, including movie theaters, restaurants, hospitals, cemeteries,
libraries, funeral homes, doctors’ waiting rooms, swimming pools, taxicabs,
churches, housing developments, parks, water fountains, colleges, public
transportation, recreational facilities, toilets, social organizations, and
stores. Blacks could not vote, sue whites, testify against them, raise their
voice to them, or even look them in the eye or stay on the sidewalk if they
passed by.
Separation of the races was complete under Jim Crow, and Jim
Crow was only outlawed in 1964. The doctrine of separate but equal educational facilities
had fallen 10 years before passage of the Civil Rights Act, with the U.S.
Supreme Court’s 1954 decision in Brown
v. Topeka Board of Education. However, states were still
fighting the change in any number of ways, from closing down public schools
completely, to creating organizations like the White Citizens Council and the
Mississippi Sovereignty Commission, a state agency of the 11 southern states
specifically created to preserve Jim Crow, to using public revenue to fund
all-white private schools established after the Supreme Court’s decision.
Difficulty: 1 Easy
Topic: A Historic Rights Act
Learning Objective: 03-02 Give examples of the ways that
certain groups of people were treated differently before passage of the Civil
Rights Act.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
47) Discuss the role of mediation in EEOC claims.
Answer: The EEOC’s approach to mediation has been very
aggressive in the past few decades. In response to complaints of a tremendous
backlog of cases and claims that went on for years, in recent years the EEOC
has adopted several important steps to try to streamline its case-handling
process and make it more efficient and effective, and less time-consuming for
claimants. Primary among the steps is its adoption of mediation as an
alternative to a full-blown EEOC investigation. In furtherance of this, the
EEOC began several different programs involving mediation. In 1999, it launched
the expanded mediation program discussed in the next paragraph. In 2003, in
recognition that many private sector employers already have extensive mediation
programs set up to handle workplace issues, the EEOC began a “referral-back”
program. Private sector employment discrimination claims are referred back to
participating employers for mediation by the employer’s own mediation program
to see if they can be resolved without going any further. The same year, the
EEOC ushered in a pilot program to have local fair employment practice offices
mediate claims on the EEOC’s behalf. In response to the EEOC’s finding that
there were more employees willing to mediate than there were employers willing
to do so, the EEOC instituted “universal mediation agreements,” under which
employers agree to have their claims mediated by the EEOC when discrimination
charges are filed.
Difficulty: 2 Medium
Topic: Mediation
Learning Objective: 03-07 Distinguish between the various
types of alternative dispute resolution used by EEOC.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
48) Describe the types of employees that are NOT covered by
Title VII of the Civil Rights Act of 1964.
Answer: Employees not covered by Title VII –
- Employees
of employers having less than 15 employees.
- Employees
whose employers are not engaged in interstate commerce.
- Non-U.S.
citizens employed outside the United States.
- Employees
of religious institutions, associations, or corporations hired
to perform work connected with carrying on religious activities.
- Members
of Communist organizations.
- Employers
employing Native Americans living in or around
Native American reservations.
Employers who are engaged in interstate commerce but do not
employ 15 or more employees for each of 20 or more calendar weeks in the
current or preceding calendar year.
Difficulty: 2 Medium
Topic: Who Must Comply?
Learning Objective: 03-04 Recognize who is covered by
Title VII and who is not.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Comments
Post a Comment