Exam 3 CHP 16

Question 1

The cornerstone of federal employment discrimination law.

Answer 1

Civil Rights Act of 1964

Question 2

Part of the CRA that makes it illegal for an employer of 15 or more workers to fail or refuse to hire or discharge an individual based on discrimination, or to limit, segregate, or classify employees that would deprive them of employment opportunities.

Answer 2

Title 7

Question 3

Who has the power to enforce the Civil Rights Act? (EEOC)

Answer 3

Equal Employment Opportunity Commission

Question 4

The practices or policy of favoring individuals belonging to groups known to have been discriminated against previously.

Answer 4

Affirmative action

Question 5

Preferential treatment to members of protected classes.

Answer 5

Reverse discrimination

Question 6

Refers generally to discrimination claims based on the shade of skin.

Answer 6

Color

Question 7

Includes all aspects of observances and practice.

Answer 7

Religion

Question 8

Created by accommodations that would cost an employer more than a minimal amount.

Answer 8

Undue hardship

Question 9

“This for that”, Where there is a promise of reward for providing sexual favors.

Answer 9

Quid pro quo discrimination

Question 10

A case about a woman who experienced sexual harassment and a toxic work environment until she quit. Then, she sued the company. She won.

Answer 10

Harris v. Forklift systems

Question 11

How many days until the deadline to file an EEOC charge?

Answer 11

180 days

Question 12

When the EEOC finds no reasonable cause to believe an unlawful employment practice has occurred then EEOC issues a written Dismissal. If they do, then a right-to-sue.

Answer 12

Cause finding in a no cause or cause situation

Question 13

A letter to be used within 90 days in proceeding court.

Answer 13

Right-to-sue letter

Question 14

How many days to file a lawsuit in federal court?

Answer 14

90 days

Question 15

To recover for illegal discrimination, Plaintiff must prove that the employer intentionally discriminated.

Answer 15

Disparate treatment

Question 16

What are Mcdonnell-Douglas’s presumptions needed for the burden of proof?

Answer 16

1. Belongs to a protected class
2. Met job qualifications
3. Was subject to an adverse employment action
4. The action gave rise to an inference of discrimination.

Question 17

The employer used a decision rule that caused discrimination in some aspects of employment based on protected class status.

Answer 17

Disparate impact case

Question 18

A defense that is used by evaluating with reference to the ability of the employee to perform a certain job.

Answer 18

Business necessity as an employer defense

Question 19

A woman lifeguard felt like her work environment had become a sexually hostile environment after two of her supervisors talked about sex in front of the female lifeguards, told them they want to have sex with them, and also touched them inappropriately. The woman initially won, but later lost.

Answer 19

Farragher v. City of Boca Raton

Question 20

When descrimination is permitted in instances in which sex, religion, or national origin, NOT RACE, is reasonably necessary to the normal operation of a business.

Answer 20

Bona Fide Occupational Qualification BFOQ

Question 21

Prohibits discrimination in employment against persons on the basis of age for people over 40.

Answer 21

Age Discrimination in Employment Act (ADEA)

Question 22

Expands the rights of people with disabilities in employment and supplements access rights to public accommodations,

Answer 22

Americans with Disabilities Act (ADA)

Question 23

Allows differences in wages if they are the result of reasonable variables.

Answer 23

Equal Pay Act