BLAW 3310 FINAL EXAM MILLER FINAL
STUDY SHEET 2026 SOLVED QUESTIONS
FULLY CORRECT
⫸ What must employers do to avoid religious discrimination? Answer:
Reasonably accommodate employees' sincerely held religious beliefs
and practices unless doing so would cause an undue hardship on the
business.
⫸ What did the McDonald case say about harsher treatment because
someone is white? Answer: Title VII protects white employees too, so
firing or disciplining a white worker more harshly than similarly situated
non-white workers is unlawful discrimination.
⫸ Is letting males work overtime but not females sex discrimination?
Answer: Yes—denying women the chance to work overtime while
allowing men to do so is discrimination based on sex.
⫸ What did Bostock v. Clayton County hold about gay and transgender
employees? Answer: Firing or otherwise disadvantaging someone
because they are gay or transgender is discrimination 'because of sex'
and violates Title VII.
,⫸ What are examples of pregnancy discrimination? Answer: Refusing
to hire, firing, demoting, or denying accommodations or leave to a
woman because she is pregnant, has given birth, or has a pregnancy-
related condition.
⫸ What did Harris v. Forklift Systems say about hostile work
environments? Answer: An employer can be liable for sexual
harassment when conduct is severe or pervasive enough to create a
hostile or abusive work environment, even without proof of
psychological injury.
⫸ Does Title VII cover same-sex harassment? Answer: Yes—
harassment is illegal if it is 'because of sex,' regardless of whether the
harasser and victim are the same or different sexes.
⫸ What are examples of age discrimination? Answer: Refusing to hire,
promoting only younger workers, forcing older workers to retire, or
laying off mostly workers 40 or older because of their age.
⫸ Is choosing work assignments based on race disparate treatment?
Answer: Yes—assigning desirable or undesirable jobs based on an
employee's race is intentional discrimination.
⫸ In McDonnell-Douglas Corp. v. Green, what is required for a prima
facie case of discrimination? Answer: The plaintiff must show they are
in a protected class, were qualified, suffered an adverse employment
action, and the job went to or was left open for someone outside the
protected class.
, ⫸ If the employer gives a job-related reason, what must the plaintiff do
next? Answer: The plaintiff must show the employer's stated reason is a
pretext—i.e., not the real reason and a cover for discrimination.
⫸ What did Burlington Industries v. Ellerth say about employer liability
for sexual harassment? Answer: Employers are vicariously liable when a
supervisor's harassment results in a tangible employment action; if there
is no tangible action, they can avoid liability only if they had effective
anti-harassment policies and the employee unreasonably failed to use
them.
⫸ What did the appellate court decide about the motion to dismiss in
Chaidez v. Ford Motor Co.? Answer: The court allowed the
discrimination claim to go forward, holding that the plaintiff's
allegations were sufficient to survive a motion to dismiss rather than
being thrown out early.
⫸ Who must justify practices that have a discriminatory effect on some
employees? Answer: Once a plaintiff shows a disparate impact, the
employer must prove the practice is job-related and consistent with
business necessity.
⫸ What is the ADA definition of disability (in general)? Answer: A
physical or mental impairment that substantially limits one or more
major life activities, a record of such an impairment, or being regarded
as having such an impairment.
STUDY SHEET 2026 SOLVED QUESTIONS
FULLY CORRECT
⫸ What must employers do to avoid religious discrimination? Answer:
Reasonably accommodate employees' sincerely held religious beliefs
and practices unless doing so would cause an undue hardship on the
business.
⫸ What did the McDonald case say about harsher treatment because
someone is white? Answer: Title VII protects white employees too, so
firing or disciplining a white worker more harshly than similarly situated
non-white workers is unlawful discrimination.
⫸ Is letting males work overtime but not females sex discrimination?
Answer: Yes—denying women the chance to work overtime while
allowing men to do so is discrimination based on sex.
⫸ What did Bostock v. Clayton County hold about gay and transgender
employees? Answer: Firing or otherwise disadvantaging someone
because they are gay or transgender is discrimination 'because of sex'
and violates Title VII.
,⫸ What are examples of pregnancy discrimination? Answer: Refusing
to hire, firing, demoting, or denying accommodations or leave to a
woman because she is pregnant, has given birth, or has a pregnancy-
related condition.
⫸ What did Harris v. Forklift Systems say about hostile work
environments? Answer: An employer can be liable for sexual
harassment when conduct is severe or pervasive enough to create a
hostile or abusive work environment, even without proof of
psychological injury.
⫸ Does Title VII cover same-sex harassment? Answer: Yes—
harassment is illegal if it is 'because of sex,' regardless of whether the
harasser and victim are the same or different sexes.
⫸ What are examples of age discrimination? Answer: Refusing to hire,
promoting only younger workers, forcing older workers to retire, or
laying off mostly workers 40 or older because of their age.
⫸ Is choosing work assignments based on race disparate treatment?
Answer: Yes—assigning desirable or undesirable jobs based on an
employee's race is intentional discrimination.
⫸ In McDonnell-Douglas Corp. v. Green, what is required for a prima
facie case of discrimination? Answer: The plaintiff must show they are
in a protected class, were qualified, suffered an adverse employment
action, and the job went to or was left open for someone outside the
protected class.
, ⫸ If the employer gives a job-related reason, what must the plaintiff do
next? Answer: The plaintiff must show the employer's stated reason is a
pretext—i.e., not the real reason and a cover for discrimination.
⫸ What did Burlington Industries v. Ellerth say about employer liability
for sexual harassment? Answer: Employers are vicariously liable when a
supervisor's harassment results in a tangible employment action; if there
is no tangible action, they can avoid liability only if they had effective
anti-harassment policies and the employee unreasonably failed to use
them.
⫸ What did the appellate court decide about the motion to dismiss in
Chaidez v. Ford Motor Co.? Answer: The court allowed the
discrimination claim to go forward, holding that the plaintiff's
allegations were sufficient to survive a motion to dismiss rather than
being thrown out early.
⫸ Who must justify practices that have a discriminatory effect on some
employees? Answer: Once a plaintiff shows a disparate impact, the
employer must prove the practice is job-related and consistent with
business necessity.
⫸ What is the ADA definition of disability (in general)? Answer: A
physical or mental impairment that substantially limits one or more
major life activities, a record of such an impairment, or being regarded
as having such an impairment.
