LAW 3220 - CHAPTER 20 EXAM QUESTIONS ANSWERED CORRECTLY LATEST UPDATE 2026

LAW 3220 - CHAPTER 20 EXAM QUESTIONS ANSWERED CORRECTLY LATEST UPDATE 2026 Which of the following is the most important statute that eliminates discriminatory employment practices? - Answers The Civil Rights Act of 1964 Employers, employment agencies, and labor unions can discriminate on the basis of religion, sex, or national origin where these are _____. - Answers bona fide occupational qualifications The _____ was created by the Civil Rights Act of 1964 whose primary responsibility was to enforce the provisions of the act. - Answers Equal Employment Opportunity Commission In the context of the 1991 amendments to the Civil Rights Act of 1964, in enacting Title VII, Congress made it clear that it did not _____. - Answers intend to preempt states' fair employment laws Disparate Treatment Cases - Answers the plaintiffs must convince the courts that the employers intentionally discriminated against the plaintiffs Disparate Impact Cases - Answers the plaintiffs must prove that the employers' practices or policies had a discriminatory effect on groups protected by Title VII Retaliation Cases - Answers it involves employers taking employment actions against employees that would dissuade a reasonable person from opposing discrimination The Civil Rights Act of 1964 eliminates the following practices: - Answers discriminatory employment practices In the context of Title VII of the Civil Rights Act of 1964, which of the following are steps that an employer can take to address employees' allegations of discrimination without triggering a retaliation claim? - Answers - treating complaints seriously as soon as they are made - having a written policy prohibiting discrimination and specifying reporting procedures The major purpose of Title VII of the Civil Rights Act of 1964 is to eliminate _____ based on race, color, religion, sex, or national origin. - Answers job discrimination In the context of job discrimination based on race or color, which of the following are forbidden by Title VII of the Civil Rights Act of 1964? - Answers - policies with disparate impact - intentional discrimination The Equal Employment Opportunity Commission (EEOC) is composed of five members, not more than three of whom may be members of the same _____. - Answers political party Which of the following practices is not considered to be a violation of the Civil Rights Act of 1964 by the EEOC? - Answers giving higher average bonuses to white employees than black employees for justifiable reasons According to the 1991 amendments of the Civil Rights Act of 1964, an employee must file charges of illegal discrimination with the Equal Employment Opportunity Commission (EEOC) within _____ after notice of the unlawful practice. - Answers 180 days In the context of the Civil Rights Act of 1964, Title VII's prohibition against national origin discrimination protects various _____ in the workplace. - Answers ethnic groups To win a Title VII civil action, a plaintiff must prove _____. - Answers either disparate treatment or disparate impact discrimination by the employer A sexual harassment case involving a plaintiff who has been promised benefits or threatened with loss if she or he does not give sexual favors to an employment supervisor is an example of: - Answers quid pro quo (this for that) Which of the following is the most effective way for the employer to defeat the plaintiff's claim of disparate impact in a Title VII discrimination case? - Answers proving that the practices and policies used are job related and consistent with a business necessity In the context of hostile work environment issues, the U.S. Supreme Court in Meritor Savings Bank v. Vinson acknowledged that _____. - Answers the work environment itself is a condition of employment covered by Title VII True or false: The integration of African Americans into the mainstream of American society is the primary objective of the Civil Rights Act of 1964. - Answers true Under the _____ _____Act, employers can no longer discriminate against women workers who give birth. - Answers pregnancy discrimination In the context of job discrimination based on race or color, which of the following practices are considered violations of the Civil Rights Act of 1964 by the Equal Employment Opportunity Commission (EEOC)? - Answers - permitting racial insults in the work situation - maintaining all-white or all-black crews for no demonstrable reasons Identify the provisions of the Equal Pay Act of 1963. - Answers - an employer is not allowed to discriminate on the basis of sex in the payment of wages For jobs to be equal, they must require "equal skill, effort, and responsibility" Discrimination in employment concerning the speaking of a native language frequently causes _____ lawsuits under Title VII of the Civil Rights Act of 1964. - Answers national-origin Title VII now prohibits discrimination against employees based on their: - Answers sexual orientation Identify the true statements about a quid pro quo (this for that) sexual harassment case in the workplace. - Answers - it involves a plaintiff who has been promised benefits or threatened with loss if she or he does not give sexual favors to an employment supervisor Under Title VII and agency law, an employer is liable for this sex discrimination _____ is a type of sexual harassment in which co-workers make offensive sexual comments or propositions, engage in suggestive touching, show nude pictures, or draw sexual graffiti. - Answers a hostile work environment True or false: The Civil Rights Act amendments of 1991 allow race norming of employment tests. - Answers false Identify a true statement about the provisions of the Pregnancy Discrimination Act. - Answers an employer cannot specify how long a leave of absence must be taken after childbirth True or false: Appearance requirements are clearly legal, since there have been rulings in their favor. - Answers false The focus of cases under the Equal Pay Act of 1963 is _____. - Answers whether the male and female jobs being compared involve substantially equal work In the context of employment practices that may be challenged as discriminatory, the affirmative action requirement means that _____ employers must actively recruit members of minority groups being underused in the workforce. - Answers federally contracting In the context of the Civil Rights Act of 1964, the word "_____" in Title VII refers only to gender, whether someone is female or male. - Answers sex Courts impose affirmative action on private employers to overcome a history of _____. - Answers prior discrimination _____ _____ give priority to those employees who have worked longer for a particular employer or in a particular line of employment of the employer. - Answers seniority systems _____ _____ is the practice of setting two different cutoff test scores for employment based on race or one of the other Title VII categories. - Answers race norming Section 1981 of the 1866 Civil Right Act makes it possible for a plaintiff _____. - Answers alleging race discrimination to immediately sue an employer in federal court without going through the Equal Employment Opportunity Commission (EEOC) Identify the most common appearance requirements that employers have set for their employees. - Answers - prohibiting beards - regulating hair length of males Identify a true statement about Section 1981 of the 1866 Civil Rights Act. - Answers it allows courts to award unlimited compensatory and punitive damages In the context of affirmative action programs, the _____ administers executive orders through its Office of Federal Contract Compliance Programs (OFCCP). - Answers Labor Department The Age Discrimination in Employment Act (ADEA) prohibits employment discrimination against employees ages _____. - Answers 40 years or older Affirmative action programs give rise to claims of _____ _____ when minorities or women with lower qualifications or less seniority than white males are given preference in employment or training. - Answers reverse discrimination The ADEA recognizes both disparate treatment and ___________ discrimination for employers with 20 or more employees. - Answers disparate impact Employers institute seniority systems on their own, but in a union shop, they are usually the result of _____. - Answers collective bargaining The Age Discrimination in Employment Act (ADEA) does not require employers to prove a _____ to successfully defend an age discrimination case of disparate impact. - Answers business necessity The courts have interpreted Section 1981 of the 1866 Civil Rights Act as giving a private plaintiff _____. - Answers most of the same protections against racial discrimination that the 1964 Civil Rights Act provides