Business Law Ch 40 Test Questions. Latest 2022/23 Revision Masterpiece.

Business Law Ch 40 Test Questions. Latest 2022/23 Revision Masterpiece. Document Content and Description Below Equal employment opportunity laws provide protection for minorities and women, but the disabled are not within the protection of the laws. - ☑☑False Title VII of the Civil Rights Act of 1964, as amended, is the principal law regulating equal employment opportunities. - ☑☑True Title VII applies to the hiring process and to discipline, discharge, promotion, and benefits. - ☑☑True The two principal legal theories under which a plaintiff may prove a case of unlawful employment discrimination are disparate treatment and disparate impact. - ☑☑True Proof of an employer's discriminatory motive is immaterial in a disparate treatment case. - ☑☑False A disparate impact exists when an employer's facially neutral employment practices have a significantly adverse impact on a protected group and the practice is not shown to be job-related and necessary. - ☑☑True In a disparate impact case, proof that the employer did not intend to discriminate is a complete defense. - ☑☑False The Equal Employment Opportunity Commission (EEOC) establishes equal employment opportunity policy under the laws that it administers. - ☑☑True If a state or local Equal Employment Opportunity agency (EEO) exists, a party charging discrimination must first file a complaint with that agency before filing a charge with the EEOC. - ☑☑TrueGenerally, the EEOC attempts to remedy an unlawful practice through conciliation. - ☑☑True To successfully pursue a Title VII lawsuit, the plaintiff generally must belong to a protected class. - ☑☑True Under Title VII, whites are not protected against discrimination because of race and color. - ☑☑False Title VII requires that employers make reasonable efforts to accommodate their employees' religious beliefs. - ☑☑True Religious societies may not grant hiring preferences to members of their religion. - ☑☑False Criteria used to make employment decisions that have a disparate impact on women, such as height requirements, must be job-related. - ☑☑True Women who are unable to work as a result of pregnancy, childbirth, or related medical conditions must be provided the same benefits as all other workers. Such benefits include temporary disability insurance, long-term disability insurance, and sick leave. - ☑☑True An employer cannot be held liable for the sexual harassment of an employee by a supervisor. - ☑☑False Employers may avoid liability for "hostile work environment" sexual harassment by following a program that includes expressing strong disapproval of such conduct, advising employees how to inform the employer of complaints, and disciplining wrongdoers. - ☑☑True According to the EEOC, claims for retaliation may only be filed under Title VII. - ☑☑False Title VII does not protect members of all nationalities from employment discrimination. - ☑☑False Unless justified by business necessity, physical standards such as height requirements that tend to exclude people of certain national origins violate Title VII. - ☑☑TrueIt is not unlawful for an employer to hire employees on the basis of religion, sex, or national origin in those instances where religion, sex, or national origin is a bona fide occupational qualification (BFOQ) reasonably necessary to the normal operation of a particular enterprise. - ☑☑True Employment testing and educational requirements must be "job-related"; that is, employers must prove that employment testing and educational requirements bear a relationship to job performance. - ☑☑True "Race norming," a process whereby the results of hiring and promotion tests are adjusted to ensure that a minimum number of minorities are included in application pools, is a lawful form of affirmative action. - ☑☑False It is unlawful for employers to undertake special recruiting efforts to hire and train minorities and women in an effort to have a diverse workforce. - ☑☑False Pay raises based on seniority generally are considered lawful - ☑☑True To be lawfu