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CHAPTER 7
Civil Rights Act
1. The first law regarding civil rights was the Civil Rights Act.
2. The first case addressing equal facilities was Brown v. Board of Ed.
3. The segregation of minorities and whites in schools continued until the Brown v. Board of
Ed. decision.
4. Title V of the Civil Rights Act is the main authority governing employment discrimination.
5. Communists are covered under the Civil Rights Act.
6. Drug addicts may be discriminated against.
7. The Glass Ceiling Commission’s authority applies only to women not minorities.
8. The 1964 Civil Rights Act provided for compensatory and punitive damages.
9. Enforcement of Title VII of the Civil Rights Act lies with the EEOC.
10. Disparate impact exists where an employee is treated differently because he or she is a
member of a suspect class.
11. The standard for disparate treatment was laid out in which case?
a) Brown v. Board of Ed.
b) Griggs v. Duke Power
c) McDonnell Douglas v. Green
d) Univ. of Cal. v. Bakke
e) none
12. Disparate treatment requires ________.
a) belonging to a protected class
b) being qualified
c) the excuse that the position was already filled
d) a&b
e) all
13. The following groups may claim disparate treatment:
a) race
b) gender
c) a&b
d) religion
e) all
14. The following are covered under Title VII:
a) government
b) employment agencies
c) labor unions
d) all
e) none
15. Software Plus, Inc. employs fourteen people. In its advertisements, Software stipulates white
males under 40 only. Has software violated any of the following?
a) Civil Rights Act
b) Age Discrimination in Employment Act
c) Glass Ceiling Act
d) A&B
e) None
16. To effectuate the Brown v. Board of Ed. decision, what was required?
a) integrated public housing
b) integrated public schools
c) busing
d) b&c
e) all
17. In Griggs v. Duke Power, the number of minorities employed ________.
a) in total was satisfactory
b) in positions of authority was satisfactory
c) both
d) neither
18. When there is intentional discrimination against race, the employer will win by showing
________.
a) job relatedness
b) business necessity
c) a&b
d) BFOQ
e) none
19. When there is intentional discrimination, the employer will win by showing a BFOQ with
regard to ________.
a) race
b) gender
c) religion
d) b&c
e) all
20. Under the concept of ________, employers may compensate employees based on quantity or
quality of work performed.
21. The concepts of “business necessity” and “job relatedness” first arose in the ________ case.
22. The Glass Ceiling Commission was established by the ________.
23. The ________ is a statistical measure to ascertain disparate impact.
24. ________ exists where an employee is treated differently because he or she is a member of a
suspect class.
