83) According to the Equal Pay Act, management must pay workers the same
under all circumstances.
Skill: AACSB: Reflective Thinking
Objective: Chapter objective 1
84) When a job involves an equivalent amount of skills, effort, and responsibility
then an employer must give equal pay.
Objective: Chapter objective 1
85) The EEOC does not have the power to sue on behalf of complainants.
Objective: Chapter objective 1
86) Executive Orders reduce the scope of Title VII.
Skill: AACSB: Reflective Thinking
Objective: Chapter objective 1
87) The Pregnancy Discrimination Act is an amendment to Title VII.
Objective: Chapter objective 1
88) Verbal conduct of a sexual nature cannot be called sexual harassment.
Objective: Chapter objective 1
89) The most direct way to prove sexual harassment is showing a tangible
employment action is dependent on sexual favors.
Objective: Chapter objective 1
90) The Equal Pay Act of 1963 made it unlawful to discriminate against
employees or applicants for employment who are between 40 and 65 years of age.
Objective: Chapter objective 1
20
91) If an employer offers its employees disability coverage, then it must treat
pregnancy and childbirth like any other disability and include it in the plan as a
covered condition.
Objective: Chapter objective 1
92) Title VII forbids testing or screening of job applicants because testing could
systematically discriminate against some protected classes.
Objective: Chapter objective 1
93) An employer can avoid liability for discrimination by proving that it would
have taken the same action even without the discriminatory motive.
Objective: Chapter objective 1
94) The American with Disabilities Act of 1990 does not list specific disabilities.
Objective: Chapter objective 1
95) Simply being disabled qualifies someone for a job under the ADA.
Skill: AACSB: Reflective Thinking
Objective: Chapter objective 1
96) Mental disabilities like depression account for the greatest number of claims
brought under the ADA.
Objective: Chapter objective 1
97) The ADA requires employers to have job descriptions in order to document
the essential functions of each position.
Objective: Chapter objective 1
98) To prove sexual harassment, it is necessary to show that the harassment had
tangible consequences such as demotion or termination.
Objective: Chapter objective 1
21
99) In order for discrimination to exist, an employer’s intent to discriminate must
be established.
Skill: AACSB: Analytical Skills
Objective: Chapter objective 1
100) Adverse impact refers to employment processes that result in more
individuals from a protected group being rejected regardless of whether the
difference is significant.
Objective: Chapter objective 2
101) Under the Civil Rights Act of 1991, disparate impact claims require proof of
discriminatory intent.
Objective: Chapter objective 1
102) Employers primarily use a bona fide occupation qualification as a defense
against charges of intentional discrimination based on gender.
Objective: Chapter objective 2
103) The Age Discrimination in Employment Act prohibits discriminating against
a person 50 or over in any area of employment because of age.
Objective: Chapter objective 1
104) EEOC investigators are empowered to act as courts and can conclude
discrimination based on their investigations.
Objective: Chapter objective 5
105) Managing diversity means maximizing diversity’s potential advantages while
minimizing the potential barriers that can undermine the functioning of a diverse
workforce.
Objective: Chapter objective 5
22
106) What were the three crucial guidelines affecting equal employment
legislation that Chief Justice Burger identified in his written opinion on Griggs v.
Duke Power Company?
Skill: AACSB: Reflective Thinking
Objective: Chapter objective 1
107) Under the ADA, if a disabled individual cannot perform a job as currently
structured, the employer must make a reasonable accommodation unless doing so
would present an undue hardship. What might qualify as reasonable
accommodation?
Objective: Chapter objective 1
108) What legal obligations are required for employers by the Americans with
Disabilities Act?
Skill: AACSB: Analytical Skills
Objective: Chapter objective 1
109) What is sexual harassment?
Skill: AACSB: Communication
Objective: Chapter objective 1
23
110) What are the two types of sexual harassment?
Objective: Chapter objective 1
24
111) List three equal employment laws [for extra credit give the year they were
passed].
Objective: Chapter objective 1
112) Explain the important aspects of Title VII.
Skill: AACSB: Communication
Objective: Chapter objective 1
113) What are the three forms of sexual harassment? Name and describe each one.
Objective: Chapter objective 1
114) How can an employer defend itself against sexual harassment liability?
Name and describe two methods.
Skill: AACSB: Analytical Skills
Objective: Chapter objective 2
25
115) Some say that even when employers use reasonable care by taking steps to
minimize liability for sexual harassment, minimize, or eliminate the occurrence of
sexual harassment, and take immediate action once it knows of harassing conduct,
it still may not be enough. Why might this be the case?
Skill: AACSB: Reflective Thinking
Objective: Chapter objective 1
116) What steps can an employee take to address the problem of harassment?
Objective: Chapter objective 1
117) Compare and contrast disparate treatment and disparate impact.
Skill: AACSB: Communication
Objective: Chapter objective 3
118) What are the five sets of voluntary organizational activities that support the
success of a diversity management program?
26
Objective: Chapter objective 5
27
119) What does BFOQ stand for? Explain the rationale behind it.
Skill: AACSB: Reflective Thinking
Objective: Chapter objective 2
120) List and explain five things that an employer cannot do with regard to
discriminatory employment practices.
Skill: AACSB: Communication
Objective: Chapter objective 3
28