111. You would expect that an employer would not be liable for employment discrimination for having neutral work
rules, such as educational requirements, that accidentally have adverse impact on certain groups.
a. True
b. False
112. In general, employers may not use standardized aptitude tests for employees because they are discriminatory.
a. True
b. False
113. Since some customers prefer to deal with people of their own race, employers may assign black employees to deal
with black customers, white employees to deal with white customers, etc., under the defense of business necessity.
a. True
b. False
114. If company rules can be shown to discriminate against certain employees, the company may be able to justify these
rules as a “business necessity.”
a. True
b. False
115. Companies that use professionally developed ability tests to screen job applicants are required to supply statistical
validation of the tests.
a. True
b. False
116. The Supreme Court has upheld seniority systems even when they maintain the effects of past discrimination.
a. True
b. False
117. A valid defense to an age discrimination charge would be that the employer observes the terms of a real seniority
system.
a. True
b. False
118. If an employer has a merit pay system in place, that rewards employees based on productivity, and the result is that,
on average, women employees earn less than men employees, the system is illegal under Title VII.
a. True
b. False
119. In a few situations, such as in hospitals, an employer may discriminate on the basis of race as a bona fide
occupational qualification.
a. True
b. False
120. In a few situations, such as modeling clothing, an employer may discriminate on the basis of race as a bona fide
occupational qualification.
a. True
b. False
121. In a few situations, such as modeling clothing, an employer may discriminate on the basis of sex as a bona fide
occupational qualification.
a. True
b. False
122. In a few situations, such as those involving personal privacy, an employer may discriminate on the basis of sex as a
bona fide occupational qualification.
a. True
b. False
123. Employers may discriminate against persons over the age of 40, if there is a bona fide occupational qualification for
a certain job that makes performance difficult for older people.
a. True
b. False
124. If an older worker is fired instead of a worker under age 40, but the younger worker has more seniority on the job,
the employer has not violated the Age Discrimination in Employment Act.
a. True
b. False
125. The awarding of back pay is not a remedy under Title VII.
a. True
b. False
126. If a court finds that a worker suffered illegal discrimination in employment, in addition to back wages the worker
may be granted artificial seniority.
a. True
b. False
127. Under Title VII, workers discriminated against may collect punitive damages.
a. True
b. False
128. Workers who win an age discrimination suit may not collect punitive damages.
a. True
b. False
129. In Japan, female executives are more common than in the U.S., and usually are paid as much as men for equal
work.
a. True
b. False
130. Most European nations have tougher anti-discrimination in employment laws than does the U.S.
a. True
b. False
131. Affirmative action is largely based on an executive order of the President.
a. True
b. False
132. In cases of affirmative action, the courts have held that discrimination in favor of qualified women or minority
workers may be legal.
a. True
b. False
133. In cases of affirmative action, the courts have held that discrimination in favor of persons of certain religions may
be legal.
a. True
b. False
134. Affirmative action programs often require extra pay to be given to minority workers compared to the white workers
to do the same work.
a. True
b. False
135. Comparing the race and sex composition of a company’s workforce to the relevant labor market is an aspect of
affirmative action called underutilization analysis.
a. True
b. False
136. Affirmative action programs may be imposed on employers with 50 or more employees who do $50,000 or more
business with the federal government.
a. True
b. False
137. In U.S. v. Paradise the Supreme Court held that a court ordered affirmative action program that required the
Alabama highway patrol to make sure that 25 percent of all employees at all ranks were African-Americans was
too extreme.
a. True
b. False
138. Employers may put in place a “flexible” affirmative action program.
a. True
b. False
139. The Rehabilitation Act of 1973 requires employers to establish programs to help ex–convicts re-enter society.
a. True
b. False
140. The Americans with Disabilities Act requires employers to have affirmative action programs for persons with
disabilities.
a. True
b. False
141. Lawsuits brought under the Americans with Disabilities Act, are generally handled in the same manner as suits
brought under Title VII.
a. True
b. False
142. An employer who refuses to hire someone because they have been addicted to drugs or alcohol may be violating
the Americans with Disabilities Act.
a. True
b. False
143. An example of a disability covered by the Americans with Disabilities Act is a serious heart attack.
a. True
b. False
144. A person who took a job to work on utility poles and then discovered he was afraid to climb poles would be
protected as a disabled person who could not be fired.
a. True
b. False
145. The Supreme Court has ruled that being left-handed is a “disability” that is covered by the Americans with
Disabilities Act.
a. True
b. False
146. A worker who is too obese to handle certain physical aspects of a job can be fired and not receive protection under
the Americans with Disabilities Act.
a. True
b. False
147. In Keith v. County of Oakland, where the County refused to hire Keith as a swimming lifeguard because he is
deaf, and he sued for disability discrimination, the appeals court held that he was not qualified because he could
not hear downing people calling for help.
a. True
b. False
148. In Keith v. County of Oakland, where the County refused to hire Keith as a swimming lifeguard because he is
deaf, and he sued for disability discrimination, the appeals court held that the County failed to consider the
evidence that he was capable of performing the job despite his disability.
a. True
b. False
149. A person may be covered by the American with Disabilities Act even if the person is not disabled, but other people
think the person is disabled.
a. True
b. False
150. A qualified job applicant is confined to a wheelchair. An employer does not have to hire the person if the bathrooms
at the place of employment are not wheelchair accessible.
a. True
b. False
151. Employers are legally obliged to make reasonable accommodations for workers with disabilities.
a. True
b. False
152. The Supreme Court has ruled that Ford had to redesign its auto assembly line to allow disabled workers to have
access to the jobs done on the assembly line.
a. True
b. False
153. A standardized employment test that tends to screen out people with disabilities is likely to be illegal under the
Americans with Disabilities Act.
a. True
b. False
154. Firing an employee because she has the AIDS virus is not likely to violate the Disabilities Act because employers
have a business necessity for not wanting to employ such people: i.e. high medical insurance costs.
a. True
b. False
155. To help determine if a disabled person would be a suitable employee, it would be appropriate to ask questions about
their medical background and problems.
a. True
b. False
156. It does not violate the ADA to ask about problems with drug usage in the past, since drugs are an illegal substance,
but it is illegal to ask about past problems with alcohol.
a. True
b. False
157. It is not a violation of the ADA to ask an employee if a work assignment might be modified to help accommodate
their disability.
a. True
b. False