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True / False
1. The common law permits employers to hire and fire, within contractual limits, at-will.
a. True
b. False
2. Under the common law employers were generally free to discriminate as they wished.
a. True
b. False
3. Before the passage of federal discrimination laws, the labor unions were the only groups that consistently did not
engage in discriminatory membership policies.
a. True
b. False
4. The first kind of employment discrimination to be specifically addressed by federal legislation concerned sex
discrimination.
a. True
b. False
5. The Equal Pay Act of 1963 prohibits discrimination in hiring based on sex.
a. True
b. False
6. The Equal Pay Act allows pay differentials between men and women if based on a merit system.
a. True
b. False
7. Under the Equal Pay Act, if women have been discriminated against by getting lower pay than men, for the same
work, salaries must be equalized, either by lowering the men's salaries or raising the women's salaries.
a. True
b. False
8. Under the Equal Pay Act, differences in wages between men and women are allowed if they are due to a seniority
system or to a system based on productivity.
a. True
b. False
9. The most important source of discrimination in employment rules is Title VII of the 1964 Civil Rights Act.
a. True
b. False
10. The EEOC (Equal Employment Opportunity Commission) is the main federal agency responsible for enforcing Title
VII.
a. True
b. False
11. Title VII of the 1964 Civil Rights Act does not protect against discrimination in employment based on religion.
a. True
b. False
12. Title VII of the 1964 Civil Rights Act does not protect against employment discrimination based on disabilities.
a. True
b. False
13. Unions and employers with fifteen or more members or employees are subject to Title VII.
a. True
b. False
14. All employers are subject to Title VII rules regarding discrimination in employment.
a. True
b. False
15. Title VII provides equal employment opportunity protection for people who are members of "protected classes."
a. True
b. False
16. The Supreme Court has held that the 1964 Civil Rights Act protects white males against employment discrimination
based on race.
a. True
b. False
17. Reverse discrimination⎯giving preferential treatment to minorities or women⎯is not illegal as that is one of the goals
of Title VII.
a. True
b. False
18. There is no formal definition of "race." Under Title VII, one may declare any race of one's choosing.
a. True
b. False
19. Under Title VII, there is an official list of races.
a. True
b. False
20. Under Title VII, recognized races include Hispanic and Arab.
a. True
b. False
21. Under Title VII, recognized races include white and black.
a. True
b. False
22. Under Title VII, race includes white, black, Hispanic, Asian and American Indians.
a. True
b. False
23. Race discrimination is the most common claim made under Title VII.
a. True
b. False
24. Discrimination based on color has not produced as much litigation as other classes used in discrimination suits.
a. True
b. False
25. A Title VII claim of color discrimination could include a suit by a dark-skinned black person for job bias by a
lighter-skinned black person.
a. True
b. False
26. Title VII has resulted in a specific list of places of "national origin" and which qualify for coverage under the
employment discrimination law.
a. True
b. False
27. Ordering Spanish-speaking workers to always speak English to each other while they are at the workplace does not
violate Title VII.
a. True
b. False
28. Ordering Spanish-speaking workers to speak English while working on an assembly line would be a clear violation
of Title VII employment discrimination.
a. True
b. False
29. National origin discrimination could be based on ethnic slurs against an employee.
a. True
b. False
30. If an employer refuses to consider hiring a non-citizen, it is a clear basis for a national origin discrimination suit.
a. True
b. False
31. To avoid a charge of employment discrimination based on religion, an employer must make reasonable
accommodations but need not spend more than a minimal amount to do so.
a. True
b. False
32. Under Title VII, for certain jobs religious organizations may legally hire only members of a particular religion.
a. True
b. False
33. If an employee honors a particular day of the week as a holy day, the employer must be sure to arrange the work
schedule to allow the employee to have that day off or face discrimination based on religion suit.
a. True
b. False
34. Baylor University, a Baptist school, may require that all professors who teach Baptist theology be Baptists.
a. True
b. False
35. Discrimination based on religion does not include coverage for persons who do not believe in God.
a. True
b. False
36. A defense in suits for discrimination based on religion is that accommodation of religious beliefs would impose
undue hardship on the employer.
a. True
b. False
37. Under Title VII, the EEOC has produced a list of religions and religious organizations that qualify for coverage
under the statute.
a. True
b. False
38. Under Title VII, the definition of sex is only gender-male or female-not sexual orientation.
a. True
b. False
39. Under Title VII, employment discrimination based on sexual preference is prohibited.
a. True
b. False
40. Employment discrimination based on marital status is a prima facie Title VII violation for sex discrimination.
a. True
b. False
41. Some states have laws making it illegal to discriminate against employees on the basis of marital status.
a. True
b. False
42. Some states have laws making it illegal to discriminate against employees on the basis of sexual identity, but Title
VII does not make it illegal.
a. True
b. False
43. If an employer denies a female worker a promotion because she is pregnant, the employer has violated the
Pregnancy Discrimination Act.
a. True
b. False
44. The Pregnancy Discrimination Act amended Title VII.
a. True
b. False
45. If an employer will not provide medical benefits that cover pregnancy, it will be a violation of Title VII.
a. True
b. False
46. If an employer does not send a worker to an assignment in Pakistan because she is pregnant, because the employer
is concerned about the quality of medical care there, the employer may be liable for sex discrimination.
a. True
b. False
47. Sexual harassment may include promises of career advancement in return for sexual favors.
a. True
b. False
48. Verbal comments that happen to be of a sexual nature do not constitute sexual harassment because it is speech
protected by the First Amendment.
a. True
b. False
49. There are basically two types of sexual harassment: quid pro quo and aggravated.
a. True
b. False
50. An employer cannot be found liable for sexual discrimination based on the content of e-mails that employees send
each other.
a. True
b. False
51. Employers have the right to monitor employee's e-mails in the workplace and may do so, in part, to prevent sexual
harassment.
a. True
b. False
52. Employers are not responsible for employees showing pornography at work that happens to offend women
employees.
a. True
b. False
53. A work environment that includes degrading sexual behavior can produce a hostile environment that gives a women
employee the right to quit and hold the employer liable.
a. True
b. False
54. In Harris v. Forklift Systems, Harris successfully sued her employer after her boss sexually insulted her and she
quit.
a. True
b. False
55. In Harris v. Forklift Systems, Harris sued her employer after her boss sexually insulted her and she quit. The
Supreme Court held that she had a duty to complain about the behavior and have it possibly resolved before she
quit.
a. True
b. False
56. In Harris v. Forklift Systems, the Supreme Court established a standard of sexual harassment that is based on the
presence of physical harm, not psychological harm.
a. True
b. False
57. In Harris v. Forklift Systems, Harris successfully sued her boss for quid pro quo discrimination when he insisted
on sex as a basis for a promotion.
a. True
b. False
58. In Oncale v. Sundowner Offshore Services the Supreme Court held that a claim of same-sex sexual harassment
does not fall under Title VII.
a. True
b. False
59. In Oncale v. Sundowner Offshore Services the Supreme Court held that a claim of sexual harassment made by a
male employee did fall under Title VII.
a. True
b. False
60. In Oncale v. Sundowner Offshore Services the Supreme Court held that when reviewing claims of sexual
harassment the courts should use "common sense."
a. True
b. False
61. The Supreme Court has held that, when reviewing sexual harassment cases, one should use the perspective of a
reasonable person in the same circumstances.
a. True
b. False
62. The Supreme Court has held that teasing and roughhousing, that has sexual content, will normally lead to liability on
the part of an employer.
a. True
b. False
