60. Fred and Vinny work at Leo’s Used Car Lot. Fred dislikes Vinny, makes insults about Vinny‘s Iranian heritage, and
treats him badly. Leo has heard the insults but does not reprimand Fred because Leo thinks Fred is right. Leo’s
actions are:
a. legal because Vinny is a U.S. citizen
b. discriminatory under Title VII
c. legal because Leo and Fred have a rational basis for their beliefs
d. legal because Iranian-Americans are not protected by Title VII
e. legal; Fred is the one guilty of discrimination
61. Under Title VII of the Civil Rights Act’s prohibition of discrimination based on religion, an employer is:
a. required to financially support employees‘ religious practices
b. required to provide reasonable accommodation for an employee‘s religious practices
c. required to provide unconditional support for an employee‘s religious practices
d. not required to provide reasonable accommodation for an employee’s religious practices
e. required to assist employees seeking religious support at the workplace
62. To not violate Title VII‘s prohibition of discrimination based on religion, an employer may have to make changes in
the way her business is organized to meet religious requirements of employees. Employers are required to incur:
a. any expense required to avoid violating religious requirements of its employees
b. up to ten percent of an employee‘s wage in costs to comply with the employee’s beliefs
c. no more than minimal expenses to accommodate an employee’s religious requirements
d. no expense or trouble at all
e. none of the other choices
63. An employee joins a religion that requires members to keep a chicken by their side all morning and then cut-off the
chicken’s head at noon and suck the blood. The employer tells the employee that he may not do this at work. The
employee claims he has the right to do this as a religious belief, so the employer fires him. If sued for discrimination,
the court will likely rule that:
a. these religious beliefs are valid and so they must be allowed
b. the chicken act may be done, but only in a room set aside for that purpose
c. this is an odd “religion,“ so Title VII does not apply
d. this behavior imposes undue hardship on the employer so need not be tolerated
e. the employee should be required to go to a class on the humane treatment of animals
64. An employee joins a religion that requires members to keep a chicken by their side all morning and then cut-off a
chicken’s head at noon and suck the blood. The employer tells the employee that he may not do this at work. The
employee claims he has the right to do this as a religious belief, so the employer fires him. If sued for discrimination,
the court will likely rule that:
a. these religious beliefs are valid and so they must be allowed
b. the chicken act may be done, but only in a room set aside for that purpose
c. this is an odd “religion,“ so Title VII does not apply
d. the employee should be required to go to a class on the humane treatment of animals
e. none of the other choices
65. Carol’s business requires that all employees dress professionally in business attire to give her company a
professional appearance. Susan insists that she be allowed to wear ratty jeans because her religion requires it.
Carol:
a. must allow Susan to wear jeans so as not to discriminate based on religion
b. may insist that Susan wear business attire since the company has a strict dress code policy
c. must compensate Susan monetarily if she chooses to force her to wear business attire
d. will likely be imprisoned for restricting freedom of religion
e. none of the other choices are correct
66. Which of the following is one of the most common claims of religious discrimination in the workplace:
a. the employer will not allow the employee to take time off work to attend religious services
b. the employer makes derogatory remarks about the employee’s religion
c. the employer refuses to acknowledge the employee’s religion
d. the employer requires the employee to contribute to a religious charity
e. the employer does not allow the employee to convert other employees to his religion
67. Intersectional discrimination refers to the claim that:
a. a person suffered discrimination because of sexual orientation
b. a person suffered discrimination because of race and religion
c. a person was not allowed to take off time from work to attend religious services
d. a person was treated unfairly because of their physical appearance
e. a person was not allowed to mention his cultural origin at work
68. If a person suffers discrimination because of race and because of religion, he may file a complaint of:
a. intersectional discrimination
b. intrasectional discrimination
c. real discrimination
d. double discrimination
e. super discrimination
69. Equal Employment Opportunity law does not apply to:
a. non-U.S. citizens working for U.S. companies in other countries
b. non-U.S. citizens working for U.S. companies in the U.S.
c. U.S. citizens working for U.S. companies in other countries
d. U.S. citizens working for U.S. companies in the U.S.
e. Equal Employment Opportunity law does not apply to any of the other choices
70. In relation to the term “sex discrimination:”
a. courts have played a major role in defining the term
b. Congress carefully defined the term in Title VII
c. the Executive branch has crafted many opinions on the subject
d. courts have played a major role in defining the term and the Executive branch has crafted many opinions on
the subject
e. none of the other choices
71. Title VII prohibits discrimination in employment based on sex. This does not include:
a. sexual preferences
b. marital status
c. sexual identity
d. sexual preferences or sexual identity
e. sexual preferences or sexual identity or marital status
72. Title VII prohibits discrimination in employment based on sex. This does not include:
a. sexual preferences
b. marital status
c. being a male
d. sexual preferences or marital status
e. sexual preferences or marital status or being a male
73. Discrimination on the basis of sexual preference or sexual identity:
a. is prohibited by Title VII of the Civil Rights Act
b. is not prohibited by Title VII of the Civil Rights Act
c. is prohibited by most states
d. is an accepted practice in most workplaces
e. none of the other choices are correct
74. Ernie the Employer allows John to work overtime every week, but refuses to let Sally work overtime at all. Sally
can most likely:
a. complain of sex discrimination
b. complain of religious discrimination
c. do nothing, Ernie can do as he pleases
d. do nothing because, in practice, women never win sex discrimination cases
e. none of the other choices are correct
75. The Pregnancy Discrimination Act, a part of Title VII, provides protection for which pregnancy-related condition?
a. fringe benefits
b. childbirth
c. related medical conditions
d. insurance benefits and childbirth
e. childbirth and related medical conditions and fringe benefits
76. Title VII sex discrimination includes discrimination with respect to:
a. plans to have children in the future
b. current pregnancy
c. having children already
d. insurance benefits and childbirth
e. all of the other choices are included under the law
77. Which of the following are examples of illegal discrimination under the Pregnancy Discrimination Act?
a. not providing health insurance to employees
b. suspending a pregnant waitress because she might not be appealing to the diners at a café
c. denying a pregnant reporter an assignment to a dangerous country because of her condition
d. suspending a pregnant waitress because she might not be appealing to the diners at a café and denying a
pregnant reporter an assignment to a dangerous country because of her condition
e. suspending a pregnant waitress because she might not be appealing to the diners at a café and denying a
pregnant reporter an assignment to a dangerous country because of her condition and not providing health
insurance to employees
78. Which of the following are examples of illegal discrimination under the Pregnancy Discrimination Act?
a. not giving more time off to an employee suffering a difficult pregnancy
b. suspending a pregnant waitress because she might not be appealing to the diners at a café
c. denying a pregnant reporter an assignment to a dangerous country because of her condition
d. suspending a pregnant waitress because she might not be appealing to the diners at a café and denying a
pregnant reporter an assignment to a dangerous country because of her condition
e. suspending a pregnant waitress because she might not be appealing to the diners at a café and denying a
pregnant reporter an assignment to a dangerous country because of her condition and not giving more time
off to an employee suffering a difficult pregnancy
79. Denying a woman a job, assignment, or promotion because she is pregnant or has children is:
a. legal, as long as there is specific company policy in place
b. legal in most states
c. illegal because it is a form of pregnancy discrimination
d. illegal because it is a form of religious discrimination
e. none of the other choices are correct
80. Requiring a pregnant woman to go on leave when she is able to do her job is:
a. legal, as long as there is specific company policy in place
b. legal in most states
c. illegal because it is a form of pregnancy discrimination
d. illegal because it is a form of religious discrimination
e. none of the other choices are correct
81. Treating maternity leave differently than other leaves for temporary disabilities is:
a. legal, as long as there is specific company policy in place
b. legal in most states
c. illegal because it is a form of pregnancy discrimination
d. illegal because it is a form of religious discrimination
e. none of the other choices are correct
82. Discriminating in fringe benefits, such as in the structure of health insurance benefits, to discourage women of
childbearing age from working is:
a. legal, as long as there is specific company policy in place
b. legal in most states
c. illegal because it is a form of pregnancy discrimination
d. illegal because it is a form of religious discrimination
e. none of the other choices are correct
83. A woman has a difficult time with her pregnancy. She uses up all her leave time and sick time. She then often
comes to work late or leave early due to feeling badly. Under the Pregnancy Discrimination Act, her employer:
a. can dismiss her for taking off too much time
b. must give her additional time off, with pay, only if there is medical evidence that it is necessary
c. must give her additional time off, with pay, by extending her sick time and leave time, as required by law
d. must give her additional time off, with pay, if she requests it, so long as she is pregnant
e. none of the other choices
84. A woman has a difficult time with her pregnancy. She uses up all her paid leave time and sick time. She then often
comes to work late or leave early due to feeling badly. Under the Pregnancy Discrimination Act, her employer
must give her additional time off, if requested:
a. without pay under the Family and Medical Leave Act
b. with pay, only if there is medical evidence that it is necessary
c. with pay, by extending her sick time and leave time, as required by law
d. with pay, if she requests it, so long as she is pregnant
e. none of the other choices
85. A woman has a difficult time with her pregnancy. She uses up all her leave time and sick time. She then often
comes to work late or leave early due to feeling badly. Under the Pregnancy Discrimination Act, her employer
must give her additional time off:
a. with pay, only if a physician recommends that
b. with pay, if she provides medical evidence that it is necessary
c. with pay, by extending her sick time and leave time, as required by law
d. with pay, if she requests it, so long as she is pregnant
e. none of the other choices
86. When employers have been sued for monitoring the content of their employees’ e-mails at work, the court have
generally held that the monitoring:
a. is an invasion of privacy
b. is an invasion of privacy if personal e-mails are reviewed, not work-related e-mails
c. is sexual harassment if directed at women employees
d. is legal, employers have the right to do so, in part to prevent sexual harassment
e. none of the other choices
87. Many employers monitor the e-mail their employees send and receive at work. The courts have held that this
practice is legal:
a. never, because it is an invasion of privacy.
b. only if an e-mail concerns an illegal matter.
c. only if the e-mails concern company business.
d. so long as the employees give the employer permission.
e. because e-mails are being transmitted on company time and property.
88. Sexual harassment does not appear to include:
a. commenting on physical attributes
b. deliberate, unsolicited touching of a sexual nature
c. using crude or offensive language directed at a woman
d. discussing explicit sexual activities
e. all of the other choices may be included
89. Sexual harassment does not appear to include:
a. commenting on physical attributes
b. asking a co-worker to go on a date
c. using crude or offensive language directed at a woman
d. deliberate, unsolicited touching of a sexual nature
e. all of the other choices may be included
90. A sexually hostile work environment is:
a. a form of sexual discrimination
b. a form of pregnancy discrimination
c. not a legally defined term
d. not related to antidiscrimination laws
e. something employees must just learn to deal with
91. Where there is a promise of a reward, such as promotion or pay raise, for providing sexual favors being demanded
is called:
a. bona fide impact
b. impact favoritism
c. quid pro quo
d. differential standard
e. differential favoritism
92. Where there is a promise of a reward, such as promotion or pay raise, for providing sexual favors being demanded
is called:
a. bona fide impact
b. impact favoritism
c. differential favoritism
d. differential standard
e. none of the other choices
93. Quid pro quo sexual harassment occurs when:
a. there are sexually explicit pictures displayed in the workplace
b. one employee touches another in an offensive way
c. an employer uses crude or demeaning language in private
d. there is a promise of a reward, such as a pay raise, for providing sexual favors
e. none of the other choices are correct
94. An example of quid pro quo sexual harassment would be:
a. discussing sexual activities at work
b. commenting on the physical attributes of another worker
c. saying demeaning things about women
d. showing sexually explicit photos
e. none of the other choices are specific to quid pro quo harassment
95. The most likely example of quid pro quo sexual harassment would be:
a. discussing sexual activities at work
b. promoting a woman because she accepts dates with her boss
c. saying demeaning things about women
d. showing sexually explicit photos
e. all of the other choices
96. Quid pro quo sexual harassment refers to:
a. crude or offensive language
b. touching someone in a sexually offensive manner
c. promising a promotion in exchange for sex
d. displaying sexually explicit photographs
e. all of the other choices
97. Sexual harassment legally does not include:
a. “unwelcome” advances
b. offensive working environment
c. verbal conduct of a sexual nature
d. any of the other choices
e. all of the other specific choices may be illegal
98. The hostile environment form of sexual harassment occurs in which of the following circumstances:
a. an employer uses crude or offensive language
b. an employer discusses sexual activities
c. an employer displays sexually suggestive pictures in the workplace
d. all of the other specific choices are correct
e. none of the other specific choices are correct
99. To determine if there is a hostile environment in a sexual harassment case courts look at:
a. how often the conduct in question occurred
b. whether the alleged harassment was by a supervisor or a co-worker
c. whether there was talk or actual talk
d. whether more than one person was involved
e. all of the other specific choice are correct
100. In Harris v. Forklift Systems, a woman sued her employer based on the conduct of her male boss. The Supreme
Court held:
a. all offensive conduct is illegal sexual harassment
b. even if the subject of the harassment does not care, an employer may still be liable for remarks that a
reasonable person would find offensive
c. if a work environment becomes hostile or abusive due to sexual harassment, an employer may liable
d. employers will be liable only if the employee can prove physical harm
e. none of the other choices
101. In Harris v. Forklift Systems, a woman sued her employer based on the conduct of her male boss. The Supreme
Court held:
a. all offensive conduct is illegal sexual harassment
b. even if the subject of the harassment does not care, an employer may still be liable for remarks that a
reasonable person would find offensive
c. the woman failed to show mental distress sufficient for a cause of action under Title VII
d. employers will be liable only if the employee can prove physical harm
e. none of these
102. In Harris v. Forklift Systems, a woman claimed that the behavior of her boss was illegal sexual harassment. The
Supreme Court applied which standard to the case?
a. the merely offensive standard
b. the psychological trauma standard
c. the offensive utterance standard
d. the hostile work environment standard
e. the physical harm standard
103. In Harris v. Forklift Systems, a woman claimed that the behavior of her boss was illegal sexual harassment. The
Supreme Court applied which standard to the case?
a. the merely offensive standard
b. the psychological trauma standard
c. the offensive utterance standard
d. the physical harm standard
e. none of the other choices
104. In Harris v. Forklift Systems, a woman sued her employer based on the conduct of her male boss. The Supreme
Court described the hostile work environment standard as:
a. taking an extreme position where the employee must be physically prevented from working for Title VII to
apply
b. taking an extreme position where the offender need only make a causal comment that could possibly be
taken as sexual harassment for Title VII to apply
c. useless in this case
d. taking a middle path between making actionable any conduct that is merely offensive and requiring the
conduct to cause a tangible psychological injury
e. requiring at least a year of abuse before Title VII applied
105. In Harris v. Forklift Systems, a woman sued her employer based on the conduct of her male boss. The Supreme
Court described the hostile work environment standard as:
a. taking an extreme position where the employee must be physically prevented from working for Title VII to
apply
b. taking an extreme position where the offender need only make a causal comment that could possibly be
taken as sexual harassment for Title VII to apply
c. useless in this case
d. requiring at least a year of abuse before Title VII applied
e. none of the other choices are correct
106. A company with 30 employees has no personnel department. Several male employees pester several female
employees, including making sexual gestures, comments, and, at times, grabbing them. Telling the men to stop does
not change behavior. Several women quit and file a complaint against the employer for sexual harassment. It is
likely that the women will:
a. have a case because the company does not have a personnel office as required by law
b. have a case because there was a persistent hostile environment that was not corrected.
c. not have a case because they did not complain sufficiently to the company manager before they quit
d. not have a case because they did not complain to the EEOC (or equivalent state office) before they quit
e. not have a case because they may not act as a group; only individually
107. In Oncale v. Sundowner Offshore Services, a case concerning male–on–male sexual harassment, the Supreme
Court held that:
a. there was no case under Title VII, which refers to harassment against women
b. there was no case under Title VII, which refers to harassment against women, but there was a tort suit for
battery
c. the law restricts “simple teasing or roughhousing“ regardless of sex
d. the law restricts same-sex harassment
e. none of the other choices
108. As seen in Oncale v. Sundowner Offshore Services, a case concerning male-on–male sexual harassment, same-
sex harassment is:
a. prohibited by Title VII when it is motivated by the sex of the victim
b. not prohibited by Title VII when it is motivated by the sex of the victim
c. prohibited by Title VII when it is motivated by the age of the victim
d. legal in some states, but not others
e. none of the other choices are correct
109. In Oncale v. Sundowner Offshore Services, a case concerning male–on–male sexual harassment, the Supreme
Court held that:
a. there was no case under Title VII, which refers to harassment against women
b. there was no case under Title VII, which refers to harassment against women, but there was a tort suit for
battery
c. the law restricts “simple teasing or roughhousing“ regardless of sex
d. all cases should be viewed from a reasonable person perspective, taking into account all circumstances,
regardless of sex
e. none of the other choices
110. The Age Discrimination in Employment Act holds it illegal to discriminate in employment against:
a. persons under age 21 or over age 65
b. persons aged 40 and over
c. women or minorities aged 40–65
d. women or minorities aged 40–70
e. women or minorities under age 21
111. The Age Discrimination in Employment Act holds it illegal to discriminate in employment against:
a. persons under age 21 or over age 65
b. women or minorities under age 21
c. women or minorities aged 40–65
d. women or minorities aged 40–70
e. none of the other choices are completely correct