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1.
(p. 939)
The concept of at-will employment excludes the concept that an employee may quit at
any time.
2.
(p. 939)
State laws may give employees less, but not more, protection than federal law.
3.
(p. 943)
It is usually more difficult to prove disparate impact, as opposed to disparate treatment,
in regard to violations of Title VII.
4.
(p. 945)
In recent years the number of sexual harassment claims filed under Title VII has been in
decline.
5.
(p. 948)
The issue of whether a hostile work environment exists is only considered by the courts
in the area of harassment based upon gender.
6.
(p. 952)
In order to establish facts sufficient to create a reasonable inference that age was a
determining factor in a termination, a plaintiff in an Age Discrimination in Employment Act case
need not prove replacement by someone outside the protected class.
7.
(p. 954)
The definition of disabled individuals under the Americans with Disabilities Act includes
an individual with a record of a physical or mental impairment that substantially limits one or
more of the major life activities of such individual.
8.
(p. 955)
The Americans with Disabilities Act is enforced by the Disability Action Agency, not the
Equal Employment Opportunity Commission.
9.
(p. 958)
Currently only one state prohibits discrimination on the basis of sexual orientation.
10.
(p. 960)
Title VII does not apply to the overseas operations of American firms.
11.
(p. 953)
Which of the following was the court's ruling on appeal in
Danny Lambert v. Mazer
Discount Home Centers Inc.
, the case in the text in which the plaintiff alleged age discrimination
following a change in management and his discharge?
12.
(p. 957)
Which of the following was decision of the appellate court in
Crystal Dixon v. University of
Toledo,
the case in the text in which the plaintiff alleged a violation of the Equal Pay Act?
13.
(p. 939)
Which of the following is the term for the concept that an employee may be fired for no
reason at all?
14.
(p. 939)
In the U.S. at-will employment applied in all states until ____.
15.
(p. 940)
Which title of the Civil Rights Act of 1964 deals with discrimination in employment?
16.
(p. 940)
Which of the following are the categories protected by Title VII?
17.
(p. 940)
Which of the following is
not
a type of entity that may be covered by Title VII?
18.
(p. 940)
Title VII of the Civil Rights Act applies to employers who have ______ or more employees
for ______ consecutive weeks within one year and who are engaged in a business that affects
commerce.
19.
(p. 941)
What is the first step a plaintiff would establish in order to prove disparate-treatment
employment discrimination under Title VII?
20.
(p. 941)
Prima facie
is Latin for ____.
21.
(p. 941)
Which of the following occurs when a plaintiff establishes a prima facie case in an action
alleging disparate-treatment discrimination in employment in the form of an illegal discharge?
22.
(p. 943)
Which of the following is
not
available as a remedy under Title VII?
23.
(p. 943)
Which of the following are sometimes called "unintentional-discrimination" cases?
24.
(p. 943)
In which of the following types of cases does a plaintiff attempt to prove that while an
employer's policy or practice appears to apply to everyone equally, its actual effect is that it
disproportionately limits employment opportunities for a protected class?
25.
(p. 946-947)
Which of the following best represents the ruling of the U.S. Supreme Court in
Oncale
v. Sundowner Offshore Services Inc.
, the case in the text addressing whether a plaintiff
could prevail in a sexual harassment case when the harassers were of the same sex?
26.
(p. 947)
Which of the following is true regarding whether an employer may be held liable under
Title VII for sexual harassment of an employee by a nonemployee?
27.
(p. 949)
In the area of employee testing, which of the following shows a statistical relationship
between test scores and objective criteria of job performance?
