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Chapter 07: Gender and Family Issues: Title VII and Other Legislation
True / False
1. Title VII of the Civil Rights Act protects all individuals from employment discrimination based on sex or gender.
a. True
b. False
2. Section 703(e)(1) of the Bona Fide Occupational Qualification allows employer to select employees based on sex and
gender in certain instances.
a. True
b. False
3. An employer who requires women to wear a uniform but has no such requirement for men violates Title VII of Civil
Rights Act.
a. True
b. False
4. An employer who places additional requirements on employees of a certain gender but not on employees of the
opposite gender does not violate Title VII.
a. True
b. False
5. The Equal Pay Act of 1963 requires that women should be paid more than men even if they perform substantially equal
work in same establishment.
a. True
b. False
6. The Equal Pay Act’s coverage is similar to that of the Fair Labor Standards Act.
a. True
b. False
7. The Equal Pay Act does not cover state and local government employees.
a. True
b. False
8. There is no provision for employers’ defense under The Equal Pay Act.
a. True
b. False
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Chapter 07: Gender and Family Issues: Title VII and Other Legislation
9. When the pay differentials between the male and female employees are due to a seniority system, a merit pay system, a
productivity-based pay system, or “a factor other than sex,” the pay differentials do not violate Title VII.
a. True
b. False
10. An organization claiming to act in good faith under Equal Pay Act need not show objective reason for its belief that it
was acting legally as it is not considered as evidence in the court of law.
a. True
b. False
11. Employers who fire pregnant employees because of the assumption that the employees will likely be absent from work
for lengthy periods is a violation of Title VII.
a. True
b. False
12. The Family and Medical Leave Act, allows eligible employees to take up to twelve weeks of unpaid leave in any
twelve months.
a. True
b. False
13. Employees seeking to take a leave under provisions of the FMLA must give notice of the leave to their employer at
least thirty days in advance of the leave when the need for the leave is foreseeable.
a. True
b. False
14. An employer may require a second or third medical opinion at the employee’s expense when the employee applies for
leave under serious health condition.
a. True
b. False
15. The EEOC clearly states that sexual harassment does not amount to gender discrimination and hence does not violate
Title VII.
a. True
Multiple Choice
16. Which of the following prohibits advertising for male or female employees in help-wanted notices (apart from a few
exceptions) or maintaining separate seniority lists for male and female employees?
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Chapter 07: Gender and Family Issues: Title VII and Other Legislation
a. Bona fide occupational qualification (BFOQ)
b. Section 703
c. Equal Pay Act
d. The Bennett Amendment
17. Which of the following reasons is sufficient to support a bona fide occupational qualification (BFOQ)?
a. Employer convenience
b. Customer preference
c. Co-worker preference
d. Business necessity
18. When an employer places additional requirements on employees of a certain gender, but not on employees of the
opposite gender, this is known as:
a. leave discrimination.
b. sexual harassment.
c. gender-plus discrimination.
d. equal pay discrimination.
19. The provision that men and women performing substantially equal work should be paid equally is part of the:
a. the Equal Pay Act.
b. the Family and Medical Leave Act.
c. the Pregnancy Discrimination Act.
d. “Gender–Plus” Discrimination.
20. The Equal Pay Act’s coverage is similar to that of the:
a. National Labor Relation Act.
b. Pregnancy Discrimination Act.
c. Fair Labor Standards Act.
d. Occupational Safety and Health Act.
21. An act that amends Title VII by extending the time limit for filing suit for pay discrimination cases is known as the:
a. Limitation Act.
b. Fair Labor Standards Act.
c. Age Discrimination Act.
d. Lilly Ledbetter Fair Pay Act.
22. The remedies available under a government suit for the violation of Pay Discrimination Act include:
a. injunction and back pay with interest.
b. criminal proceedings and coverage for damages.
c. criminal proceedings and back pay with interest.
d. injunction and coverage for damages.
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Chapter 07: Gender and Family Issues: Title VII and Other Legislation
23. Pay differentials between employees of different sexes is allowed when the differential is due to seniority, merit or
productivity-based pay system, or factor other than sex under:
a. Section 704(k) of Title VII.
b. National Labor Relation Board.
c. Section 703(e)(1) of Title VII.
d. Section 703(h) of Title VII.
24. Under the Family and Medical Leave Act, the employer may deny leave to employees, who are designated as:
a. “employees on probation”.
b. mandatory employees.
c. “key employees”.
d. temporary employees.
25. Harassment where the employee’s response to the harassment is considered in granting employment benefits is called:
a. hostile environment harassment.
b. mental harassment.
c. defamation.
d. quid pro quo harassment.
26. ______ state(s) that employers are liable for sexual harassment by supervisory or managerial employees or co-workers
and may also be liable for harassment by coworkers or even nonemployees under certain circumstances.
a. The National Labor Relation Board
b. The Occupational Safety and Health Act
c. EEOC guidelines
d. U.S. Constitution
27. In which of the following cases did the court hold that an employer who requires women to wear a uniform but has no
such requirement for men violates Title VII?
a. Fountain v. Safeway Stores, Inc.
b. Carroll v. Talman Federal Savings & Loan Assoc.
c. Baker v. California Land Title Co.
d. Willingham v. Macon Tel. Publishing Co.
28. According to ___________ is it lawful for women to be permitted to wear long hair while males are not permitted to
have hair below the collar in a workplace.
a. Title VII.
b. the U.S. Constitution.
c. Occupational Safety and Health Act.
d. National Labor Relation Board’s regulations.
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Chapter 07: Gender and Family Issues: Title VII and Other Legislation
29. In Price Waterhouse v. Ann B. Hopkins, Ann Hopkins, a senior manager in an office of Price Waterhouse, was
proposed for partnership. When the partners in her office refused to repropose her partnership, she sued the firm. The
Supreme Court held that employment decisions may constitute sex discrimination in violation of Title VII, if the decision
is based on:
a. age discrimination.
b. sex stereotypes.
c. grounds of pregnancy.
d. sexual harassment.
30. In which of the following cases did the court hold that abuse and ridicule by coworkers and managers directed at a
male employee because he appeared effeminate and did not conform to a male stereotype was discrimination “because of
sex” for the purposes of establishing a claim under Title VII?
a. Price Waterhouse v. Hopkins.
b. Willingham v. Macon Tel. Publishing Co.
c. Baker v. California Land Title Co.
d. Nichols v. Azteca Restaurant Entreprises, Inc.
31. In Kouba v. Allstate Insurance Co., the U.S. Court of Appeals for the Ninth Circuit held that using an employee’s
prior salary to determine pay for employees in a training program was not precluded by the:
a. Equal Pay Act.
b. Gender Discrimination Act.
c. National Labor Relation Act.
d. Occupational Safety and Health Act.
32. In Laffey v. Northwest Airlines, Laffey filed a class action suit against NWA, claiming that the refusal to hire females
as pursers violated Title VII and that the differential pay scale and allowances for male pursers and female attendants
violated Title VII and the:
a. Equal Pay Act.
b. Sarbanes-Oxley Act.
c. National Labor Relations Act.
d. Gender Discrimination Act.
33. Plaintiffs often file suit under both ______ and the Equal Pay Act.
a. the Sarbanes-Oxley Act
b. Title VII
c. the National Labor Relations Act
d. the Executive Order
34. In Spalding v. University of Washington and A.F.S.C.M.E. v. State of Washington, the U.S. Court of Appeals for the
Ninth Circuit held that a plaintiff bringing a Gunther-type claim under Title VII must establish the evidence of:
a. validity of job requirement.
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Chapter 07: Gender and Family Issues: Title VII and Other Legislation
b. comparable worth.
c. disparate treatment.
d. disparate impact.
35. In City of Los Angeles v. Manhart, a group of female employees filed suit against the department, alleging that the
practice of making female employees pay higher contributions to receive equal benefits upon retirement violated Title
VII. The trial court held that, the department’s practice:
a. amounted to discrimination on the basis of age.
b. amounted to illegal sex discrimination.
c. was legal under the BFQQ exception of Title VII.
d. amounted to discrimination based on nationality.
36. Identify the case in which the Supreme Court held that the organization’s refusal to cover pregnancy or related
conditions under its sick-pay plan, in spite of having male-specific disabilities such as vasectomies covered, did not
violate Title VII?
a. Newport News Shipbuilding and Dry Dock Co. v. EEOC.
b. Goss v. Exxon Office Systems Co.
c. General Electric v. Gilbert.
d. U.A.W. v. Johnson Controls, Inc.
37. In Nevada Dept. of Human Resources v. Hibbs, the Supreme Court held that the Eleventh Amendment of the
Constitution does not grant the states immunity from suits for damages by employees under which of the following acts?
a. National Labor Relation Board
b. Family and Medical Leave Act
c. Equal Pay Act
d. Gender Discrimination Act
38. In Novak v. Metrohealth Medical Center, Donna Novak was terminated from her employment because the
MetroHealth determined that Novak’s March absences did not qualify for the FMLA leave. Novak filed suit against
MetroHealth, alleging interference with her FMLA rights and retaliation under the FMLA. The Court of Appeals held
that:
a. Novak was not entitled to FMLA leave.
b. Metro violated Title VII by terminating her.
c. Novak was entitling to FMLA leave with pay.
d. Metro should reinstate Novak.
39. In Harris v. Forklift Systems, Inc., Teresa Harris sued Forklift, claiming that Forklift’s president Hardy’s conduct had
created an abusive work environment for her because of her:
a. seniority.
b. age.
c. gender.
d. race.
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Chapter 07: Gender and Family Issues: Title VII and Other Legislation
40. In ______ the court held that a proliferation of pornographic material featuring nude women did create a hostile
working environment for female employees.
a. Scott v. Sears, Roebuck & Co.
b. Harris v. Forklift Systems
c. Barbetta v. Chemlawn Services Corp.
d. None of these answers.
41. In Smith v. City of Salem, Ohio, Greenamyer suspended Smith for one twenty-four hour shift, based on his alleged
infraction of a City and/or Fire Department policy. Smith filed suit in the federal district court alleging:
a. pay discrimination in violation of Title VII.
b. sex discrimination and retaliation in violation of Title VII.
c. violation of National Relation Board by Greenamyer.
d. violation of Title VII by discriminating her on the basis of religion.
42. James and Cameron applied for the position of an assistant professor at Luthans University. Though Cameron had
more experience and was better qualified, her job application was rejected by the University Board. The Board felt that as
a woman, Cameron would not be able to maintain discipline in her class since most of the students were male. James’ job
application was considered and he was later hired. In this case, the University Board:
a. violated the provisions of Title VII of the Civil Rights Act.
b. does not violate Title VII since they could demonstrate a BFOQ exception.
c. does not violate Title VII but violates EEOC.
d. does not violate either Title VII or EEOC since gender was part of the required skills.
43. Scarlett applied for a job as personal shopper in a boutique for exclusive menswear. The boutique rejected her
application since the job also required assisting male customers in the fitting rooms which was a business necessity and
was inappropriate for a female employee. In this case, the department is justified under:
a. public policy exception.
b. bona fide occupational qualification.
c. employment-at-will.
d. gender stereotyping.
44. A transport company had a policy that required every female employee to go through a mandatory physical
examination prior to a promotion. However, the test was not mandatory for male candidates. A group of female candidates
filed a lawsuit against the company. In this instance, the court most likely held that the company violated:
a. Title VII, on the basis of gender stereotyping.
b. Title VII, on the basis of gender-plus discrimination.
c. Title VII, on the basis of national origin.
d. National Labor Relation Act.
45. Central Airlines decided to give 30 percent pay hike to stewards and 15 percent pay hike to stewardesses, even though
they were performing substantially similar kind of work. In this case, the airlines has most likely violated the:
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Chapter 07: Gender and Family Issues: Title VII and Other Legislation
a. Wage and Compensation Act.
b. Sarbanes-Oxley Act.
c. National Labor Relation Board.
d. Equal Pay Act.
46. Jack and Adam were the employees of Steel Co. Inc. Both of them performed equal work in the industry, however, the
company decided to give a 40 percent hike to Jack because he was senior to Adam, whereas Adam was only given a 20
percent pay hike to his salary. In this scenario, the company wage differential is justified under the:
a. Bennett Amendment.
b. discretionary power of company.
c. public policy exception.
d. Lilly Ledbetter Fair Pay Act.
47. Wendell was fired without sufficient reason by her company once they became aware of her pregnancy. The company
assumed that the Wendell was likely to be absent from work for lengthy periods due to her pregnancy and the ensuing
responsibilities of parenthood. In this circumstance, Wendell has a remedy under the:
a. Equal Pay Act.
b. National Labor Relation Act.
c. Pregnancy discrimination Act.
d. Occupational Safety and Health Act.
48. Olivia requested for leave from her supervisor for one week since her daughter fell sick and required home care. The
employer refused to grant her leave and as a result Olivia was forced to be absent from work without pay. She later filed a
suit against her employer alleging violation of Title VII. Under the assumption that Olivia is a productive employee, the
court most likely held that:
a. the employer did not violate Title VII.
b. Olivia is entitled for leave under FMLA.
c. Olivia was not entitled to the leave.
d. Olivia violated Title VII by filing suit against employer.
49. A female employee was asked by her male supervisor to sleep with him if she wanted a satisfactory evaluation and
recommendation for promotion. When she refused, she was subjected to negative evaluation, disciplinary suspensions,
and she was ultimately fired. This action of supervisor can be termed:
a. hostile environment harassment.
b. sex discrimination.
c. quid pro quo harassment.
d. regional discrimination.
50. Samantha worked as an ocean lifeguard for the Marine Safety Section of the Parks and Recreation Department. Her
immediate supervisor was Bruce. Bruce repeatedly touched Samantha without invitation and passed sexual comments on
her. In this case, Samantha has a legal remedy in the form of:
a. injunction.
b. imprisonment.
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Chapter 07: Gender and Family Issues: Title VII and Other Legislation
c. liquidated damages.
Subjective Short Answer
51. What is gender discrimination?
52. What is Bona Fide Occupational Qualification?
53. Explain the provision of the Equal Pay Act.
54. What is the procedure to file suit under Equal Pay Act?
55. Define the Bennett Amendment.
56. What is the provision relating to pregnant women working in hazardous condition?
57. What are the important aspects of the Family and Medical Leave Act?
58. When should an employee give notice for leave under FMLA?
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Chapter 07: Gender and Family Issues: Title VII and Other Legislation
59. Which state legislation provides pregnancy leave?
60. Explain Hostile Environment Harassment.
Essay
61. What is the provision under Title VII with respect to gender discrimination? Explain “gender–plus” discrimination.
62. Explain the coverage of the Equal Pay Act.
63. Explain the leave provision under FMLA.
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Chapter 07: Gender and Family Issues: Title VII and Other Legislation
64. What is sexual harassment? Explain employer liability for sexual harassment.
65. What are the conditions to receive family temporary disability insurance benefits?