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Chapter 08: Discrimination Based on Religion and National Origin and Procedures Under Title VII
True / False
1. Title VII of the Civil Rights Act of 1964 prohibits employment discrimination on the basis of religion.
a. True
b. False
2. An employer who is providing helicopter pilots under contract to the Saudi Arabian government to fly Muslim pilgrims
to Mecca could refuse to hire non-Muslims or require all pilots to convert to Islam.
a. True
b. False
3. While seeking accommodation, an employee is required to act reasonably in considering the alternative means of
accommodation that is available.
a. True
b. False
4. Title VII does not currently prohibit employment discrimination against any applicant or employee because of national
origin.
a. True
b. False
5. Title VII does not allow employers to hire employees of a particular ethnic or national origin even if based on
legitimate business, safety, or security concerns.
a. True
b. False
6. The EEOC enforces federal laws prohibiting employment discrimination.
a. True
b. False
7. The Immigration Reform and Control Act of 1986 (IRCA) prohibits employment discrimination because of national
origin or citizenship against applicants or employees, including illegal aliens.
a. True
b. False
8. Under Title VII, the federal government has exclusive authority over employment discrimination issues.
a. True
b. False
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Chapter 08: Discrimination Based on Religion and National Origin and Procedures Under Title VII
9. If the EEOC dismisses a complaint or decides not to file suit, it notifies the complainant that he or she may file suit on
his or her own.
a. True
b. False
10. An employee is given 160 days to file complaint with the EEOC under the Lilly Ledbetter Fair Pay Act.
a. True
b. False
11. The plaintiff, in a suit under Title VII, always carries the burden of proof.
a. True
b. False
12. Unions and employers generally agree that any dispute arising under their collective agreements will be settled
through arbitration.
a. True
b. False
13. Individual employees, even those in supervisory or managerial positions, are personally liable under Title VII.
a. True
b. False
14. Section 706(g) provides that no backpay order shall extend to a period prior to one year before the date of the filing of
a complaint with the EEOC.
a. True
b. False
15. The rules of procedure for the federal courts allow an individual plaintiff to sue on behalf of a whole class of
individuals allegedly suffering the same harm.
a. True
b. False
Multiple Choice
16. Government action involving religion raises issues under the _____ of the U.S. Constitution.
a. Third Amendment
b. First Amendment
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Chapter 08: Discrimination Based on Religion and National Origin and Procedures Under Title VII
c. Fifth Amendment
d. Fourth Amendment
17. Title VII includes religion within the BFOQ exception enumerated in:
a. Section 703(d)(2).
b. Section 703(d)(1).
c. Section 702(d)(2).
d. Section 703(e)(1).
18. The judgment of the court in Corporation of the Presiding Bishop of the Church of Jesus Christ of Latter-day Saints v.
Amos, in which plaintiffs brought action against the CPB and the COP alleging, among other things, discrimination on the
basis of religion in violation of the Civil Rights Act of 1964, was:
a. upheld.
b. reversed.
c. remanded.
d. dismissed.
19. Section 702(a) provides an exception under Title VII to all:
a. religious associations.
b. non-profit institutes.
c. corporate houses.
d. international organizations.
20. When an employer is not within the exemption provision of Section 702 under Title VII, and the religion is not a
BFOQ, the prohibition against discrimination on the basis of religion is:
a. absolute.
b. obsolete.
c. not absolute.
d. unconditional.
21. Identify the case in which the Court of Appeals held that the employer had committed an unlawful employment
practice under Section 703(a)(1) of the Act.
a. Trans World Airlines v. Harry
b. Atkinson Airlines v. Hudson
c. Starbucks Airlines v. Hardsen
d. Trans World Airlines v. Hardison
22. The decision of the U.S. Court of Appeals for the Third Circuit in Webb v. City of Philadelphia, in which Officer
Webb filed a complaint of religious discrimination under Title VII with the Pennsylvania Human Relations Commission
and the federal Equal Employment Opportunity Commission, stated that:
a. uniform requirements were crucial to the safety of officers.
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Chapter 08: Discrimination Based on Religion and National Origin and Procedures Under Title VII
b. an accommodation would cause an undue hardship on the employees.
c. the strict enforcement of Directive 78 was not essential to the values of impartiality, religious neutrality and
uniformity.
d. some employees may find a co–worker’s exercise of his or her religious beliefs offensive.
23. Which section of Title VII states that it is not a violation if an employer refuses to hire or to discharge an employee
who is unable to meet the requirements for a national security clearance where federal law or regulations require such a
clearance for the job in question?
a. Section 703(a)
b. Section 703(f)
c. Section 703(e)
d. Section 703(g)
24. In which of the following cases did the EEOC argue that the district court erred in each respect of the decision and
finally appealed to the U.S. Court of Appeals for the Fifth Circuit?
a. Equal Employment Opportunity Commission v. City of Arlington
b. Equal Employment opportunity Committee v. Earnest & Young Enterprises, Inc.
c. Equal Employment Opportunity Commission v. WC&M Enterprises, Inc.
d. Equal Employment Opportunity Committee v. E &M Enterprise, Inc.
25. The EEOC enforces _____ prohibiting employment discrimination.
a. state laws
b. regional laws
c. community laws
d. federal laws
26. An employer may violate _____ by discriminating against an applicant or employee whose education or training is
foreign.
a. the Sarbanes-Oxley Act
b. disparate impact
c. Title VII
d. disparate treatment
27. Ron and Roderick were American employees at a publishing firm. The company employed 22 workers, most of who
were French or spoke French. There were constant complaints pertaining to language issues by Ron and Roderick. The
company subsequently adopted an “English–only” policy, requiring employees to speak in English while conducting
business. The French employees and the union then filed a lawsuit against the company, alleging that the English-only
policy violated Title VII. In this case, the court held that there was no violation of Title VII because:
a. there wasn’t enough evidence that the rule was actually implemented.
b. there were no reasonable grounds to justify that provisions of Title VII were violated.
c. there were not a sufficient number of employees to support the union.
d. there were a large number of English speaking employees in the company.
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28. Employers are allowed to refuse to hire applicants who are denied national security clearances for positions subject to
federal security requirements under:
a. Section 703(g) of Title VII.
b. Section 703(e) of Title VII.
c. Section 704(e) of Title VII.
d. Section 703(f) of Title VII.
29. The Immigration Reform and Control Act was enacted in the year:
a. 1889.
b. 1986.
c. 1898.
d. 1978.
30. Unlike the National Labor Relations Act, Title VII does not give exclusive authority over employment discrimination
issues to:
a. local governments.
b. state authorities.
c. employers.
d. the federal government.
31. Dorothy filed a complaint with the EEOC against her employer alleging sex–based discrimination. The complaint can
be filed with the EEOC:
a. within 300 days of occurrence of the act.
b. only if the company is registered with the EEOC.
c. which will be immediately sent to the district court.
d. prior to filing the complaint with a state or local agency.
32. Mohammed worked in a garment manufacturing firm. He was a new immigrant from Afghanistan and due to the
terrorist activities in his country he faced several discrimination issues at his place of work. He was subjected to
humiliation and verbal abuse, and subsequently he was physically assaulted by his co-workers a few blocks from the
company premises. He filed a suit under Title VII alleging racial discrimination by co-workers and his employers. To
establish a prima-facie case he should present the court with:
a. enough evidence to raise a presumption of discrimination.
b. written notice from the federal government allowing him to sue his employers.
c. written notice from the state government allowing him to sue his employers and co-workers.
d. direct evidence to raise the mixed-motive analysis under Section 702(m).
33. In McDonnell Douglas Corp. v. Green, the respondent (Green) filed a formal complaint with the Equal Employment
Opportunity Commission, claiming that the petitioner had refused to rehire him because of his race, and persistent
involvement in the civil rights movement which were in violation of Sections 703(a)(1) and 704(a). How would Green
claim a case of discrimination?
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Chapter 08: Discrimination Based on Religion and National Origin and Procedures Under Title VII
a. By clause of arbitration
b. By establishing a prima-facie case
c. By establishing suo-moto case
d. By collective bargaining
34. One way to establish proof of a disproportionate impact is by using the:
a. Four-Fifth Rules from the NLRB guidelines.
b. Four-Fifth Rules from the IRCA Guidelines.
c. Four-Fifths Rule from the EEOC Guidelines.
d. Lilly Ledbetter Fair Pay Act Guidelines.
35. The Federal Arbitration Act (FAA) requires federal courts to enforce agreements to arbitrate if they:
a. pertain to railroad employees, or any other class of workers engaged in foreign or interstate commerce.
b. are voluntary and knowing.
c. do not place undue hardship on the parties.
d. were not knowingly agreed to.
36. Luke was selected for the post of junior manager in a five-star hotel. The employer’s application for employment
contained a Dispute Resolution Agreement requiring employees to submit all employment disputes to binding arbitration.
Applicants who refused to sign the Dispute Resolution Agreement were not hired. Such an agreement is:
a. not enforceable under the FAA, as held by the district court.
b. not enforceable under the FAA, as held by the Supreme court.
c. enforceable under the FAA , as held by the Supreme court.
d. enforceable under the FAA, as held by the district court.
37. Awarding of back pay and seniority is a:
a. principle reversed by the Supreme court.
b. remedy under Title VII.
c. state employment policy.
d. federal employment policy.
38. Richard worked as an assembly line worker and faced employment discrimination by his supervisors. He filed a suit
against his supervisors and company under Title VI and consecutively won the case against his employers. He was most
likely:
a. awarded back-pay.
b. reinstated at a senior level with higher pay.
c. awarded compensatory damages.
d. awarded punitive damages.
39. Mixed-motive discrimination claims fall under section:
a. 703(n) of Title VII.
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Chapter 08: Discrimination Based on Religion and National Origin and Procedures Under Title VII
b. 703(c) of Title VII.
c. 703(m) of Title VII.
d. 703(a) of Title VII.
40. The Civil Rights Act of 1991 amended Title VII to allow recovery of punitive damages in cases in which the employer
has engaged in:
a. discrimination based on creed.
b. discrimination based on third party information.
c. religious discrimination.
d. racial discrimination.
41. The court may award “reasonable attorney’s fees”:
a. with a notice from the chief justice of the Supreme court.
b. at its discretion.
c. upon the order of the federal government.
d. only when the plaintiff’s case was not frivolous, unreasonable, vexatious, or meritless.
42. All of the following individuals are subject to Title VII through the Presidential and Executive Office Accountability
Act except employees of the:
a. House of Representatives.
b. executive office of the president.
c. executive residence at the White House.
d. official residence of the vice president.
43. Under which rule of Title VII, does the EEOC not need a certification as a class representative?
a. Rule 20
b. Rule 21
c. Rule 22
d. Rule 23
44. In which of the following cases did the Supreme Court uphold the court-ordered affirmative action to remedy prior
employment discrimination?
a. New York Gaslight Club v. Carey
b. Local 28, Sheet Metal Workers v. EEOC
c. Christianburg Garment Co. v. EEOC
d. Franks v. Bowman Transportation Co.
45. Title VII was amended in 1972 to cover:
a. judicial organizations.
b. federal employers.
c. employees of the state and federal employers.
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d. employees of state and local employers.
46. The U.S. Attorney General has the authority under section 706(f)(1) to file a suit against:
a. the local public employer.
b. the private employer of a different state.
c. an employee of the EEOC.
d. an employee of the NLRB.
47. A federal employee alleging employment discrimination must first consult with a(n):
a. Lilly Ledbetter Fair Pay Act counselor.
b. Disparate Treatment Claims counselor.
c. Equal Employment Opportunity (EEO) counselor within the employee’s own agency.
d. National Labor Relations Board counselor.
48. Which of the following employees are subject to Title VII through the Congressional Accountability Act of 1995?
a. National Labor Relations Board counselor
b. Capitol Guide Service
c. Office of the Architect of the Supreme Court
d. Office of the Attending Physician of the U.S. Attorney General.
49. The Office of Compliance initially attempts to resolve the complaint through:
a. litigation.
b. arbitration.
c. counseling and mediation.
d. specific performance of contract.
50. Complaints by federal of violations of Title VII may choose to pursue the complaint with the:
a. state court.
b. U.S. Supreme court.
c. federal apex court of the state.
d. EEOC or file suit in federal court.
Subjective Short Answer
51. What does Title VII of the Civil Rights Act of 1964 deal with?
52. What provisions are provided under section 703(e)(2) of Title VII of the Civil Rights Act of 1964?
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Chapter 08: Discrimination Based on Religion and National Origin and Procedures Under Title VII
53. Explain ministerial exemption within the context of Title VII.
54. What is discrimination based on national origin?
55. Why should employers avoid arbitrary employment criteria, such as height or weight for applicants?
56. Write down the provision of section 703(g) of Title VII.
57. How does Equal Employment opportunity commission (EEOC) differ from the workings of the National Labor
Relations Board (NLRB)?
58. What is the Lilly Ledbetter Fair Pay Act of 2009?
59. What are disparate treatment claims?
60. What are the two methods for a defendant to respond when a prima-facie case of disparate treatment has been
established?
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Chapter 08: Discrimination Based on Religion and National Origin and Procedures Under Title VII
Essay
61. Discuss the Equal Employment opportunity commission (EEOC) guidelines that are considered in determining what
amounts to reasonable accommodation and whether it results in undue hardship.
62. Explain the policy regarding English-Only Rules.
63. Explain Immigration Reform and Control Act of 1986, and Discrimination Based on National Origin or Citizenship.
64. Discuss the enforcement of Title VII.
65. What are the remedies provided under Title VII?
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Chapter 08: Discrimination Based on Religion and National Origin and Procedures Under Title VII