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1. The legislative branch of the U.S. government is responsible for enforcing the laws passed
by Congress.
2. The Civil Rights Act of 1991 was partly designed to overturn Supreme Court decisions.
3. The Fourteenth Amendment abolished slavery in the United States.
4. A person fired by a private employer can sue under the Fourteenth amendment on charges
of racial discrimination.
5. The Equal Pay Act of 1963 allows pay differences between men and women performing
the same job if the difference arises from any factor other than sex.
6. Title VII of the Civil Rights Act of 1964 applies to all organizations irrespective of its size or
number of employees.
7. An employer’s refusal to hire a pregnant woman is acceptable by law.
8. The Americans with Disabilities Act covers people with problems arising from substance
abuse.
9. Executive Order 11478 requires the federal government to base all its employment policies
on national origin.
10. Organizations that are government contractors or subcontractors must file an Employer
Information Report with the EEOC every year.
11. If an attempt at a settlement fails, the EEOC may issue a “right to sue” letter to the
alleged victim.
12. The Office of Federal Contract Compliance Procedures is the agency responsible for
enforcing the executive orders that cover companies doing business with the federal government.
13. An employer who investigates the conviction records of minority applicants, but does not
do so for majority applicants, can be sued on the basis of disparate treatment.
14. Disparate treatment on the basis of sex is illegal even if it is a bona fide occupational
qualification.
15. A plaintiff must show the employer’s intent to prove disparate impact in court.
16. A manager who promises a raise to an employee who will participate in sexual activities is
said to be engaging in quid pro quo harassment.
17. If an individual’s behavior in the workplace creates an environment in which it is difficult
for someone of a particular sex to work, it cannot be regarded as sexual harassment.
18. The practice of valuing diversity views a heterogeneous workforce as a liability because of
the differences in perspectives and practices.
19. The general-duty clause states that it is each employer’s duty to furnish a place of
employment free from recognized hazards.
20. According to the OSH Act, employers have the right to withhold an employee’s access to
records regarding exposure.
21. If an OSHA violation results in citations, the employer must post each citation in a
prominent place near the location of the violation.
22. Office workers who encounter a chemical infrequently are covered by the requirements of
OSHA’s general duty clause.
23. Occupational Safety and Health Act directly regulates employee behavior in work places to
ensure safety.
24. Under the job hazard analysis technique, if a single job element has high hazard potential,
the entire job is laid off.
25. Cultural differences are insignificant while promoting safety internationally.
26. The _____ is primarily responsible for enforcing the laws passed by Congress.
27. _____ are directives issued solely by the President, without requiring congressional
approval.
28. Which of the following legal measure requires all federal contractors and subcontractors
to engage in affirmative-action programs designed to hire and promote women and minorities?
29. Which of the following amendments to the constitution abolished slavery?
30. Susan Clarks, a white female applicant, is refused a job at a state university in favor of a
less-qualified minority applicant. She considers suing the state university on charges of reverse
discrimination against her, under _____.
31. Which of the following is enforced by the Equal Employment Opportunity Commission?
32. Which of the following statements is true about Civil Rights Act of 1866 and 1871?
33. The_____ granted all persons the same property rights as white citizens, as well as the
right to enter into and enforce contracts.
