Chapter 12 Quiz Business Law 1 The Civil Rights Act of 1964 eliminates job discrimination on the basis of race color religion age sex and national origin a True b False a True b False The Civil Rights Act of 1964 does not eliminate job discrimination on the basis of age 2 Title VII applies to employers with more than fifty employees Title VII applies to employers with more than fifteen employees It eliminates job discrimination on the basis of race color religion sex and national origin 3 Which of the following is true about a bona fide occupational qualification BFOQ a The law allows discrimination on race and color if there is a BFOQ reasonably necessary for normal business operations b The BFOQ must be directly related to an essential job function to be bona fide c Customer preference is a basis for BFOQ d Religion sex and national origin are not on the list of acceptable BFOQs e Market realities are a basis for BFOQ The BFOQ must be directly related to an essential job function to be bona fide 4 What is true of a bona fide occupational qualification BFOQ a Race and color are not on the list of acceptable BFOQs b It is sufficient if a BFOQ is indirectly related to an incidental job function to be bona fide c There are jobs in the United States which use customer preference as a basis for BFOQ d National origin is not a basis for BFOQ e It is legal for jobs to use market realities as a basis for BFOQ Race and color are not on the list of acceptable bona fide occupational qualifications BFOQs This means that in passing the law Congress made a determination that there is no job in the United States where race or color is a bona fide occupational qualification 5 Title VII of the Civil Rights Act of 1964 a Creates only three protected classes b Prohibits all types of discrimination c Requires employers to treat employees equally but not identically d Applies to employers with more than 10 employees e Gives victims of discrimination the immediate right to file a federal lawsuit Title VII does not prohibit all discrimination Employers are free to consider factors such as experience business acumen personality characteristics and even seniority as long as those factors are related to the job in question Title VII requires employers to treat employees equally but not identically 6 Which of the following statements is true of Title VII of the Civil Rights Act of 1964 a It considers only race sex religion and national origin as protected classes It prohibits all types of discrimination under any circumstance It requires employers to treat all employees identically irrespective of their age sex race and national origin It requires employers to hire disabled workers over able bodied workers It does not give victims of discrimination the immediate right to file a federal lawsuit b c d e Title VII is a federal law but it does not give victims of discrimination the immediate right to file a federal lawsuit Instead Title VII created a federal agency the Equal Employment Opportunity Commission EEOC to enforce civil rights in the workplace 7 Congress passed the which gives victims the right to file a complaint with 180 days of their last discriminatory paycheck a Rehabilitation Act b Equal Pay Act c Paycheck Fairness Act d Lilly Ledbetter Fair Pay Act e Fair Labor Standards Act 8 With a right to sue letter from the Equal Employment Opportunity Commission EEOC an employee can file a case in federal court with 180 days of the date of issue of the letter With a right to sue letter from the Equal Employment Opportunity Commission EEOC an employee can file a case in federal court within 90 days of the date of the letter Any EEOC complaint must be filed within 180 days of the alleged discriminatory act taking place 9 According to the Lily Ledbetter Fair Pay Act of 2009 within how many days of their last discriminatory paycheck should victims file a complaint a True b False a 90 b 120 c 150 d 180 e 210 a True b False 10 With a right to sue letter an employee can file a case in federal court within 180 days of the date of the letter With a right to sue letter an employee can file a case in federal court within 90 days of the date of the letter 11 The Equal Employment Opportunity Commission EEOC Issues a right to sue letter if it decides to pursue a case a b Does not have the right to file charges against an employer even if it believes that unlawful discrimination has taken place c Has the authority to award back pay for any lost wages to victims of discrimination d Requires the victim to file the complaint within 90 days of the alleged discriminatory act taking place Is a federal agency established by the Rehabilitation Act of 1973 e The Equal Employment Opportunity Commission EEOC has the authority to award several remedies to victims of discrimination These include the award of back pay for any lost wages the issuance of injunction to stop the employer from making any continuing acts or policies of discrimination ordering a terminated or demoted employee reinstated to his or her prior position and the award of compensatory damages for out of pocket costs resulting from the discrimination as well as emotional harm 12 Which of the following is true about the Equal Employment Opportunity Commission EEOC court a Employees must file Title VII charges with the EEOC after going to b Any EEOC complaint must be filed within 90 days of the alleged discriminatory act taking place c The EEOC does not have the authority to reinstate a terminated or demoted employee to his her prior position d The EEOC has the authority to award punitive damages for out of pocket costs resulting from discrimination as well as emotional harm e Attorneys fees may be recoverable under the EEOC 13 Which of the following is defined as intentional discrimination against a member of a protected class a Disparate Treatment b Adverse Impact c Retaliation d Reverse Discrimination e Comparative Negligence Disparate treatment is intentional discrimination against a member of a protected class Winning a disparate treatment case is very hard because it essentially requires proof that the defendant acted intentionally 14 exists when there is intentional discrimination against a member of the protected class a Disparate treatment b Adverse impact c Retaliation d Unintentional discrimination e Quid pro quo harassment 15 If a victim successfully demonstrates disparate impact then the employers must articulate a nondiscriminatory business