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Homework answers / question archive / Religious organizations can discriminate in employment practices based on religion, but not on the basis of race, color, sex, or national origin
Religious organizations can discriminate in employment practices based on religion, but not on the basis of race, color, sex, or national origin. Question 38 options 1) True 2) False Question 39 (2 points) Hostile work environment involves an employee who has promised benefits or was threatened with loss of their job for not giving sexual favors to a supervisor Question 39 options 1) True 2) False Question 40 (2 points) "Quid Pro Quo" involves co-workers making offensive sexual comments, suggestive touching, showing sexual pictures or hostile and abusive harassment Question 40 options 1) True 2) False Question 41 (2 points) Employers may only be found liable for a hostile environment if they are put on notice and fail to take prompt and reasonable steps to correct the problem. Question 41 options 1) True 2) False Question 42 (2 points) An employer is liable for discriminatory practices only if an employee files a complaint with the EEOC within 360 days of the discriminatory action Question 42 options: 1) True 2) False Question 43 (2 points) Under the Pregnancy Discrimination Act, employers with health or disability plans must cover pregnancy and cannot discriminate for hiring, firing or demotion Question 43 options: 1) True 2) False
38 True
Title VII of the Civil Rights Act of 1964, Under Title VII, religious organizations are permitted to give employment preference to members of their own religion. The exception does not allow religious organizations otherwise to discriminate in employment on the basis of race, color, national origin, sex, age, or disability.
39 False.
Quid quo pro sexual harassment is sexual harassment that involves a proposed exchange of actions, as in if you do this, then you will get that.
40.False
hostile work environment in which co-workers make offensive sexual comments or propositions, engage in suggestive touching, show nude pictures, or draw sexual graffiti.
41. True
Courts have ruled that an employer is liable to a employee for a hostile working environment created by fellow employees only when the employer knows of the problem and fails to take prompt and reasonable steps to correct it.
42. False
Civil Rights Act of 1964 Title VII requires Employers are liable for acts that occurred before 180 days of the EEOC filing if they are part of a single hostile environment that continued within the 180-day period.
43. True
employers with health or disability plans must cover pregnancy, childbirth, and related medical conditions and can not discriminate for hiring firing or demotion.
