East Mississippi Community College

ECON 2123

Chapter 40-EQUAL EMPLOYMENT OPPORTUNITY LAW

TRUE/FALSE

1)Equal employment opportunity laws provide protection for minorities and women, but the disabled are not within the protection of the laws.

2. Title VII of the Civil Rights Act of 1964, as amended, is the principal law regulating equal employment opportunities.

3. Title VII applies to the hiring process and to discipline, discharge, promotion, and benefits.

4. The two principal legal theories under which a plaintiff may prove a case of unlawful employment discrimination are disparate treatment and disparate impact.

5. Proof of an employer's discriminatory motive is immaterial in a disparate treatment case.

6. A disparate impact exists when an employer's facially neutral employment practices have a significantly adverse impact on a protected group and the practice is not shown to be job-related and necessary.

7. In a disparate impact case, proof that the employer did not intend to discriminate is a complete defense.

8. The Equal Employment Opportunity Commission (EEOC) establishes equal employment opportunity policy under the laws that it administers.

9. If a state or local Equal Employment Opportunity agency (EEO) exists, a party charging discrimination must first file a complaint with that agency before filing a charge with the EEOC.

10. Generally, the EEOC attempts to remedy an unlawful practice through conciliation.

11. To successfully pursue a Title VII lawsuit, the plaintiff generally must belong to a protected class.

12. Under Title VII, whites are protected against discrimination because of race and color.

13. Title VII requires that employers make reasonable efforts to accommodate their employees' religious practices.

14. Religious societies may not grant hiring preferences to members of their religion.

15. Criteria used to make employment decisions that have a disparate impact on women, such as height requirements, must be job-related.

16. Women who are unable to work as a result of pregnancy, childbirth, or related medical conditions must be provided the same benefits as all other workers. Such benefits include temporary disability insurance, long-term disability insurance, and sick leave.

17. An employer can be held liable for the sexual harassment of an employee by a supervisor.

18. Besides quid pro quo sexual harassment, the law also forbids hostile work environment sexual harassment.

19. Employers may avoid liability for "hostile work environment" sexual harassment by following a program that includes expressing strong disapproval of such conduct, advising employees how to inform the employer of complaints, and disciplining wrongdoers.

20. Title VII does not protect members of all nationalities from employment discrimination.

21. Unless justified by business necessity, physical standards such as height requirements that tend to exclude people of certain national origins violate Title VII.