Chapter2
Exam Questions
1. From an EEO perspective, "male" is considered a(n)
A. protected classification.
B. protected group.
C. unprotected classification.
D. unprotected group.母亲节画画
Answer: B
2. The Civil Rights Act of 1964 prohibits discrimination bad on one's
A. race.
B. age.
C. disability.
D. All of the above
Answer: A
3. Which of the following statements regarding the Civil Rights Act of 1991 is true?
A. Employers may be charged with punitive and compensatory damages.
B. Compared to the Civil Rights Act of 1964, the 1991 Act makes discrimination claims more difficult to prove.
C. It states that mixed motive decisions are lawful.
D. All of the above
Answer: A
4. The terms "accommodation" and "undue hardship" are associated with ___________怎么锻炼肺活量
_ discrimination. (57)
A. race
B. x
C. disability
D. all types of
Answer: C
见龙在田5. The legal term for intentional discrimination is
A. disparate treatment.
B. disparate impact.
C. biad treatment.
D. premeditated treatment.
Answer: A
6. An employer refus to hire any women for the job of construction worker. Mary Jones' application is thus automatically rejected. If Mary were to sue this company for x discrimination, which approach should she u in order to establish a prima facie家常炖羊肉 ca?
A. company policy
B. discriminatory remarks
C. McDonnell-Douglas Test
D. four-fifths rule
Answer: A
7. An employer must demonstrate a legitimate, nondiscriminatory reason for its employment decision in order to rebut a prima facie ca of discrimination established under the ___________ approach.
A. company policy
B. discriminatory remarks
C. McDonnell-Douglas Test
D. four-fifths rule
Answer: C
8. An employer must demonstrate the business necessity or job-relatedness of its employment decision in order to rebut a prima facie ca of discrimination established under the ___________ approach.
A. company policy
B. discriminatory remarks
C. McDonnell-Douglas Test
D. four-fifths rule
小学英语手抄报>共平 Answer: D
9. An employer must demonstrate that its employment decision was bad on a bona fide occupational qualification in order to rebut a prima facie ca of discrimination established under the ___________ approach.
A. company policy
B. discriminatory remarks
C. McDonnell-Douglas Test
D. four-fifths rule
Answer: A
10. A TV station employs two people to co-anchor the news -- Bill and Jennifer. Accordi
ng to a recent viewer survey, Jennifer is unpopular becau she is unattractive; the man is considered attractive and is quite popular. The station fires Jennifer becau she is so unpopular; they are still looking for a replacement. Jennifer sues for x discrimination. What is the most likely outcome? (60)
A. The station would win becau its decision to fire Jennifer was bad on attractiveness, not x.
B. The station would win becau Jennifer would not be able to demonstrate a prima facie ca under the McDonnell-Douglas Test.
C. Jennifer would win becau the decision to fire her was xist.
D. Jennifer would win becau viewer opinion is not a good criterion for judging popularity.
Answer: A
间接描写11. An owner of a Japane restaurant hires only Japane rvers. A rejected non-Japane applicant sues for national origin discrimination. Which of the following defens should the employer u to justify its policy?
A. all or nearly all
B. authenticity
C. propriety
D. safety
Answer: B
12. The BFOQ defen has been most successfully ud in cas of ___________ discrimination.
A. race
B. x
C. national origin
D. age
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Answer: D
13. When lecting a candidate, an employer subjectively combines information gathered from interviews, reference checks, and employment tests. This process produces an overall score for each candidate; the candidate with the highest score is lected.
If the employer were sued becau this lection process had a disparate impact on blacks, the Civil Rights Act of 1991 states that the employer must demonstrate the job-relatedness of
A. the interviews.
B. the reference checks.
C. the employment tests.
D. all three lection devices.
Answer: D
14. The implementation of affirmation action consists of two steps: __________ and __________.
A. EEO review/EEO implementation
B. affirmative action analysis/affirmative action implementation
C. discriminatory cau/anti-discriminatory steps
D. utilization analysis/affirmative action plans
