Chapter 2: Equal Opportunity and the Law Multiple Choice 1. The _____ Amendment to the U.S.

Constitution states, no person shall be deprived of life, liberty, or property, ithout due process of the la .! a. "irst b. "ifth c. Tenth d. Thirteenth e. "ourteenth #b$ moderate$ p. %&' The _____ Amendment outla ed slavery, and courts have held that it bars racial discrimination. a. "irst b. "ifth c. Tenth d. Thirteenth e. "ourteenth #d$ moderate$ p. %&' )n hat year as the 1%th Amendment to the U.S. Constitution ratified* a. 1++, b. 1+-1 c. 1.&. d. 1.,/ e. 1.,. #d$ difficult$ p. %&' The _____ Amendment ma1es it ille2al for any state to ma1e or enforce any la hich shall abrid2e the privile2es and immunities of citi3ens of the United States.! a. "irst b. "ifth c. Tenth d. Thirteenth e. "ourteenth #e$ moderate$ p. %&'

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4hich amendment is 2enerally vie ed as barrin2 discrimination based on se5, national ori2in, or race* a. "irst b. "ifth c. Tenth d. Thirteenth e. "ourteenth #e$ moderate$ p. %&' The _____ 2ives all persons the same ri2ht to ma1e and enforce contracts and to benefit from the la s of the land. a. "ifth Amendment b. Civil 6i2hts Act of 1.,, c. Title 7)) of the 1-,0 Civil 6i2hts Act d. Civil 6i2hts Act of 1--1 e. Thirteenth Amendment #b$ moderate$ p. %&' Title 7)) of the 1-,0 Civil 6i2hts Act prohibits discrimination based on all of the follo in2 characteristics e5cept _____. a. race b. se5ual orientation c. color d. reli2ion e. national ori2in #b$ moderate$ p. %&' Title 7)) of the 1-,0 Civil 6i2hts Act bars discrimination on the part of most employers, includin2 all public or private employers of _____ or more persons. a. / b. 1& c. 1/ d. /& e. 1&& #c$ easy$ p. %&' 4hat type of or2ani3ation is covered by Title 7)) of the 1-,0 Civil 6i2hts Act* a. private educational institutions b. private employers of 1/ or more persons c. federal 2overnment d. state 2overnment e. all of the above #e$ easy$ p. %&'

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8o many members serve on the 9:ual 9mployment ;pportunity Commission* a. % b. / c. d. 1& e. 1( #b$ easy$ p. %1' Members of the 99;C are appointed by the _____. a. Senate b. Supreme Court c. <resident of the United States d. 7ice=<resident of the United States e. >one of the above #c$ easy$ p. %1' Members of the 99;C serve _____ terms. a. % years b. / years c. 1& years d. indefinite e. life lon2 #b$ easy$ p. %1' The _____ made it unla ful to discriminate in pay on the basis of se5 hen ?obs involve e:ual or1, re:uire e:uivalent s1ills, effort, and responsibility, and are performed under similar or1in2 conditions. a. Title 7)) b. 9:ual <ay Act of 1-,% c. 95ecutive ;rder 11(0, d. A2e @iscrimination in 9mployment Act of 1-,+ e. 1%th Amendment to the U.S. Constitution #b$ moderate$ p. %1' The concept of comparable orth is based on the _____. a. Title 7)) b. 9:ual <ay Act of 1-,% c. 95ecutive ;rder 11(0, d. A2e @iscrimination in 9mployment Act of 1-,+ e. 1%th Amendment to the U.S. Constitution #b$ moderate$ p. %1'

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4hich of the follo in2 factors is not an acceptable basis for different pay for e:ual or1 under the 9:ual <ay Act of 1-,%* a. 2ender b. seniority system c. merit pay system d. :uality of production e. all are unacceptable factors #a$ moderate$ p. %1' Aac1 is a // year=old American of An2lo=Sa5on descent. 4hat le2islation is intended to protect Aac1 from discrimination* a. Title 7)) b. 9:ual <ay Act of 1-,% c. 95ecutive ;rder 11(0, d. A2e @iscrimination in 9mployment Act of 1-,+ e. 1%th Amendment to the U.S. Constitution #d$ moderate$ p. %1' 4hat percenta2e of court actions filed by the 99;C is related to a2e discrimination* a. 1& b. (& c. (/ d. %& e. /& #b$ easy$ p. %1' The _____ re:uires employers ith federal contracts over B(/&& to ta1e affirmative action in employin2 handicapped persons. a. A2e @iscrimination in 9mployment Act b. 7ocational 6ehabilitation Act c. 9:ual <ay Act d. ;ffice of "ederal Contract Compliance <ro2rams e. none of the above #b$ moderate$ p. %(' <ayment for future pecuniary losses, emotional pain, sufferin2, inconvenience, mental an2uish, loss of en?oyment of life, and other nonpecuniary losses are called _____. a. compensatory dama2es b. double dama2es c. specific performance d. punitive dama2es e. none of the above #a$ moderate$ p. %('

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Uniform 2uidelines from the 99;C are recommended for employers to use in matters re2ardin2 all of the follo in2 e5cept _____. a. employee selection b. record 1eepin2 c. preemployment in:uiries d. se5ual harassment e. psycholo2ical testin2 #e$ difficult$ p. %(' 4hen is harassment on the basis of se5 a violation of Title 7))* a. hen such conduct has the purpose or effect of substantially interferin2 ith a personCs or1 performance b. hen such conduct has the purpose or effect of creatin2 an intimidatin2, hostile, or offensive or1 environment c. hen a crime of violence is motivated by 2ender d. both a and b e. all of the above #d$ moderate$ p. %%' The _____ provides that a person ho commits a crime of violence motivated by 2ender and thus deprives another of her ri2hts shall be liable to the party in?ured. a. Civil 6i2hts Act of 1--1 b. "ederal 7iolence A2ainst 4omen Act of 1--0 c. <re2nancy @iscrimination Act d. 7ietnam 9ra 7eteransC 6ead?ustment Assistance Act of 1-+0 e. 7ocational 6ehabilitation Act of 1-+% #b$ easy$ p. %%' 4hich of the follo in2 is not a form of se5ual harassment accordin2 to 99;C 2uidelines* a. un elcome se5ual advances that create an intimidatin2 or1 environment b. re:uests for se5ual favors made as a condition of employment c. verbal conduct of a se5ual nature hich unreasonably interferes ith an individualCs or1 performance d. mutually consensual physical conduct of a se5ual nature e. all are forms of se5ual harassment #d$ difficult$ p. %%'

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All of the follo in2 are ays an employee can prove se5ual harassment e5cept _____. a. :uid pro :uo b. hostile environment created by supervisors c. hostile environment created by co= or1ers d. hostile environment created by nonemployees e. all are ays an employee can prove se5ual harassment #e$ moderate$ p. %%' Audy as up for a promotion hen her supervisor, 4ill, encoura2ed her to develop a se5ual relationship ith him. 8e su22ested that her promotion ould be a sure thin2 if they ere involved. 4hen Audy declined his advances, 4ill fired her. 4hich form of se5ual harassment is this* a. :uid pro :uo b. hostile environment created by supervisors c. hostile environment created by co= or1ers d. hostile environment created by nonemployees e. none of the above #a$ moderate$ p. %%' Dus is al ays ma1in2 se5ual ?o1es at or1. Many employees find the ?o1es funny, but Shelley, DusCs e5ecutive assistant, is uncomfortable ith the ?o1es. 9ventually, she decided to :uit rather than endure the ?o1es any lon2er. 4hat form of se5ual harassment is Shelley a victim of* a. :uid pro :uo b. hostile environment created by supervisors c. hostile environment created by co= or1ers d. hostile environment created by nonemployees e. none of the above$ Shelley is not a victim of se5ual harassment #b$ moderate$ p. %%' Sally is 1no n as a bi2 flirt around the office. She often ma1es se5ual innuendos to men at or1 E both co= or1ers and her subordinates. 4hat form of se5ual harassment is this an e5ample of* a. :uid pro :uo b. hostile environment created by supervisors c. hostile environment created by co= or1ers d. hostile environment created by nonemployees e. this is not se5ual harassment #e$ moderate$ p. %%'

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4hich of the follo in2 is not a ay an employer can sho reasonable care to defend a2ainst se5ual harassment liability* a. development of a stron2 se5ual harassment policy b. trainin2 employees in se5ual harassment policies c. institutin2 a se5ual harassment reportin2 process d. investi2atin2 se5ual harassment char2es promptly e. all are ays of sho in2 reasonable care #e$ easy$ p. %0' 4hat is the first step an employee should ta1e to address a problem of se5ual harassment* a. file a complaint ith the local 99;C office b. file a complaint ith the human resource director c. rite a letter to the accuser d. file a verbal complaint ith the harasserCs boss e. consult an attorney #d$ moderate$ p. %,' 4hen harassment is of a serious nature, an employee can consider suin2 for _____. a. assault and battery b. intentional infliction of emotional distress c. in?uctive relief d. compensatory and punitive dama2es e. all of the above #e$ moderate$ p. %,' 4hat as the name of the landmar1 case the Supreme Court used to define unfair discrimination* a. 6oe v. 4ade b. Meritor Savin2s Fan1 "SF v. 7inson c. Dri22s v. @u1e <o er Company d. Furlin2ton )ndustries v. 9llerth e. "ara2her v. City of Foca 6aton #c$ moderate$ p. %+' )n Dri22s v. @u1e <o er Company, Dri22s sued the po er company because it re:uired coal handlers to be hi2h school 2raduates. The case as decided in favor of Dri22s because _____. a. hi2h school diplomas ere not related to ?ob success as a coal handler b. @u1e <o er Company intended to discriminate a2ainst blac1s c. no business necessity e5isted d. Dri22s held a D9@ e. all of the above #a$ moderate$ p. %+'

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4hich of the follo in2 is not a principle established by Dri22s v. @u1e <o er Company* a. burden of proof is on the employer b. intent not to discriminate is irrelevant c. business necessity is a defense d. testin2 must be ?ob=related e. performance standards must be clear and ambi2uous #e$ difficult$ p. %+' 4hich court case as important because its rulin2 provided details re2ardin2 ho employers should validate screenin2 tools* a. 6oe v. 4ade b. Albemarle <aper Company v. Moody c. Dri22s v. @u1e <o er Company d. Furlin2ton )ndustries v. 9llerth e. "ara2her v. City of Foca 6aton #b$ moderate$ p. %.' _____ means that an employer en2a2es in an employment practice or policy that has a 2reater adverse effect on the members of a protected 2roup under Title 7)) than on other employees, re2ardless of intent. a. @isparate impact b. Unintentional discrimination c. Affirmative action d. Adverse discrimination e. Fiased effect #a$ moderate$ p. %.' )ntentional discrimination is also called _____. a. disparate impact b. disparate treatment c. adverse discrimination d. mi5ed motive e. :uid pro :uo #b$ moderate$ p. %.' )f an employee can sho that an employer en2a2ed in intentional discrimination ith malice or rec1less indifference to the federally protected ri2hts of an a22rieved individual, the employee can as1 for _____. a. ?ob reinstatement b. bac1 pay c. compensatory dama2es d. punitive dama2es e. all of the above #e$ easy$ p %-'

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Under the principles established by Dri22s v. @u1e <o er Company, _____ can be used as a defense for any e5istin2 pro2ram that has adverse impact. a. occupational :ualification b. business necessity c. affirmative action d. burden of proof e. fair in form #b$ moderate$ p. %-' Under the Civil 6i2hts Act of 1--1, once a plaintiff sho s disparate impact, ho has the burden of provin2 that the challen2ed practice is ?ob related for the position in :uestion* a. the plaintiff b. the defense attorney c. the employer d. the courts e. the 99;C office #c$ easy$ p. %-' )f race, color, reli2ion, se5, or national ori2in is a motivatin2 factor in a termination, but the employee ould have been terminated for failure to perform any ay, a#n' _____ e5ists. a. mi5ed motive b. business necessity c. disparate impact d. defense for liability e. none of the above #a$ moderate$ p. %-' The _____ prohibits employers ith 1/ or more or1ers from discriminatin2 a2ainst :ualified individuals ith disabilities ith re2ard to applications, hirin2, dischar2e, compensation, advancement, trainin2, or other terms, conditions, or privile2es of employment. a. Civil 6i2hts Act of 1--1 b. "ederal 7iolence A2ainst 4omen Act of 1--0 c. American ith @isabilities Act of 1--& d. 7ietnam 9ra 7eteransC 6ead?ustment Assistance Act of 1-+0 e. 7ocational 6ehabilitation Act of 1-+% #c$ easy$ p. 0&'

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Accordin2 to the Americans ith @isabilities Act, hich of the follo in2 is considered a disability* a. homose5uality b. voyeurism c. pyromania d. compulsive 2amblin2 e. A)@S #e$ moderate$ p. 0&' The A@A prohibits discrimination a2ainst _____, those ho can carry out the essential functions of the ?ob ith or ithout reasonable accommodation. a. disabled individuals b. :ualified individuals c. omen d. dru2 users e. all of the above #b$ moderate$ p. 0&' The 2reatest number of claims brou2ht under the A@A is _____ disabilities. a. learnin2 b. mobility impairments c. mental d. vision e. hearin2 #c$ easy$ p. 0&' @epression, an5iety disorders, panic disorders, obsessive=compulsive disorders, and personality disorders are e5amples of _____ under 99;C 2uidelines. a. mobility impairments b. physical impairments c. hearin2 andGor speech impairments d. mental impairments e. none of the above #d$ easy$ p. 01' Under the A@A, ho holds the responsibility of establishin2 that an employee has a disability as defined by the A@A* a. employee b. employer c. 99;C office d. Supreme Court e. none of the above #a$ moderate$ p. 01'

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_____ e5ists hen an employer treats an individual differently because that individual is a member of a particular race, reli2ion, 2ender, or ethnic 2roup. a. @isparate treatment b. @isparate impact c. Unintentional discrimination d. Adverse impact e. <rima facie #a$ easy$ p. 0/' _____ refers to the total employment process that results in a si2nificantly hi2her percenta2e of a protected 2roup in the candidate population bein2 re?ected for employment, placement, or promotion. a. @isparate treatment b. @isparate impact c. Unintentional discrimination d. Adverse impact e. <rima facie #d$ easy$ p. 0,' 4hich of the follo in2 is a ay to sho adverse impact* a. disparate re?ection rates b. restricted policy c. population comparisons d. Mc@onnell=@ou2las test e. all of the above #e$ moderate$ p. 0,' )f a person belon2s to a protected class, and applied and as :ualified for a ?ob for hich the employer as see1in2 applicants, and after re?ection, the position remained open and the employer continued to see1 applications from persons ith the complainantCs :ualifications, then the _____ can be used to sho adverse impact. a. disparate re?ection rates b. restricted policy c. population comparisons d. Mc@onnell=@ou2las test e. all of the above #d$ moderate$ p. 0+'

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The formula used by federal a2encies to determine disparate re?ection rates is based on a selection rate for any racial, ethnic, or se5 2roup less than _____ percent of the rate for the 2roup ith the hi2hest rate. a. (/ b. /& c. +/ d. .& e. 1&& #d$ difficult$ p. 0.' A _____ approach to sho in2 adverse impact means demonstratin2 that the employerCs policy intentionally or unintentionally e5cluded members of a protected 2roup. a. disparate re?ection rates b. restricted policy c. population comparisons d. Mc@onnell=@ou2las test e. prima facie #b$ moderate$ p. 0.' The _____ approach compares the percenta2e of the minorityGprotected 2roup and hite or1ers in the or2ani3ation ith the percenta2e of the correspondin2 2roups in the labor mar1et. a. disparate re?ection rates b. restricted policy c. population comparisons d. Mc@onnell=@ou2las test e. all of the above #c$ moderate$ p. 0.' 9mployers primarily use bona fide occupational :ualification #F";H' as a defense a2ainst char2es of discrimination based on _____. a. race b. se5ual orientation c. a2e d. 2ender e. all of the above #c$ easy$ p. 0.' 6eli2ion may be used as a F";H if _____. a. a reli2ious or2ani3ation re:uires employees to share their reli2ion b. an employer does not ant to honor an employeeCs reli2ious holidays c. hirin2 a person to teach in a nondenominational school d. all of the above e. none of the above #a$ moderate$ p. 0.'

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4hich of the follo in2 characteristics could serve as a F";H dependin2 on the nature of the ?ob re:uirements* a. a2e b. 2ender c. national ori2in d. reli2ion e. all of the above #e$ easy$ p. 0.' <ictures and <romotions Modelin2 Studio see1s to hire male models for an upcomin2 fashion sho featurin2 menCs ear. The studio is usin2 _____ as a ?ustification for not considerin2 omen for the ?obs. a. F";H b. A@9A c. A@A d. 99;C e. none of the above #a$ moderate$ p. 0.' The defense of _____ re:uires sho in2 that there is an overridin2 business purpose for the discriminatory practice and that the practice is therefore acceptable. a. F";H b. business necessity c. adverse impact d. mi5ed motive e. none of the above #b$ easy$ p. 0-' 4hich of the follo in2 recruitment practices could be considered discriminatory* a. ord of mouth b. misleadin2 information c. refusal to advise some of or1 opportunities d. help anted ads ith discriminatory lan2ua2e e. all of the above #e$ moderate$ p. /&'

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All of the follo in2 are e5amples of discriminatory selection standards e5cept _____. a. educational re:uirements b. non=?ob=related tests c. preference to relatives d. hei2ht, ei2ht, and physical characteristics e. arrest records hen security clearance is necessary #e$ moderate$ p. /1' 99;C re2ulations re:uire that all covered employers 1eep all personnel or employment records for _____. a. si5 months b. one year c. t o years d. three years e. five years #b$ easy$ p. /%' Under the Civil 6i2hts Act of 1--1, a discrimination claim must be filed ithin _____ after the alle2ed incident too1 place. a. si5 months b. one year c. t o years d. three years e. five years #c$ moderate$ p. /+' )f the 99;C determines that an employer may be in violation of a la , it may _____. a. file a suit b. issue a >otice of 6i2ht to Sue to the person ho filed the char2e c. ma1e a findin2 of discrimination for the courts d. both a and b e. all of the above #d$ difficult$ p. /+' The 99;C describes a#n' _____ as an informal process in hich a neutral third party assists the opposin2 parties to reach a voluntary, ne2otiated resolution of a char2e of discrimination. a. fact=findin2 conference b. voluntary mediation c. ne2otiation d. attempted conciliation e. mandatory arbitration #b$ easy$ p./+'

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The 99;C describes a#n' _____as an informal meetin2 held early in the investi2ation aimed at definin2 issues and determinin2 if settlement is possible. a. fact=findin2 conference b. voluntary mediation c. ne2otiation d. attempted conciliation e. mandatory arbitration #a$ easy$ p./.' )n _____, the Supreme Court held that an a2reement, entered into mandatory arbitration for all employment=related disputes, can re:uire the employee to arbitrate claims arisin2 under the A2e @iscrimination in 9mployment Act. a. Dilmer v. )nterstateGAohnson Iane Corp. b. Albemarle <aper Company v. Moody c. Dri22s v. @u1e <o er Company d. Furlin2ton )ndustries v. 9llerth e. "ara2her v. City of Foca 6aton #a$ moderate$ p. /+' "irms usin2 _____ ma1e an e5tra effort to hire and promote those in protected 2roups. a. ethical hirin2 practices b. affirmative action c. diversity mana2ement d. F";H e. net or1 2roups #b$ easy$ p. ,&' _____ aims to ensure that anyone, re2ardless of race, color, disability, se5, reli2ion, national ori2in, or a2e has an e:ual chance for a ?ob based on his or her :ualifications and re:uires employers to ma1e an e5tra effort to hire and promote those in a protected 2roup. a. 9:ual employment opportunity b. Affirmative action c. @iversity mana2ement d. Statements of diversity e. F";H #b$ moderate$ p. ,&'

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)n Fa11e v. 6e2ents of the University of California, the University of California at @avis Medical School denied admission to hite student, Allen Fa11e, alle2edly because of the schoolCs affirmative action :uota system, hich re:uired that a specific number of openin2s 2o to minority applicants. Fa11e char2ed that _____ had occurred. a. se5ual harassment b. racial discrimination c. reverse discrimination d. affirmative action e. :uid pro :uo #c$ moderate$ p. ,(' ;r2ani3ations can measure diversity by usin2 _____. a. e:ual employment hirin2 metrics b. employee attitude surveys c. mana2ement and employee evaluations d. focus 2roups e. all of the above #e$ moderate$ p. ,1'

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TrueG "alse +1. +(. +%. +0. +/. +,. ++. The 1%th Amendment to the U.S. Constitution states, no person shall be deprived of life, liberty, or property, ithout due process of the la .! #"$ easy$ p. %&' )t as the 10th Amendment to the U.S. Constitution that established the 99;C. #"$ moderate$ p. %&' Title 7)) of the 1-,0 Civil 6i2hts Act bars discrimination on the part of most employers, includin2 all public or private employers of 1/ or more persons. #T$ easy$ p. %&' The 99;C receives and investi2ates ?ob discrimination complaints from a22rieved individuals. #T$ easy$ p. %1' ;nly an a22rieved individual can file discrimination char2es a2ainst another. #"$ moderate$ p. %1' The 9:ual <ay Act of 1-,% made it unla ful to discriminate a2ainst employees or applicants for employment ho are bet een 0& and ,/ years of a2e. #"$ moderate$ p. %1' )n ;CConnor versus Consolidated Coin Caterers Corp., the Supreme Court held that an employee ho is over 0& may sue for discrimination is he or she is replaced by a si2nificantly youn2er! employee, even if the replacement is also over 0&. #T$ moderate$ p. %1' )f an employer offers its employees disability covera2e, then it must treat pre2nancy and childbirth li1e any other disability and include it in the plan as a covered condition. #T$ moderate$ p. %('

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To prove se5ual harassment, it is necessary to sho that the harassment had tan2ible conse:uences such as demotion or termination. #"$ moderate$ p. %%' )n order for discrimination to e5ist, an employerCs intent to discriminate must be established. #"$ difficult$ p. %%' Title 7)) forbids testin2 or screenin2 of ?ob applicants because testin2 could systematically discriminate a2ainst some protected classes. #"$ moderate$ p. %+' 4ith the e5ception of Title 7)), con2ressional le2islation 2enerally applies only ithin U.S. territorial borders. #T$ moderate$ p. %-' U.S. citi3ens or1in2 overseas for U.S. companies do not have the same e:ual employment opportunity protection as those or1in2 ithin U.S. borders. #"$ easy$ p. %-' Under the Civil 6i2hts Act of 1--1, disparate impact claims re:uire proof of discriminatory intent. #"$ moderate$ p. %-' An employer can avoid liability for discrimination by provin2 that it ould have ta1en the same action even ithout the discriminatory motive. #"$ difficult$ p. %-' The American ith @isabilities Act of 1--& does not list specific disabilities. #T$ easy$ p. 0&' <eople ith A)@S are protected from discrimination under the Americans ith @isabilities Act. #T$ moderate$ p. 0&' Simply bein2 disabled :ualifies someone for a ?ob under the A@A. #"$ easy$ p. 0&' 9mployees must sho that the costs of accommodation do not out ei2h the benefit to sho that an accommodation for an employeeCs disability is a reasonable one. #T$ moderate$ p. 01' Mental disabilities li1e depression account for the 2reatest number of claims brou2ht under the A@A. #T$ moderate$ p. 01' The A@A re:uires employers to have ?ob descriptions in order to document the essential functions of each position. #"$ moderate$ p. 0(' The A2e @iscrimination in 9mployment Act prohibits discriminatin2 a2ainst a person /& or over in any area of employment because of a2e. #"$ difficult$ p. 0(' Adverse impact refers to employment processes that result in more individuals from a protected 2roup bein2 re?ected re2ardless of hether the difference is si2nificant. #"$ easy$ p. 0,' Shippers 95press is accused of adverse impact on a protected 2roup. .&J of all male applicants are hired but only /&J of female applicants are hired. Usin2 the formula for disparate re?ection rates, adverse impact cannot be sho n. #"$ moderate$ p. 0,' The restricted policy approach to sho in2 adverse impact means demonstratin2 that the employerCs policy intentionally or unintentionally e5cluded members of a protected 2roup. #T$ easy$ p. 0+' @efinin2 the relevant labor mar1et is a crucial step in usin2 population comparisons to sho adverse impact. #T$ moderate$ p. 0+'

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9mployers primarily use a bona fide occupation :ualification as a defense a2ainst char2es of intentional discrimination based on 2ender. #"$ moderate$ p. 0.' The 99;C uses testers E individuals ho pose as applicants to test a firmCs e:ual employment procedures. #T$ moderate$ p. /&' 99;C investi2ators are empo ered to act as courts and can conclude discrimination based on their investi2ations. #"$ moderate$ p. /&' Mana2in2 diversity means ma5imi3in2 diversityCs potential advanta2es hile minimi3in2 the potential barriers that can undermine the functionin2 of a diverse or1force. #T$ easy$ p. /.'

9ssayG Short Ans er 1&1. 4hat are the three forms of se5ual harassment* >ame and describe each one. #moderate$ p. %%' Ans erK The three main ays an employee can prove se5ual harassment is :uid pro :uo, hostile environment created by supervisors, or hostile environment created by co= or1ers or nonemployees. Huid pro :uo means that submission to se5ual conduct is made a term or condition of employment or advancement. 9ven hen no direct threats or promises are made in e5chan2e for se5ual advances, if an offensive or1 environment is created, se5ual harassment has occurred. "urther, advances do not have to be made by the personCs supervisor in order to :ualify as se5ual harassment. An employeeCs co= or1er or customers can cause the employer to be held responsible for se5ual harassment. 99;C 2uidelines state that an employer is liable for the se5ually harassin2 acts of its nonsupervisor employees if the employer 1ne or should have 1no n of the harassin2 conduct. 1&(. 8o can an employer defend itself a2ainst se5ual harassment liability* >ame t o methods. #difficult$ p. %/' Ans erK An employer must sho that it e5ercised reasonable care to prevent and correct promptly any se5ually harassin2 behavior. 6easonable care can be sho n throu2h stron2 se5ual harassment policies, trainin2 mana2ers and employees re2ardin2 their responsibilities for complyin2 ith these policies, institutin2 reportin2 processes, investi2atin2 char2es promptly, and ta1in2 corrective action promptly. Second, the employer can demonstrate that the plaintiff unreasonably failed to ta1e advanta2e of any preventive or corrective opportunities provided by the employer.! The employeeCs failin2 to use formal or2ani3ational reportin2 systems satisfies the second component.

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Some say that even hen employers use reasonable care by ta1in2 steps to minimi3e liability for se5ual harassment, minimi3e or eliminate the occurrence of se5ual harassment, and ta1e immediate action once it 1no s of harassin2 conduct, it still may not be enou2h. 4hy mi2ht this be the case* 95plain. #difficult$ p. %/' Ans erK Studies sho that there are si2nificant 2ender differences in perceptions of se5ual harassment. 4omen tend to perceive a broader ran2e of se5ual behaviors as harassin2 than men. 9mployees may also be reluctant to report incidents of harassment. 6eportin2 could tri22er retaliation. Many victims do not complain or sue. They :uit or try to avoid the harasser instead. )n many cases, the harasser doesnCt even 1no that he or she is offendin2 another person.

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4hat steps can an employee ta1e to address the problem of harassment* #moderate$ p. %+' Ans erK 9mployees can ta1e the follo in2 / steps. "irst, employees can file a verbal complaint or protest ith the harasser and the harasserCs boss statin2 that the un anted overtures should cease because the conduct is un elcome. Second, employees can rite a letter to the accused. This letter provides a detailed statement of the facts as the riter sees them, describes his or her feelin2s and hat dama2e the riter thin1s has been done, and states tat he or she ould li1e to re:uest that the future relationship be on a purely professional basis. This letter should be delivered in person ith a itness. Third, if the un elcome conduct does not case, verbal and ritten reports should be filed re2ardin2 the un elcome conduct and unsuccessful efforts to 2et it to stop. These reports should be filed ith the harasserCs mana2er andGor the human resource director. "ourth, if the letters and appeals do not suffice, the accuser should turn to the local office of the 99;C to file a claim. "ifth, if the harassment is of a serious nature, the employee can also consult an attorney about suin2 the harasser for assault and battery, intentional infliction of emotional distress, and in?uctive relief and to recover compensatory and punitive dama2es.

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4hat ere the three crucial 2uidelines affectin2 e:ual employment le2islation that Chief Austice Fur2er identified in his ritten opinion on Dri22s v. @u1e <o er Company* #difficult$ p. %+' Ans erK @iscrimination by the employer need not be overt. The employer does not have to be sho n to have intentionally discriminated a2ainst the employee or applicant. )t need only sho that discrimination did ta1e place. An employment practice must be ?ob related if it has an une:ual impact on members of a protected class. The burden of proof is on the employer to sho that the hirin2 practice is ?ob related.

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Under the A@A, if a disabled individual cannot perform a ?ob as currently structured, the employer must ma1e a reasonable accommodation unless doin2 so ould present an undue hardship. 4hat mi2ht :ualify as reasonable accommodation* #easy$ p. 0&' Ans erK 6easonable accommodation mi2ht include redesi2nin2 the ?ob, modifyin2 or1 schedules, modifyin2 or ac:uirin2 e:uipment or other devices to assist the person.

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4hat le2al obli2ations are re:uired for employers by the Americans ith @isabilities Act* #difficult$ p. 0&' Ans erK An employer must not deny a ?ob to a disabled individual if the person is :ualified and able to perform the essential functions of the ?ob. )f the person is other ise :ualified but unable to perform an essential function, the employer must ma1e a reasonable accommodation unless doin2 so ould result in undue hardship. 9mployers are not re:uired to lo er e5istin2 performance standards or stop usin2 tests for a ?ob. 9mployers may not ma1e preemployment in:uiries about a personCs disability, but they may as1 about the personCs ability to perform specific essential ?ob functions. 9mployers should revie ?ob application forms, intervie procedures, and ?ob descriptions for ille2al :uestions and statements. 4hile employers do not have to have ?ob descriptions, it is advisable to have them.

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Compare and contrast disparate treatment and disparate impact. #moderate$ p. 0,' Ans erK @isparate treatment means intentional discrimination. )t e5ists here an employer treats an individual differently because that individual is a member of a particular race, reli2ion, 2ender, or ethnic 2roup. @isparate impact means that an employer en2a2es in an employment practice or policy that has a 2reater impact on the members of a protected 2roup under Title 7)) than on other employees, re2ardless of intent. @isparate treatment re:uires findin2 intent to discriminate hile disparate impact claims do not re:uire proof of discriminatory intent.

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4hat are the five sets of voluntary or2ani3ational activities that support the success of a diversity mana2ement pro2ram* #moderate$ p. /-' Ans erK The activities are to provide stron2 leadership, assess the situation, provide diversity trainin2 and education, chan2e culture and mana2ement systems, and evaluate the diversity mana2ement pro2ram.

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4hat conditions did the U.S. Supreme Court set for applyin2 the Mc@onnell=@ou2las approach to sho in2 adverse impact* #moderate$ p. 0+' Ans erK The person belon2s to a protected class. 8e or she applied and as :ualified for a ?ob for hich the employer as see1in2 applicants. The applicant as re?ected and after re?ection, the position remained open and the employer continued to see1 applications from persons ith the complainantCs :ualifications. )f the plaintiff meets all these conditions, then a prima facie case of disparate treatment is established.

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