1. An employer who rejects an applicant because he spoke with a heavy foreign accent ___________.

would be in violation of Title VII for race discrimination

would be in violation of Title VII for discrimination based on birthplace

would not be in violation of Title VII

might be in violation of Title VII depending upon whether the accent would materially interfere with

the applicant's ability to perform the job tasks

2. An employer might be held liable for sex discrimination for which of the following?

failing to hire a transgender woman

terminating an employee because he is planning to have or has made a gender transition

harassing an employee because of a gender transition by intentionally and repeatedly failing to use the name and gender pronouns that corresponds

all of the above

3. The prohibition against race discrimination relates only to the actual racial characteristics of the individual filing the claim. Employers are permitted to discriminate based upon racial stereotypes.

True

False

4. An employer can successfully defend a race-discrimination claim by showing that they were just following the instructions of their customers.

True

Fasle

5. What is the triggering event for compensation claims under the Ledbetter Fair Pay Act of 2009?

the date of the initial discriminatory decision

the date of each discriminatory payment

the date the employer admitted that the individual was not compensated at the correct rate

all of the above

none of the above

6. Which of the following characteristics is protected under Title VII?

A. race

B. color

C. ethnicity

A and B

all of the above

7. The prohibition of sex discrimination includes the prohibition of discrimination based upon gender identity and sexual orientation.

True

False

8. An employer may not discriminate based on an applicant's ancestry.

True

False

9. Age is a protected class under the ADEA, which is a federal law that prohibits age discrimination, but age is not a protected class under Title VII.

True False

10. English-only rules ___________.

are illegal

are always permissible

are generally favored

are generally disfavored

10. If an employer decides to hire a female to monitor the women's locker rooms, how might she respond to a claim for sex discrimination?

this is not sex discrimination because only two men applied for the job

this is not sex discrimination because a male would not be interested in the job

this decision fits within the BFOQ exception to sex discrimination

this is not sex discrimination because the gym members unanimously voted for the hiring of a female attendant

11. Race discrimination claims can be presented as a disparate treatment or disparate impact claim.

True

False

12. An employer is not permitted to discriminate against women, even if its customers inform the employer that they would prefer to work with a man.

True

False

13. Title VII prohibits an employer from ___________.

hiring a man instead of a woman because most likely the man will be stronger

hiring a woman instead of a man because most likely she will be more patient

not hiring a woman because she would likely not be aggressive

all of the above, since Title VII prevents employment decisions based on gender stereotypes

14. The Age Discrimination in Employment Act (ADEA) is the federal law that prohibits workplace discrimination against individuals of all ages.

True

False

15.National-origin discrimination is limited to discrimination based on the birthplace of an individual that is an established country.

True

False

16. If an employer imposes an English-only rule based on a safety concern, they should narrowly tailor the rule so it does not apply to areas, such as the restroom, where the concern is not present.

True

False

17. Who enforces Title VII?

the EEOC

the DOL

Congress

local governments

18. Generally speaking, how many days after the occurrence of alleged discriminatory conduct does an individual have in which to file a charge with the EEOC pursuant to a discrimination statute it enforces?

ninety (90) days

one hundred and eighty (180) days

six months

none of the above; workplace discrimination claims are not subject to a statute of limitations.