1. Discrimination against a majority group is called:

A. racial profiling.

B. contributory negligence.

C. race norming.

D. reverse discrimination.

E. desegregation.

2. Under the new the Americans with Disabilities Amendments Act (ADAA) and Equal Employment Opportunity Commission (EEOC) guidelines, a list of impairments that substantially limit a major life activity that will "consistently" result in a disability determination might include:

A. seasonal allergies.

B. epilepsy.

C. pregnancy.

D. appendicitis.

E. fracture.

3. The Civil Rights Act of 1866 was passed after the Civil War to:

A. encourage the settlement of the Western United States by the development of a system of highways.

B. guarantee freed slaves the rights of citizenship.

C. break a cycle of debt during the reconstruction following the Civil War.

D. outlaw major forms of discrimination against women.

E. provide for the gradual elimination of several seats in the Supreme Court of the United States.

4. A unique defense contained by the Age Discrimination in Employment Act (ADEA), and not present in Title VII is that it allows employers to take unfavorable action against:

A. older workers for failing physical tests even if the tests have a disparate impact on older workers.

B. all workers for a bona fide seniority system.

C. older workers for "reasonable factors other than age."

D. younger employees for "reasonable factors other than qualification."

E. all workers based on a bona fide occupational qualification (BFOQ).

5. Which of the following statements about religious discrimination is true?

A. The law makes it illegal to treat an employee unfavorably because of his/her religious beliefs.

B. The law extends protection only to major religions such as Buddhism, Christianity, and Islam.

C. Employees sometimes can be required to participate in any religious activity as a condition of employment.

D. The law strictly does not extend its protection to anyone who has sincerely held moral beliefs.

E. Employers must reasonably accommodate an employee's religious beliefs or practices irrespective of how it affects the employer's operation of business.