1. In cases of sexual harassment, the plaintiff must only show prima facie for a company to be considered liable.

True

False

2. In order to meet the requirements of the Four-Fifths Rule, and employment action must be ______.

objective

related to the job

consistent in effect

uniform in application

3. Title VII of the Civil Rights Act of 1964 (CRA) also made discrimination based on religion illegal.

True

False

4. Employers reserve the right to retaliate against workers who bring a discrimination claim against them with the EEOC.

True

False

5. A company provides their presentation materials in black and white paper print outs only at required company meetings. Which major EEOC law might this scenario be violating?

The Americans with Disabilities Act of 1990, as Amended in 2008

The Civil Rights Act of 1964

The Age Discrimination in Employment Act of 1967

The Equal Pay Act of 1963

6. The COVID-19 pandemic resulted in more women being promoted in their organizations to higher levels of management leading to more equity.

True

False

7. Which is an example of something that may be religious discrimination?

requiring employees to work certain days of the week

providing scheduled work breaks throughout the day

creating a dress code that is unrelated to necessary functions of the job

giving employees floating days off to use for the holidays of their choice

8. If an OUCH test reveals employment actions are uniform in application, it means ______.

the same action is always used in the same way under the same circumstances

all employees have the same skill level and the same abilities

all employees wear uniforms to work

the same score is achieved on a test by all employees

9. Quotas and ______ were made explicitly illegal by the Civil Rights Act of 1991 (CRA).

undue hardship

inaccessibility

pay disparities

race norming

10. If an employee is demoted after filing a discrimination charge against their organization, they have experienced ______.

retaliation

race norming

constructive discharge

hostile work environment

11. A manager typically puts their hand on their executive assistant's shoulder when they speak. The executive assistant is comfortable with this behavior. This is ______.

not sexual harassment

a hostile work environment harassment

quid pro quo harassment

retaliation

12. Which is an example of equity?

Every employee receives individualized accommodations.

Every employee receives no accommodations.

Every employee receives a limited number of accommodations.

Every employee receives the same accommodations.

13. Ramy is a high-performing employee. Many of his colleagues take smoking breaks throughout the day, so long as they maintain performance standards. However, Ramy's supervisor refuses to give him a few extra breaks during the work day so that he can perform his afternoon and midafternoon prayers. His supervisor's actions could be considered ______.

hostile work environment

quid pro quo discrimination

religious discrimination

disparate impact

14. A(n) ______ is an alteration to work tasks or environment made by an employer to allow someone who is disabled, but otherwise qualified, to perform that job.

essential function

reasonable accommodation

marginal job function

undue hardship

15. Which company is required to file an EEO-1 report?

a company with 42 employees

a company with 25 employees and no government contracts

a company with 30 employees and no government contracts

a company with 125 employees