13.After bringing a harassment complaint forward to her supervisor, Gabrielle's supervisor started scheduling her hours during times that Gabrielle had specifically listed as unavailable. Her supervisor also set new performance expectations that seemed much higher and almost impossible to achieve. The stress of always having to get her shifts covered and the new performance metrics caused Gabrielle to eventually quit her job. This is an instance of ______.

quid pro quo harassment

right-to-sue

disparate impact

constructive discharge

14. 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 Civil Rights Act of 1964

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

The Age Discrimination in Employment Act of 1967

The Equal Pay Act of 1963

15. Sexual harassment in the work place was officially made illegal under which act?

Civil Rights Act of 1964

Lily Ledbetter Fair Pay Act of 2008

Americans with Disabilities Act of 1991

Pregnancy Discrimination Act of 1978