A quit claim deed contains the greatest number of warranties and provides the greatest protection to the grantee. MULTTPLECHOICE. Choose the one alternative that best completes the statement or answers the question. Which is true about the two kinds of discrimination that are actionable under Title VII? A) Disparate impact and disparate treatment are both based on how an employer treats a specific individual. B) Disparate impact and disparate treatment are both based on how an employer treats a protected class. C) Disparate impact refers to individuals and disparate treatment refers to protected classes. D) Disparate treatment refers to individuals and disparate impact refers to protected classes. Which of the following is true under Title VII of the Civil Rights Act of 1964 where an employer has 37 a job qualification that is applied objectively to all applicants? A) The fact that the qualification is applied similarly to all applicants will ensure that there is no violation of Title VIL. B) If the qualification has a disparate discriminatory impact, the employer will not be in violation if it has a bona fide offsetting affirmative action program in place. C) The employer could be in violation if the qualification has a disparate impact on applicants from a protected category. D) The employer could be in violation if the qualification has resulted in any individual from a protected category not being able to qualify for the job. Which of the following are protected classes under Title VII of the Civil Rights Act of 1964? A) Race, religion, and sexual orientation. B) National origin, race, and alien status. C) Race, national origin, and political affiliation. D) Race, national origin, and sex. The Civil Rights Act of 1964 protects against discrimination based on: Sex A) Sexual preference. B) Sex. C) Both sex and sexual preference. D) Neither sex nor sexual preference. In a hostile work environment sexual harassment claim, the employer will have a successful defense if the employer can show that: A) The employee was offended by conduct that the employer in good faith did not consider to be offensive. B) The employer took reasonable care to prevent or correct the conduct and the employee did not take advantage of corrective or preventive opportunities of the employer to remedy the situation. C) The employee stands to personally gain if the persons engaging in the sexual harassment are reprimanded. D) There were no adverse consequences to the employees work status, such as a demotion or denied promotion. In deciding sexual harassment cases, some courts have applied: A) The reciprocal conduct standard. B) The workplace reality standard. C) The reasonable woman standard. D) The liberal society standard