1. Beth participates in an investigation into possible violations of Title VII of the Civil Rights Act at ChemWorks, Inc., where she is an employee. As a result, the employer demotes her. Beth can file

• a disparate-impact discrimination claim.
• b.a retaliation claim.
• c.none of the choices.
• d.a constructive discharge claim.

2. Cady files an employment discrimination suit against Durable Goods Corporation under the Civil Rights Act. If Cady shows that Durable Goods acted with malice or reckless indifference, she may recover

• a. compensatory, but not, punitive damages.
• b. punitive, but no compensatory, damages.
• c. an unlimited amount of compensatory and punitive damages.
• d. a limited amount of compensatory and punitive damages.

3. Carly applies for a job at Data Applications LLC for which she is qualified, but for which she is rejected. The employer continues to seek applicants and eventually fills the position. To succeed in a suit against Data for discrimination under the Americans with Disabilities Act, Carly must show that she

• a. has a disability but can function with certain mitigating measures.
• b. suffers from a disability that causes her undue hardship.
• c. was not hired solely because of a disability.
• d. is willing to reasonably accommodate the employer's needs.

4. Ellen and Fred work on the loading dock for Grange Storage. Ellen, who has a disability, requests a transfer, which would represent an accommodation for her disability. But when an opening occurs, Grange transfers Fred on the basis of seniority. In Ellen's suit against Grange for discrimination, most likely

• a. Fred's seniority is a good defense.
• b. Grange's action was a reasonable accommodation.
• c. Grange's action was a business necessity.
• d. Ellen's disability is a sufficient basis for relief.

5. Emylee, an employee of Farm Supplies, Inc., files a sexual-harassment suit against her employer, alleging a pattern of sexual harassment by her supervisor Gowan. Farm Supplies may be liable for hostile environment harassment if

• a. Emylee did not report the harassment.
• b. it knew of the harassment and did not take steps to prevent it.
• c. it did not know of the harassment.
• d. it terminated Gowan.

6. Inez files an employment discrimination suit against Jiffy Delivery Service, Inc., under the Civil Rights Act, based on Jiffy's discharge of Inez. Possible relief includes

• a.reinstatement.
• b. fines.
• c. imprisonment.
• d. an order to shutdown the employer's business.

7 Jon, a paraplegic, applies for a job as a disk jockey with KLKT, a local radio station. The station's manager says, "You meet all our requirements. But we need someone who can move around the broadcast studio without accommodation." Most likely, Jon could recover from the station under

• a. the Age Discrimination in Employment Act.
• b. Title VII of the Civil Rights Act.
• c. no federal law.
• d. the Americans with Disabilities Act.

8. Lisa brings a successful suit against her employer Metal Mold Corporation for employment discrimination. Lisa may be awarded

• a. damages, but not back pay.
• b. back pay, retroactive promotions, and damages.
• c. back pay, but not retroactive promotions.
• d. retroactive promotions, but not back pay.

9. Mechanical Engineering, Inc., may be liable for the sexual harassment of an employee if it knew or should have known about the harassment, failed to take immediate action, and the harassment was committed by

• a. a company supervisor.
• b. any of the choices.
• c. a competitor.
• d. the employee's previous employer.

10. Nell, a member of a protected class, applies for a job with Origami Paper Corporation, but fails the company's employment test and is not hired. Nell believes that the test has an unintentionally discriminatory effect. If so, this is

• a. disparate-treatment discrimination.
• b. a constructive discharge.
• c. disparate-impact discrimination.
• d. not discrimination.