For a plaintiff to bring a lawsuit under Title VII, they must

Group of answer choices

be employed for a minimum of 6 months.

not be eligible to sue under state laws

must be a member of a labor union

be a member of a protected class

have undisputed proof of discrimination

2. Which of the following it true about the case opener?

Group of answer choices

Brad was not employed for a minimum of 12 months and could not sue.

Brad had a potential claim for sexual harassment

Brad's employer was able to fire him because he was a smoker

Brad was not eligible to sue under state laws

Brad was not a member of a protected class

3. What was the ruling of the U.S. Supreme Court in Oncale v. Sundowner Offshore Services, Inc., the case in the text addressing whether a plaintiff could prevail in a sexual harassment case when the harassers were of the same sex?

Group of answer choices

That same sex harassment may state a claim under Title VII.

That same sex harassment may state a claim in the male-to-male context but not in the female-to-female context.

That same sex harassment may never state a claim under Title VII.

That same sex harassment states a claim under Title VII only if the harasser is a homosexual.

That same sex harassment may state a claim only if there was also involvement by at least one person of the opposite sex in the harassment.

4. Which of the following occurs when a plaintiff establishes a prima facie case in an action alleging disparate-treatment discrimination in employment in the form of an illegal discharge?

Group of answer choices

None of the answers is correct.

The plaintiff wins.

The burden shifts from clear and convincing evidence to a preponderance of the evidence.

The burden remains with the plaintiff to establish damages to a reasonable certainty.

The burden shifts to the defendant to articulate a legitimate, nondiscriminatory reason for the discharge.

The burden remains with the plaintiff to prove discrimination beyond a reasonable doubt, a special standard in disparate-treatment cases.

The burden shifts to the defendant to establish beyond a reasonable doubt that discrimination did not occur.