Question 1 1 pts Today, an employee who is not employed under a contract for a set duration or under a collective bargaining agreement is considered an at-will employee. O true false Question 2 1 pts Which of the following legislation protects employees against discrimination and harassment based upon race, color, religion, national origin, and sex? Title Vil of the Civil Rights Act of 1964 Title IX of the Civil Rights Act of 1981 The Age Discrimination in Employment Act of 1967 The American with Disabilities Act of 1990 The Equal Pay Act of 1963 Question 3 1 pts must be based on actual For a bona fide occupational qualification defense to be allowed, qualifications, not stereotypes about one group's abilities. necessity O merit O disparate impact work habits o disparate treatment Question 4 1 pts At-will employment allows for an employee to quit with no notice to the employer. O true O false Question 5 1 pts The primary purpose of the is to eliminate situations in which women, working alongside men or replacing men, are paid lower wages for doing substantially the same job. Equal Wages Act O Paycheck Faimess Act Equal Work for Equal Pay Act Equal Pay Act Employment Paycheck Reform Act Question 6 1 pts A plaintiff may seek legal, but not equitable, remedies for violations of Title Vil of the Civil Rights Act of 1964 O true false 3 Question 7 1 pts The federal agency responsible for immigration worksite enforcement is the Central Intelligence Agency (CIA) the Federal Bureau of Investigation (FBI) O the United States Department of Homeland Security o the United States Department of the Interior Immigration Customs and Enforcement (ICE) Question 8 1 pts The purpose of the Act is to prevent employers from discriminating against employees and applicants with disabilities. Americans with Disabilities O Disabled Americans Rehabilitation Handicapped Americans Rehabilitation and Employment O Disabled Americans Support Access to Employment for otherwise Qualified Workers D Question 9 1 pts Which of the following is true regarding whether a customer's sexual harassment of an employee may result in employer liability under Title VII of the Civil Rights Act of 1964? O An employer cannot be held liable in such cases because the employer has no control over the customer An employer is liable as a matter of law in such cases because the employer has an absolute duty to provide a work environment that is free of harassment. An employer may be held liable in such cases if the employer knew that the customer repeatedly harassed the employee, yet the employer did nothing to remedy the situation. An employer may be held liable in such cases, but only if quid pro quo harassment is involved. O An employer may be held liable in such cases, but only if disparate-impact harassment is involved. D Question 10 1 pts Which title of the Civil Rights Act of 1964 deals with discrimination in employment? O VII (seven) O Visi V thive) OIV our) (three)