QUESTION 15 2 p Assume the following facts are true under Title VII: 1. Schedule changes represent a reasonable accommodation by an employer. 2. The cost of training new employees may impose an Undue Hardship on an employer. After two months on the job, an employee who is Catholic, objected to his work schedule because it required that he work every other Saturday evening and Sunday morning. This schedule prevented him from attending church services on Sundays as was his practice. He notified his employer of the conflict his schedule caused with his religious observance. The employer changed his schedule giving him every Saturday evening off. The employer trained a new employee to cover the Saturday evening shift. The employee notified the employer that he considered the change unacceptable. He believes attending church on Sunday mornings is the only way to properly worship his faith. The employer informed the employee in writing they cannot afford to train another employee and would not alter the new schedule. The letter included an express instruction for the employee to report for work as assigned every other Sunday morning. The employee was terminated when he did not work his next Sunday morning shift. The employee filed a religious discrimination suit. Who is likely to win and why? A. The employer because they made a reasonable accommodation which allowed the employee to freely worship according to the principles of his religion. Further accommodation would impose an undue hardship on the employer. B. The employer because under Title VII, the employer does not need to make a reasonable accommodation for religious reasons. C. The employee because he is unable to worship as he chooses. D. The employee because Title VII mandates religious accommodation no matter what the impact to the employer. QUESTION 16 2 p In which case did the court recognize the Bona Fide Occupational Qualification for a religious organization? A. UAW v. Johnson Controls, Inc. (1991) B. Bobby T. Brown v. F.L. Roberts & Co., Inc. (2008) C. Raymond Jackson v. Light of Life Ministries, Inc. (2006) D. Christine Wilson v. U.S. West Communications, Inc. (1995) QUESTION 17 2 p Johnny Goodhearted attended the University of Lebanon while his father, was stationed in the military in that country. After graduation, Johnny returned to the U.S. to seek employment. During an interview with Middle America Greeting Cards Co. (Middle America), the interviewer asked Johnny why he attended college in Lebanon. The interviewer commented that he made a mistake wasting his college years in an inferior educational system while living in an inferior country. He further told Johnny that his degree was far below the quality of any U.S. college. Johnny was not hired. Johnny filed a Title VII lawsuit on the basis of National Origin discrimination. Assume he is successful. What legal reasoning applies to this case? A. Middle America could not discriminate Johnny because he is not Lebanese and therefore is not a member of a protect class. B. Middle America engaged in national origin discrimination by association. C. Middle America engaged in national origin harassment by creating a hostile environment during the interview. D. None of the choices above. QUESTION 18 2 p The Age Discrimination in Employment Act (1967) (ADEA) promotes the employment of individuals 40 and older based on ability and experience, not age. Originally those ages 40 to 65 represented the protected class but an amendment to the ADEA eliminated the 65-age cap on the protected class. A. True B. False QUESTION 19 2 p According to the current prima facie case of age discrimination, an employer who replaces an older worker with someone over 40 years of age will not be subject to liability age discrimination. A. True B. False