Question 16 1 pts Which of the following is TRUE of International rms doing business in other countries? 0 Generally, U.S. Equal Employment Opportunity laws apply to anyone working for a company in the U.S. Q If a foreigner works in the U.S., he or she is not protected by United States EEO laws. 0 EEO laws apply to U.S. citizens working for U.S. companies in other countries. 0 EEO laws do not apply to nonU.5. citizens working for U.S. companies in other countries than the U.S. 0 All but b are true answers. Question 17 1 pts Ellerth worked for 15 months at Burlington Industries. She claimed that her manager, Slovik, made sexually offensive remarks. asked for liberties, and made threats to deny her ofjob benets. She refused his advances and there was no retaliation against her. She never told anyone about the problem until the lawsuit was led. Ellerth claimed constructive discharge for hostile environment: 0 if it was not quid pro quo harassment then a higher standard of proof for hostile work environment must be met 0 if a hostile work environment is shown, a rule of strict liability is applied 0 a key defense will be if the employer had a proper antiharassment procedure in place that the plaintiff failed use before quitting 0 it does not matter whether it was hostile work environment or quid pro quo harassment. the firm is likely to be vicariously liable unless the employee had a poor work record 0 Ellerth will absolutely win the lawsuit under these circumstances. Question 19 1 pts Workers at the Dial Corp. plant needed to lift 35 lbs. of sausage at a time to a 30-60-inch height. Repeated movements could create injuries for some workers. Therefore, the company began a Work Tolerance Screen (WTS) test for employee applicants. The applicants had to demonstrate strength ability. In the WTS, the applicants had to perform 4 times as many lifts as the current employees were doing and had no rest breaks as the current employees had between lifts. After the WTS was introduced. the number of women hired dropped from 50% to 15%. One female applicant took the test and passed it, but wasn't hired, and other applicants came forward saying the same. In this case the court will hold that: 0 tests of strength are usually considered discriminatory against women, so are illegal as disparate impact 0 tests of strength if they are a business necessity, can be legal. if properly applied 0 the test used here was not a good predictor of ability to do the job, so was discriminatory O the test used here was a good predictor of ability to do thejob. so it was legal 0 b and c are both correct answers Question 22 1 pts Which of the following would NOT be a possible remedy that an injured party may sue for under Title VII? 0 back pay 0 punitive damages 0 reinstatement O sensitivity training 0 all of the above choices are possible remedies the court can use Question 25 1 pts Which of the following is a condition NOT considered a disability under the ADA: O a history of drug or alcohol abuse O sexual behavior disorders O depressive disorder O disfigurements O history of heart attacksQuestion 27 1 pts Even though retaliation by employers against those who complain under the EEO laws is prohibited, approximately 113 of the employers retaliate against those employees who complain about discriminatory behavior in the workplace. 0 True 0 False