View Assessment X C Determine guilt definition and r x Laws Enforced By The Employr X Sign Up - Course Hero X do you have to be given a notic x + C A highpoint.blackboard.com/ultra/courses/_24927_1/outline/assessment/_1158216_1/overview/attempt/_5003276_1?courseld=_24927_1 S soap2day Blackboard WP Wiley Plus . HPU mail McGraw NFL Streams 0 OF 30 QUESTIONS REMAINING Question 7 3 Points Solar Power Panels Corporation requires its employees to have a high school diploma, claiming a connection between a high school education and job performance. In a suit against Solar Power under the Civil Rights Act of 1964, this is shown to have a discriminatory effect. Solar Power has A an affirmative action defense. B a bona fide occupational qualification defense. C cessity defense. D no defense. Question 8 3 Points Janey is a supervisor for Eat and Dash, a restaurant. Sam is an Eat and Dash employee. The owner announces that some employees will be discharged. Janey tells Sam that for sexual favors she will give him an excellent performance review and recommend a raise. This is A harassment on the basis of sexual orientation. B hostile-environment harassment. C not harassment. D quid pro quo harassment. Question 9 3 Points Last saved 8:52:33 PM Save and Close Submit Questions Filter (30)\fView Assessment X C Determine guilt definition and r x Laws Enforced By The Employr X Sign Up - Course Hero X do you have to be given a notic x + C A highpoint.blackboard.com/ultra/courses/_24927_1/outline/assessment/_1158216_1/overview/attempt/_5003276_1?courseld=_24927_1 S soap2day Blackboard WP Wiley Plus . HPU mail McGraw NFL Streams 0 OF 30 QUESTIONS REMAINING Question 11 3 Points Ali files a suit against Flowers Corporation under the Civil Rights Act of 1964, alleging employment discrimination on the basis of gender on a disparate-impact theory. To succeed, Ali must show that Flowers hires fewer women than the percentage of A qualified women in the local labor market. B qualified women in the United States. C women in Credit Services's state. D women who apply to Credit Services for work. Question 12 3 Points Jeremy, a member of a protected class, applies for a job with Origami Paper Products Corporation, but fails the company's employment test and is not hired. Jeremy believes that the test has an unintentionally discriminatory effect. If so, this is A reverse discrimination. B disparate-impact discrimination. C disparate-treatment discrimination. not discrimination. Question 13 3 Points Which of the following is a federal law regulating the payment of wages and overtime? Last saved 8:52:33 PM Save and Close Submit Questions Filter (30)View Assessment X C Determine guilt definition and r x Laws Enforced By The Employr X Sign Up - Course Hero X do you have to be given a notic x C A highpoint.blackboard.com/ultra/courses/_24927_1/outline/assessment/_1158216_1/overview/attempt/_5003276_1?courseld=_24927_1 S soap2day Blackboard WP Wiley Plus o HPU mail McGraw NFL Streams 67% + Reset 0 OF 30 QUESTIONS REMAINING this statute is monitored by A employees and job applicants, not an administrative agency. the courts and Congress, not an administrative agency C the Equal Employment Opportunity Commission a commission specially appointed by the state governors consortium Question 24 (3 Points Trevor and Morgan are general partners operating a design business. Without Morgan,s knowledge, Trevor takes out a line of credit in the partnership's name at First Bank for 50,000. He uses the money to purchase raw materials for the business and to pay for a business trip to Thailand. While he is away, payment becomes due on the line of credit and First Bank calls Morgan to collect. Trevor never returns from Thailand. Morgan is most likely: not responsible for payment because she didn't sign for the line of credit not responsible for payment because she was defrauded responsible for payment because Trevor, as her partner, is also her authorized agent D this is agency by ratification Question 25 3 Points Which of the following is true regarding whether an employer may be held liable under Title VII for sexual harassment of an employee by a nonemployee? A An employer cannot be held liable in such cases because the employer has no control over the nonemployee. B An employer is liable as a matter of law in such cases because an employer has an absolute duty to provide a work environment that is free of harassment. C An employer may be held liable in such cases if the employer knows that a nonemployee repeatedly harasses an employee and the employer does nothing to remedy the situation. Last saved 8:52:33 PM Save and Close Submit Questions Filter (30)