Question :
21) A charter bus company requires drug tests of all : 1346195
21) A charter bus company requires drug tests of all its drivers prior to every charter. As a consequence of this testing, accident rates have fallen by 75%. This test seems to screen out more young minority males than any other group or protected class. This drug test is most likely:
A) an example of disparate treatment.
B) illegal because of adverse impact on a protected class.
C) a prima facie case of discrimination based on race.
D) legally defensible as a reasonable business necessity.
22) Theresa Gomez has brought discrimination charges against Paper Makers, Inc. and has established a prima facie case based on the four-fifths rule. What most likely happens next?
A) Theresa must contact the EEOC for a right-to-sue letter.
B) Paper Makers, Inc. must now prove that the discrimination did not occur.
C) Theresa must prove that she is qualified for the position and was discriminated against simply because of her gender.
D) Paper Makers, Inc. must prove that it has been meeting the four-fifths rule for all other protected groups.
23) Discrimination on the basis of pregnancy was explicitly prohibited by the:
A) 1964 Civil Rights Act.
B) Pregnancy Discrimination Act of 1978.
C) 1991 Civil Rights Act.
D) Sexual Harassment Act of 1988.
24) During a conversation about a promotion with his boss, George is told that if he will meet her at the Slumberland Motel and spend the night with her, he will get the promotion. This is most likely an example of:
A) a hostile work environment.
B) harassment.
C) illegal employment discrimination.
D) “quid pro quo” sexual harassment.
25) Myrna is a fifty-year-old technical professional. She has worked for her company for over 15 years. She is Serbian by birth, but looks black because of her dark pigmentation. Myrna’s new boss dislikes her for personal reasons. In meetings, he makes disparaging remarks about Serbians. In a recent argument, he cursed at her and called her an offensive name. On two occasions, he has refused to travel with her on business. What Myrna is experiencing would most likely be classified as ________ by the EEOC.
A) sexual harassment
B) harassment
C) quid pro quo harassment
D) adverse impact
26) If a woman has been subjected to undesirable and offensive sexual behavior by customers in the workplace, she has most likely been a victim of:
A) quid pro quo sexual harassment.
B) harassment.
C) discrimination.
D) hostile work environment sexual harassment.
27) In order to decide whether verbal and other nonphysical behavior of a sexual nature create a hostile work environment, which of the following is LEAST important to consider?
A) The age and gender of the employee
B) Whether the conduct interferes with the employee’s work performance
C) The frequency of the discriminatory conduct
D) Whether the conduct is physically threatening or humiliating
28) Which of the following was established by the Oncale case?
A) Women’s sexual harassment of men can be the basis for a sexual harassment lawsuit.
B) Men’s sexual harassment of women is not the basis for a sexual harassment lawsuit if the woman doesn’t report the conduct until after she is no longer an employee at the company in question.
C) Same-sex harassment can be the basis for a sexual harassment lawsuit.
D) Unlawful harassment consists of any verbal or physical conduct that shows hostility towards an individual in the work environment.
29) Collette has worked for Organix Creamery for 12 years. The company has internal procedures for reporting sexual harassment problems. Recently, Collette has been experiencing sexual harassment from a new supervisor. She immediately files a complaint with the EEOC. It is likely that Organix Creamery will:
A) have to pay punitive and compensatory damages because Collette filed an EEOC complaint.
B) have to pay only compensatory damages to Collette.
C) have a good defense because Collette did not first report the problem to management.
D) have to revise its zero-tolerance sexual harassment policy.
30) When handling a sexual harassment investigation, managers should most likely do all of the following to minimize liability EXCEPT:
A) contacting witnesses.
B) interviewing the alleged harasser.
C) responding within three to five days of the complaint.
D) determining what result or response the employee is seeking.
