1. Piku files an employment discrimination suit against Quotient Accounting, Inc., under Title VII, based on its discharge of Piku. In these circumstances, possible relief under Title VII includes
- damages only.
- damages or job reinstatement.
- job reinstatement only.
- neither damages or job reinstatement.
2. An employer must modify its job-application process so that those with disabilities can compete for jobs with those who do not have disabilities.
3. Greta is the only female employee in the maintenance department of Hydraulics Inc. Greta's supervisor and co-workers tease and play tricks on her so relentlessly that she feels compelled to quit. This is
- a constructive discharge on the basis of gender discrimination.
- a harassing discharge on the basis of treatment discrimination.
- a voluntary discharge on the basis of impact discrimination.
- not a discharge or discrimination.
4. Kit, manager of Long-Term Care Company's office in Metro City, decides to replace the office's male employees with females. Nia, an assistant manager transferred from a different Long-Term Care office, refuses to cooperate. Kit retaliates against Nia, who quits. Within a year, the male employees also quit. Liability for Kit's conduct most likely rests with
- Long-Term Care male employees, who should have acted themselves.
- Long-Term Care, which should have known, and Kit, who acted.
- Nia, who did not cooperate.
- no one, because no law was violated.
5. Under the Americans with Disabilities Act of 1990, a person with a mental impairment that "substantially limits" everyday activities is not disabled.
6. All employers in the United States are subject to federal employment discrimination laws.
7. The Americans with Disabilities Act of 1990 defines disabled persons as persons impaired mentally or physically "in any way."
8. Under current law, an employer cannot adopt an affirmative action plan.
9. Cody believes that Delta Corporation has discriminated against him on the basis of gender. Cody files a suit against Delta under Title VII. To establish a prima facie case of employment discrimination, Cody must show that
- Cody is a member of a protected class.
- Delta has no legal defenses against the claim.
- discriminatory intent motivated Delta's act.
- other firms in Delta's industry have committed discriminatory acts.
10. Paolo has cerebral palsy, Quincy has kleptomania, and both work for Realty Insurance Company. Considered disabled under the Americans with Disabilities Act
- are Paolo and Quincy.
- is Paolo only.
- is Quincy only.
- is neither Paolo nor Quincy.
11. An employer is not liable for the sexual harassment of an employee by a co-worker.
12. An employer who hires and fires workers according to a fair seniority system may have a good defense to an employment discrimination suit.
13. Under the Equal Pay Act of 1963, all of the women on an employer's staff must be paid the same as all of the men.
14. Lita replaces Manny in his job at Neighborly Business Corporation (NBC). To succeed with an age-discrimination claim against CBC, Manny will have to show that
- Lita is not qualified for Manny's job.
- Manny is qualified for his job.
- NBC's qualifications for Manny's job are too high.
- no one could do Manny's job as well as he could.
15. Gail is an employee of Home Appliances, Inc., but is unable to perform her job because of her pregnancy. Gail is
- entitled to disability leave only if Home treats other temporarily disabled employees similarly.
- entitled to disability leave under any circumstances.
- not entitled to disability leave because she cannot perform her job.
- not entitled to disability leave under any circumstances.