1. Under Title VII it is always illegal to discriminate against an employee based on his or her status as an alien or because the employee is not a U.S. citizen.
True
False
2. Under the Equal Pay Act, the content of the job, rather than the job title or description, determines the comparison of whether two jobs are substantially the same.
True
False
3. Under the Jobs for Veterans Act of 2002, a company that has a contract with the Federal government, is required to develop an affirmative action plan for qualified disabled veterans without showing that they are underrepresented in the employer's workforce.
True
False
4. While Title VII prohibits employment discrimination based on national origin, it also makes it unlawful for U.S. employers to hire aliens illegally in the U.S.
True
False
5. White managers using the term "boy" in reference to black employees is not enough evidence of race discrimination.
True
False
6. A dress code which prohibits men from wearing makeup in the workplace does not violate Title VII.
True
False
7. A religious organization may discriminate in hiring based on gender without violating Title VII.
True
False
8. According to Oubre v. Entergy Operations, Inc. a former employee can file a claim under the ADEA if the waiver of that right does not comply with the OWBPA.
True
False
9. An employer can escape liability for disparate treatment age discrimination if it can be shown that the employment decision was based on some other factor than the employee's age.
True
False
10. An employer could be liable for discrimination under Title VII if he knowingly hired lesbians but refused to hire homosexual men.
True
False