Write the answers of the question related to the topic EEO/AA Laws: General Provisions and Enforcement
True /false/ Questions
36. Whether an organization is covered by the Civil Rights Act, Age Discrimination in Employment Act (ADEA), and Americans With Disabilities Act (ADA) depends on its number of employees.
37. When determining if an organization large enough to be covered by ADA law, only full-time employees should be included in the employee count.
38. Company officials and individual managers can be held personally liable for discrimination under the Civil Rights Act, the ADA, or the ADEA.
39. The Civil Rights Act prohibits discrimination on the basis of age or disability status.
40. The Age Discrimination in Employment Act covers individuals over the age of 40.
41. Employers are required to post notices to all employees advising them of their rights under the laws EEOC enforces and their right to be free from retaliation.
42. Claims of disparate treatment focus on the effect of employment practices, rather than on the motive or intent underlying them.
43. Claims of disparate impact focus on the effect of employment practices, rather than on the motive or intent underlying them.
44. Applicant flow statistics look at differences in selection rates (proportion of applicants hired) among different groups for a particular job.
45. The EEOC's preferred method of settlement for employment discrimination claims is a lawsuit.
46. In disparate treatment cases, the employee attempts to demonstrate that the defendant's stated reasons for a practice are a pretext, or smoke screen, for the discriminatory intent of practice.
47. The consent decree usually contains only an agreement to halt certain practices, and seldom extends to providing monetary relief or AA programs.
48. Enforcement mechanisms used by the OFCCP closely mirror those used by the EEOC.
Multiple Choice Questions
49. Which of the following is(are) regarding federal EEO/AA laws?
A. They are very narrow in their coverage of employers.
B. Specific agencies exist which regulate administration and enforcement.
C. They cover only women, minorities, and certain religious groups.
D. None of the above are .
50. Which of the following is not covered by the Civil Rights Act ________?
A. race
B. sex
C. disability status
D. all of the above are covered by the Civil Rights Act
51. The Age Discrimination in Employment Act focuses on individuals over the age of ________.
A. 40
B. 30
C. 20
D. 50
52. Disparate treatment focuses on _________.
A. allegations and evidence about the effects of discriminatory actions
B. allegations and evidence about intentions to discriminate
C. adverse impact
D. quotas
53. The initial burden of proof in discrimination claims lies ______.
A. with the defendant
B. with the court
C. equally with the court and the federal agency
D. with the plaintiff
54. When using stock statistics in job selection discrimination cases, the comparison being made is __________.
A. differences in proportions of groups hired
B. percentages of groups concentrated in certain job categories
C. percentages of groups in job categories relative to their availability in the population
D. percentages of union versus non-unionized employees
55. The key to a successful rebuttal in a disparate treatment case is _________.
A. to prove adverse impact
B. to provide nondiscriminatory reasons for the practice(s) in question
C. to show the presence of a "mixed motive"
D. to prove discrimination
56. In EEOC cases, a consent decree is ________.
A. mandated by law
B. court approved
C. limited to non-monetary relief
D. limited to affirmative action remedies
57. Enforcement mechanisms used by the OFCCP ________.
A. rarely involve employer site visits
B. are identical to those used by the EEOC
C. are unrelated to specific AA plans
D. may involve conciliation agreements