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WorksheetsCh. 24 - Discrimination in Employment
Total questions: 30
Worksheet time: 44mins
What was the wage gap between women and men in 2019?
75 cents for every dollar
82 cents for every dollar
90 cents for every dollar
65 cents for every dollar
How much less were Black women paid compared to white men in 2020?
63.6 percent
58.7 percent
60 percent
59.7 percent
Diana, who is 58 years old, applies for a marketing position at a company. During her interview, the hiring manager comments that the company is looking for someone “with more energy and fresh ideas.” Diana believes that her age was a factor in the rejection of her application. Which law is most likely being violated here?
The Equal Pay Act of 1963.
The Age Discrimination in Employment Act of 1967 (ADEA)
Title VII of the Civil Rights Act of 1964
The Americans with Disabilities Act of 1990.
Title IX created ________.
political rights to be distributed amongst men
more economic investments for low income families
equal opportunities for both genders, especially in athletics and education
the need for an oversight committee to establish rules for bank loans
Mark has a physical disability that requires him to use a wheelchair. He applies for a position at a company, but the workplace is not wheelchair accessible. The hiring manager informs him that the company does not have the resources to make accommodations for him. Is this discrimination under the Americans with Disabilities Act (ADA)?
Yes, because the employer is required to provide reasonable accommodations under the ADA.
No, because Mark should have known that the workplace was not accessible.
No, because Mark's disability does not prevent him from doing the job.n
Yes, but only if Mark could prove that his disability significantly impacts his work performance.
Which of the following is an example of a reasonable accommodation under the ADA?
Increase paid time off for doctor appointments
Paying a higher salary to employees with disabilities
Offering fewer work hours to employees with disabilities
Modifying work schedules or providing special equipment.
What is the main purpose of Title VII of the Civil Rights Act of 1964?
To protect workers from discrimination based on race, color, religion, sex, and national origin
o prevent age discrimination in employment
To ensure equal pay for equal work
To regulate workplace safety.
Which federal agency is responsible for enforcing Title VII of the Civil Rights Act of 1964?
The Department of Labor (DOL)
Equal Employment Opportunity Commission (EEOC)
The National Labor Relations Board (NLRB)
The Department of Justice
Which of the following is NOT protected under Title VII of the Civil Rights Act of 1964?
Race
Disability
gender
national orgin
What is the primary purpose of the Equal Pay Act of 1963?
To prevent discrimination based on race and gender.
To ensure men and women receive equal pay for equal work.
To regulate the number of hours worked per week
To ensure workplace safety and health standards.
he Age Discrimination in Employment Act (ADEA) of 1967 protects workers who are:
30 years old or older
40 years old or older
50 years old or older
60 years old or older
Which law prohibits discrimination against employees based on pregnancy, childbirth, or related medical conditions?
Civil Rights Act of 1964
Pregnancy Discrimination Act of 1978
Equal Pay Act of 1963
The Family and Medical Leave Act of 1993
The Americans with Disabilities Act (ADA) of 1990 applies to employers with how many or more employees?
10
15
25
50
Under the ADA, what is an employer required to provide to employees with disabilities?
Paid leave
Flexible work hours
Reasonable accommodations
Equal pay for equal work
Which law mandates that men and women receive equal pay for performing the same job in the same establishment?
Civil Rights Act of 1964
Equal Pay Act of 1963
Pregnancy Discrimination Act of 1978
Americans with Disabilities Act of 1990
Which of the following is an example of a "reasonable accommodation" under the ADA?
Installing ramps for employees who use wheelchairs
Giving extra vacation days to employees with disabilities
Providing free healthcare to employees with disabilities
Allowing employees with disabilities to work from home indefinitely
What does "disparate impact" refer to under Title VII of the Civil Rights Act?
Intentional discrimination against a group of people
Policies that unintentionally disadvantage a certain group of people
Discrimination based on gender only
Retaliation against employees who file complaints
A company fires a female employee after she informs her manager that she is pregnant and will need maternity leave. Which law does this situation violate?
The Equal Pay Act of 1963
The Pregnancy Discrimination Act of 1978
The Age Discrimination in Employment Act of 1967
Title VII of the Civil Rights Act of 1964
A company refuses to hire a qualified candidate because she uses a wheelchair, even though the job can be done with reasonable accommodations. Which law is being violated?
The Civil Rights Act of 1964
The Equal Pay Act of 1963
The Americans with Disabilities Act of 1990
The Family and Medical Leave Act of 1993
A qualified man is denied a promotion in favor of a less qualified woman, despite his strong track record in the company. He suspects the decision was based on gender. Which law could he file a complaint under?
The Civil Rights Act of 1964 (Title VII)
The Equal Pay Act of 1963
The Age Discrimination in Employment Act of 1967
The Pregnancy Discrimination Act of 1978
Which law requires employers to treat pregnant employees the same as those with temporary disabilities?
Equal Pay Act of 1963
The Family and Medical Leave Act of 1993
The Pregnancy Discrimination Act of 1978
The Civil Rights Act of 1964
The Americans with Disabilities Act of 1990 was a response to the exclusion of individuals with disabilities from:
Housing markets
The workforce
Public accommodations
Voting booths
What was the main aim of the Equal Pay Act of 1963?
To prevent racial discrimination in the workplace
To ensure equal pay for equal work regardless of gender
To prohibit age discrimination
To guarantee disability accommodations
The Pregnancy Discrimination Act of 1978 amends which part of the Civil Rights Act of 1964?
Title VII
Title VI
Title IX
Title V
The Equal Pay Act of 1963 applies to which type of businesses?
Employers with 5 or more employees
Employers with 10 or more employees
Employers with 15 or more employees
Employers with 20 or more employees
Sven immigrated to the United States at age 12 and obtained citizenship at age 18. He speaks with a thick accent. When he applied for a job as a bank clerk, someone else was selected because the other person was more accurate in counting money. Has Sven been the subject of illegal discrimination?
Yes, because his accent is considered discrimination based on national origin.
No, because Sven was not discriminated against based on his accent.
Yes, because Sven was less accurate in counting money.
No, because being more accurate in counting money is a legitimate reason for selection.
Irene was a Mormon. She believed that other members of her religion were more honest than the general population. When she was asked to hire a bank teller for her employer, she advertised the job as one available only for members of her religion. Is Irene’s action legal? Would it be legal if Irene could prove in court that members of her religion were in fact more honest?
Irene’s action is legal because she can prove that her religion is more honest.
Irene’s action is illegal because discrimination based on religion is prohibited by Title VII.
Irene’s action is legal as long as she proves that members of her religion are more honest.
Irene’s action is legal because religious belief is a protected class under Title VII.
Jennifer interviewed people to serve as clerks at her dry-cleaning business. She thought that she would get more repeat business if she hired attractive male clerks. Jennifer advertised and told female applicants that she was only interested in male clerks, so they need not bother with an interview. Would this form of discrimination be proved directly or indirectly? Would the case be one based on disparate impact or disparate treatment?
This form of discrimination would be proved indirectly and is based on disparate treatment
This form of discrimination would be proved directly and is based on disparate impact.
This form of discrimination would be proved directly and is based on disparate treatment.
This form of discrimination would be proved indirectly and is based on disparate impact
Finance America reimbursed employees for their job-related educational expenses. Janice applied for reimbursement for a course, but was told, “This isn’t job related.” She learned that another employee, Gail, had been turned down, too. Later, Janice met four men with similar jobs who had taken the same course and had been reimbursed. What type of discrimination occurred?
The type of discrimination is based on sex, and Finance America is likely to claim a bona fide occupational qualification (BFOQ).
The type of discrimination is based on sex, and Finance America is likely to claim a business necessity defense.
The type of discrimination is based on sex, and Finance America is likely to claim a seniority system defense.
The type of discrimination is based on sex, and Finance America is likely to claim a legitimate business reason.
Mark has a physical disability that requires him to use a wheelchair. He applies for a position at a company, but the workplace is not wheelchair accessible. The hiring manager informs him that the company does not have the resources to make accommodations for him. Is this discrimination under the Americans with Disabilities Act (ADA)?
Yes, but only if Mark could prove that his disability significantly impacts his work performance.
No, because Mark should have known that the workplace was not accessible.
Yes, because the employer is required to provide reasonable accommodations under the ADA.
No, because Mark's disability does not prevent him from doing the job.
