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Civil Rights and Employment Discrimination

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Civil Rights and Employment Discrimination
CHAPTER 13

Civil Rights and Employment Discrimination
TRUE-FALSE QUESTIONS
1.

Many states have passed their own fair employment acts.
ANSWER: True
SKILL LEVEL: AACSB Analytic
OBJECTIVE: AICPA Legal

2.

The federal statutes on race, gender and employment discrimination apply both to employees and independent contractors.
ANSWER: False
SKILL LEVEL: AACSB Analytic
OBJECTIVE: AICPA Legal

3.

A plaintiff claiming disparate impact discrimination based on sex must prove that the employer intentionally discriminated against him or her by denying a benefit or privilege of employment
(such as a promotion or pay raise) based upon the individual’s sex.
ANSWER: False
SKILL LEVEL: AACSB Analytic
OBJECTIVE: AICPA Legal

4.

It is not necessary to prove intentional discrimination to prevail in a disparate impact case.
ANSWER: True
SKILL LEVEL: AACSB Analytic
OBJECTIVE: AICPA Legal

5.

Plaintiffs in Title VII cases may only bring claims of harassment based on sex.
ANSWER: False
SKILL LEVEL: AACSB Analytic
OBJECTIVE: AICPA Legal

6.

A claim for sexual harassment may be asserted by either male or female employees.
ANSWER: True
SKILL LEVEL: AACSB Analytic
OBJECTIVE: AICPA Legal

7.

The U.S. Supreme Court has ruled that a showing of a serious effect on an employee’s psychological well-being is necessary for a hostile work environment claim under Title VII.
ANSWER: False
SKILL LEVEL: AACSB Analytic
OBJECTIVE: AICPA Legal

188

189

8.

MANAGERS AND THE LEGAL ENVIRONMENT

A majority of the federal courts of appeals have struck down claims for hostile work environment in so-called paramour cases where coworkers have claimed that an employee has received preferential treatment by a supervisor has a result of having sexual relations with the supervisor.
ANSWER: True
SKILL LEVEL: AACSB Analytic
OBJECTIVE: AICPA Legal

9.

Legislation to amend Title VII to include sexual orientation has not been enacted.
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