Question

QUESTION 1

1. Joe is a white male personal trainer at Buff Gym, a health club chain with over 100 employees. Joe was recently suspended from his job for arguing with a client while on the gym floor. Bob is a black male personal trainer at Buff Gym who recently shoved a client while on the gym floor. Bob was not disciplined. In this case:

   	A.	Joe has a Title VII racial discrimination claim for disparate treatment.
   	B.	Joe does not have a Title VII racial discrimination claim because he is white.
   	C.	the employer was wise not to discipline Bob in order to avoid a Title VII racial discrimination claim.
   	D.	Joe does not have a claim. Title VII prohibits employment discrimination because of “color,” but the statute defines “color” as brown or black complexioned.

0.3 points   

QUESTION 2

1. Jill, a black employee, has not been performing at par with expectation in her job as senior accountant with Big Oil Co. Big Oil Co.:

   	A.	will face Title VII liability if Jill gets a negative performance evaluation.
   	B.	may face Title VII liability if it gives Jill a positive performance evaluation and then later terminates her for poor job performance.
   	C.	should ensure that Jill has a black supervisor to avoid Title VII liability.
   	D.	should give Jill a positive performance evaluation in order to avoid a Title VII racial discrimination claim.

0.3 points   

QUESTION 3

1. Which of the following legislations was designed to legalize and codify racial discrimination in the United States?

   	A.	Jim Crow laws
   	B.	Civil Rights Act of 1964
   	C.	Voting Rights Act of 1965
   	D.	Equal Pay Act of 1963

0.3 points   

QUESTION 4

1. Joan, a white female supervisor for Ace Inc., has complained to the EEOC that Ace discriminates against blacks in hiring, and that she was told she could not hire blacks. Joan is subsequently demoted to a lower position. In this case:

   	A.	Joan does not have a Title VII claim because she is a white.
   	B.	Joan may have a Section 1981 claim for Ace’s violation of her right to associate with African-Americans.
   	C.	Joan cannot have a claim under Title VII. She has not been discriminated against during the hiring process.
   	D.	Joan cannot sue because she did not quit nor was she fired

0.3 points   

QUESTION 5

1. Donna, a dark-skinned black woman, is constantly belittled by her supervisor Mary, a light-skinned black woman, who calls Donna such names as “Donna Darko.” Mary fires Donna and replaces her with a light-skinned black woman. Under these facts:

   	A.	Donna has a Title VII claim based on color discrimination.
   	B.	Donna does not have a Title VII claim because Donna’s replacement is also black.
   	C.	Donna does not have a Title VII claim because Title VII does not prohibit such discrimination.
   	D.	) Donna may have a claim based on color, but only under the post–Civil War statutes.

0.3 points   

QUESTION 6

1. Which of the following is the first of the prohibited categories in Title VII and the main reason for the passage of the Civil Rights Act of 1964?

   	A.	Race
   	B.	Gender
   	C.	Sexual orientation
   	D.	Age

0.3 points   

QUESTION 7

1. What was the significance of the passing of the Voting Rights Act of 1965 in America?

   	A.	Descendants of American slaves could contest elections to public positions in America.
   	B.	All registered female voters over the age of 18 in America were granted voting rights.
   	C.	American citizens of Hispanic origin were afforded the right to vote in elections.
   	D.	African-Americans received full voting rights in the United States.

0.3 points   

QUESTION 8

1. In enforcing a grooming policy, a company should:

   	A.	remain flexible to allow for exceptions in particular circumstances, such as a medical condition that prevents an employee from following the policy.
   	B.	maintain the policy strictly to avoid appearances of favoritism.
   	C.	let customer preference dictate the policy and its enforcement.
   	D.	be aware that Title VII does not recognize grooming practices as a basis for discrimination.

0.3 points   

QUESTION 9

1. The Fourteenth Amendment to the United States Constitution applies to:

   	A.	private employers only.
   	B.	all government employers.
   	C.	federal but not state employers.
   	D.	state employers only.

0.3 points   

QUESTION 10

1. Eric, a white male employee of Acme Inc. which has 50 employees, sent out an email over the office email system containing several racial jokes. Ken, Eric’s black colleague, received the email and was offended. Ken complained to Acme Personnel Director Sam. In this case:

   	A.	Sam need not take action since the jokes were not motivated by malice towards Ken.
   	B.	Sam should take prompt and appropriate action to intervene on Eric’s conduct to avoid racial harassment liability.
   	C.	Sam should fire Eric immediately, regardless of whether he has behaved this way before.
   	D.	Sam should be held negligent and totally to be blamed for allowing Eric to send such a message.

Answer 1

QUESTION 1

A.	Joe has a Title VII racial discrimination claim for disparate treatment.

Title 7 prohibits racial discrimination

QUESTION 2

B.	may face Title VII liability if it gives Jill a positive performance evaluation and then later terminates her for poor job performance.

Title 7 prohibits racial discrimination

QUESTION 3

A.	Jim Crow laws

Jim Crow Law was designed to legalize and codify racial discrimination

QUESTION 4

B.	Joan may have a Section 1981 claim for Ace’s violation of her right to associate with African-Americans.

QUESTION 5

A.	Donna has a Title VII claim based on color discrimination.

Title 7 prohibits racial discrimination

QUESTION 6

A.

Race

QUESTION 7

D.	African-Americans received full voting rights in the United States.

QUESTION 8

A.	remain flexible to allow for exceptions in particular circumstances, such as a medical condition that prevents an employee from following the policy.

QUESTION 9

B.	all government employers.

QUESTION 10

B.	Sam should take prompt and appropriate action to intervene on Eric’s conduct to avoid racial harassment liability.