A) Disparate-treatment cases
B) Sexual harassment cases
C) Disparate-impact cases
D) Disparate-treatment cases and disparate-impact cases,but not sexual harassment cases.
E) All of these
G) A) and D)
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A) Yes,but an employer must show there were no other applicants.
B) An employer cannot discriminate on the basis of national origin.
C) Yes,but an employer must show it is the only way to achieve its goal.
D) An employer cannot discriminate on the basis of race.
E) Yes,an employer can always discriminate if it is necessary for the performance of the job.
G) C) and D)
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A) Whether he is correct depends on the number of employees he has.Title VII was amended in 1989 to include pregnancy within its protection,but only for employers with over 50 employees.
B) He is incorrect because Title VII was amended in 1997 to include pregnancy within its protection for all employees other than professional level employees.
C) He is correct,and pregnancy-based discrimination is not prohibited by Title VII;but it is prohibited by Title IV.
D) He is incorrect because Title VII was amended in 1987 to include pregnancy within its protection.
E) He is correct,and pregnancy-based discrimination is not prohibited by federal law.
G) All of the above
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A) No,courts have ruled that employers only have to pay employees for time they are medically required to be off work for pregnancy if the employee handbook provides for such payments;Julia is,therefore,not entitled to paid time off.
B) Yes,employers under Title VII must treat temporary disability caused by pregnancy the same as any other temporary disability;since Billy paid employees who were off work based upon other temporary disabilities,he should be required to pay Julia as well.
C) All employers covered by Title VII must pay employees for the time they are off work for pregnancy and for twelve weeks after delivery;It does not matter whether Julia's time off is medically required.
D) Yes,all employers covered by Title VII must pay employees half their pay for the time they are medically required to be off work for pregnancy;Julia is,therefore,entitled to at least some paid time off.
E) No,courts have ruled that while an employer cannot fire a pregnant employee based on the pregnancy,employers do not have to pay the employee for time off because pregnancy is a voluntary condition;Julia is,therefore,not entitled to paid time off.
G) B) and C)
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A) Quid pro quo.
B) Targeted.
C) Hostile work environment.
D) Sexual discrimination.
E) None because she did not touch him in an inappropriate way.
G) B) and E)
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A) Astrid's actions would be reviewed only on an objective basis,and what Roscoe subjectively thought is irrelevant.
B) He will not be able to prevail because Astrid did not require that he take any action toward her in order to receive a work-related benefit or avoid a work-related detriment.
C) Roscoe will be able to recover only if he can establish that he did not benefit through favors at work based upon Astrid's actions.
D) A recovery by Seth does not establish that Roscoe should recover because Roscoe would need to show that he subjectively found Astrid's conduct personally offensive.
E) He will recover if Seth is able to recover because their claims will be reviewed as a group.
G) C) and D)
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B) False
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A) Places of employment are segregated by sex.
B) The law limits the industries in which women can be employed.
C) Women are not allowed to drive.
D) Women are forbidden to receive business licenses if they may have to interact with males or government officials.
E) Women constitute 25 percent of Saudi Arabia's workforce.
G) B) and D)
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B) False
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B) False
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