Cengage Advantage Books Business Law Commercial Law For Accountants 13th Edition By Miller – Test Bank

Chapter 11

Employment Discrimination
and Diversity

TRUE/FALSE QUESTIONS

B1. Title VII of the Civil Rights Act of 1964 applies to employers with fifteen or less employees.

ANSWER: F PAGES: Section 1
BUSPROG: Analytic AICPA: BB-Legal

B2. Intentional discrimination by an employer against an employee is known as disparate-treatment discrimination.

ANSWER: T PAGES: Section 1
BUSPROG: Analytic AICPA: BB-Legal

B3. Title VII of the Civil Rights Act of 1964 prohibits job discrimination against majority group individuals, such as white males.

ANSWER: T PAGES: Section 1
BUSPROG: Analytic AICPA: BB-Legal

B4. Most employers can treat their employees more or less favorably based on their religious beliefs or practices.

ANSWER: F PAGES: Section 1
BUSPROG: Analytic AICPA: BB-Legal

B5. The Civil Rights Act of 1964 prohibits job discrimination on the basis of merit.

ANSWER: F PAGES: Section 1
BUSPROG: Analytic AICPA: BB-Legal

B6. Title VII of the Civil Rights Act of 1964 prohibits only intentional discrimination.

ANSWER: F PAGES: Section 1
BUSPROG: Analytic AICPA: BB-Legal

B7. The Equal Pay Act and other federal laws prohibit employers from engaging in gender-based wage discrimination.

ANSWER: T PAGES: Section 1
BUSPROG: Analytic AICPA: BB-Legal

B8. If a wage differential is due to any factor other than gender, then it does not violate the Equal Pay Act.

ANSWER: T PAGES: Section 1
BUSPROG: Analytic AICPA: BB-Legal

B9. Employee demotion is one of the least frequently cited reasons for a finding of constructive discharge under Title VII of the Civil Rights Act of 1964.

ANSWER: F PAGES: Section 1
BUSPROG: Analytic AICPA: BB-Legal

B10. Sexual harassment occurs when sexual favors are demanded in return for job opportunities, promotions, salary increases, or other benefits.

ANSWER: T PAGES: Section 1
BUSPROG: Analytic AICPA: BB-Legal

B11. For an employer to successfully defend against a charge of a supervisor’s sexual harassment, the plaintiff-employee must have taken a tangible employment action against the supervisor.

ANSWER: F PAGES: Section 1
BUSPROG: Analytic AICPA: BB-Legal