18
Employment Chapter Discrimination
TRUE/FALSE QUESTIONS
1.
An employers discrimination against job applicants or employees on
certainbasesmayviolatebothfederalandstatelaws.
ANSWER: T
PAGE:
NAT:AACSBAnalytic
2.
605
AICPALegal
TYPE:
+
605
AICPALegal
TYPE:
N
Toestablishaprima facie caseofdiscriminationunderTitleVII,aplaintiff
mustshowthatdiscriminatoryintentmotivatedanemployersdecision.
ANSWER: F
PAGE:
NAT:AACSBAnalytic
5.
N
Anemployerwithfewerthanfifteenemployeesisautomaticallyshielded
fromsuitsfoiledunderthefederalemploymentdiscriminationlaws.
ANSWER: F
PAGE:
NAT:AACSBAnalytic
4.
TYPE:
TheCivilRightsActof1964prohibitsjobdiscriminationonthebasisof
experience.
ANSWER: F
PAGE:
NAT:AACSBAnalytic
3.
604
AICPALegal
605
AICPALegal
TYPE:
=
Avictimofallegeddiscriminationmustbringasuitagainstanemployer
beforefilingaclaimwiththeEqualEmploymentOpportunityCommission.
ANSWER:
F
PAGE:
43
605
TYPE:
=
44UNITTHREE:BUSINESSANDEMPLOYMENT
NAT:AACSBAnalytic
AICPALegal
CHAPTER18:EMPLOYMENTDISCRIMINATION 45
6.
Tobringanactionagainstanemployerbasedonintentionaldis crimination,
apersonmustshowthatheorsheisamemberofaprotectedclass.
ANSWER: T
PAGE:
NAT:AACSBAnalytic
7.
N
606
AICPALegal
TYPE:
=
607
AICPALegal
TYPE:
N
608
AICPALegal
TYPE:
=
Gendercanneverlegallybeadeterminingfactorinanemployersdecision
tohire,fire,orpromoteanemployee.
ANSWER: F
PAGE:
NAT:AACSBAnalytic
12.
TYPE:
Asmalldifferenceinjobcontentcanjustifyhigherpayforonegender.
ANSWER: F
PAGE:
NAT:AACSBAnalytic
11.
606
AICPALegal
Ifanemployeecanprovediscriminationintheformationorenforcementof
anemploymentcontract,heorshemayobtainalargerdamagesaward.
ANSWER: T
PAGE:
NAT:AACSBAnalytic
10.
=
Disparateimpact discrimination occurs when an employer intention ally
discriminatesagainstanemployeewhoisamemberofaprotectedclass.
ANSWER: F
PAGE:
NAT:AACSBAnalytic
9.
TYPE:
Lackofdiscriminatoryintentisacompletedefensetoachargeofunlawful
employmentdiscrimination.
ANSWER: F
PAGE:
NAT:AACSBAnalytic
8.
605
AICPALegal
608
AICPALegal
TYPE:
N
UndertheEqualPayActof1963,allofthewomenonanemployersstaff
mustbepaidthesameasallofthemen.
ANSWER: F
PAGE:
NAT:AACSBAnalytic
608
AICPALegal
TYPE:
=
46UNITTHREE:BUSINESSANDEMPLOYMENT
13.
An employer cannot be held liable for the sexual harassment of an
employeebytheemployeessupervisor.
ANSWER: F
PAGE:
NAT:AACSBAnalytic
610
AICPALegal
TYPE:
+
CHAPTER18:EMPLOYMENTDISCRIMINATION 47
14.
It is lawful for an employer to retaliate against an employee who has
opposedadiscriminatoryemploymentpractice.
ANSWER: T
PAGE:
NAT:AACSBAnalytic
15.
+
614
AICPALegal
TYPE:
N
614
AICPALegal
TYPE:
N
615
AICPALegal
TYPE:
N
Compensatory damages are only available for victims of in tentional
employmentdiscrimination.
ANSWER: T
PAGE:
NAT:AACSBAnalytic
20.
TYPE:
Punitivedamagesarenotavailableincasesofemploymentdis crimination.
ANSWER: F
PAGE:
NAT:AACSBAnalytic
19.
613
AICPALegal
Anemployercanbeheldliableforanemployeessexualharassmentofa
memberofthesamegender.
ANSWER: T
PAGE:
NAT:AACSBAnalytic
18.
N
TitleVIIdoesnotcoveremployeesonlineactivities.
ANSWER: F
PAGE:
NAT:AACSBTechnology
17.
TYPE:
An employer cannot be held liable for the sexual harassment of an
employeebyacoworkerwhoisnottheemployeessupervisor.
ANSWER: F
PAGE:
NAT:AACSBAnalytic
16.
612
AICPALegal
615
AICPALegal
TYPE:
N
TheAgeDiscriminationinEmploymentActof1967prohibitsemploy ment
discriminationonthebasisofageagainstpersonsovertwentyoneyears
old.
ANSWER: F
PAGE:
NAT:AACSBAnalytic
615
AICPALegal
TYPE:
=
48UNITTHREE:BUSINESSANDEMPLOYMENT
21.
ManyofthesameremediesavailableunderTitleVIIareavailableunder
theAmericanswithDisabilitiesActof1990.
ANSWER: T
PAGE:
NAT:AACSBAnalytic
620
AICPALegal
TYPE:
=
CHAPTER18:EMPLOYMENTDISCRIMINATION 49
22.
The Americans with Disabilities Act of 1990 defines persons with
disabilitiesaspersonsimpairedmentallyorphysicallyinanyway.
ANSWER: F
PAGE:
NAT:AACSBAnalytic
23.
=
622
AICPALegal
TYPE:
=
622
AICPALegal
TYPE:
=
622
AICPALegal
TYPE:
N
UndertheAmericanswithDisabilitiesActof1990,apersonwitha mental
impairmentthatsubstantiallylimitseverydayactivitiesdoes not havea
disability.
ANSWER: F
PAGE:
NAT:AACSBAnalytic
28.
TYPE:
UndertheAmericanswithDisabilitiesActof1990,apersonwitha physical
impairmentthatsubstantiallylimitseverydayactivitieshasadisability.
ANSWER: T
PAGE:
NAT:AACSBAnalytic
27.
622
AICPALegal
Under the Americans with Disabilities Act of 1990, job appli cants with
disabilitiesarenotentitledtoreasonableaccommodation.
ANSWER: F
PAGE:
NAT:AACSBAnalytic
26.
=
Under the Americans with Disabilities Act of 1990, employees with
disabilitiesareentitledtoreasonableaccommodation.
ANSWER: T
PAGE:
NAT:AACSBAnalytic
25.
TYPE:
Anemployermusthireanapplicantwhohasadisabilityevenifheorshe
lacksnecessaryjobqualifications.
ANSWER: F
PAGE:
NAT:AACSBAnalytic
24.
621
AICPALegal
622
AICPALegal
TYPE:
N
Terminating an employee who uses drugs violates the Americans with
DisabilitiesActof1990.
ANSWER: F
PAGE:
NAT:AACSBAnalytic
624
AICPALegal
TYPE:
=
50UNITTHREE:BUSINESSANDEMPLOYMENT
CHAPTER18:EMPLOYMENTDISCRIMINATION 51
29.
An employer must modify its jobapplication process so that those with
disabilitiescancompeteforjobswiththosewhodonothavedisabilities.
ANSWER: T
PAGE:
NAT:AACSBAnalytic
30.
=
628
AICPALegal
TYPE:
=
629
AICPALegal
TYPE:
=
629
AICPALegal
TYPE:
N
Anemployerwhohiresandfiresworkersaccordingtoafairsenioritysys
temmayhaveagooddefensetoanemploymentdiscriminationsuit.
ANSWER: T
PAGE:
NAT:AACSBAnalytic
35.
TYPE:
Afteracquired evidence of an employees wrongdoing can shield an
employerentirelyfromliabilityforemploymentdiscrimination.
ANSWER: F
PAGE:
NAT:AACSBAnalytic
34.
628
AICPALegal
Undercurrentlaw,anemployercannotadoptanaffirmativeactionplan.
ANSWER: F
PAGE:
NAT:AACSBAnalytic
33.
N
Racecanbeabonafideoccupationalqualification.
ANSWER: F
PAGE:
NAT:AACSBAnalytic
32.
TYPE:
A business necessity for a practice that has a discriminatory effect may
permitanemployertoavoidliabilityfordiscrimination.
ANSWER: T
PAGE:
NAT:AACSBAnalytic
31.
624
AICPALegal
629
AICPALegal
TYPE:
=
Atleastonecourthasheldthatanaffirmativeactionprogramviolatedthe
U.S.Constitution.
ANSWER: T
PAGE:
NAT:AACSBAnalytic
631
AICPALegal
TYPE:
N
52UNITTHREE:BUSINESSANDEMPLOYMENT
MULTIPLE CHOICE QUESTIONS
1.
PersonnelStaffingCorporationmeetsalloftherequirementstobesubject
tothefederalemploymentdiscriminationlaws.Themostimportantfederal
statuteprohibitingdiscriminationagainstmembersofprotectedclassesis
a.
b.
c.
d.
theAgeDiscriminationinEmploymentActof1967.
theAmericanswithDisabilitiesActof1990.
thePregnancyDiscriminationActof1978.
TitleVIIoftheCivilRightsActof1964.
ANSWER: D
PAGE: 604
NAT:AACSBReflective AICPALegal
2.
N
Lee is seventy years old and Mira is gay. Based on this information,
membersofprotectedclassesinclude
a.
b.
c.
d.
LeeandMira.
Leeonly.
Miraonly.
neitherLeenorMira.
ANSWER: B
PAGE: 604
NAT:AACSBReflective AICPALegal
3.
TYPE:
TYPE:
=
Cody believes that Delta Corporation has intentionally dis criminated
againsthimonthebasisofgender.CodyfilesasuitagainstDeltaunder
TitleVII.Toestablishaprimafacie caseofemploymentdiscrimination,Cody
mustshow,amongotherthings,that
a.
b.
c.
d.
Codyisamemberofaprotectedclass.
Deltahasnolegaldefensesagainsttheclaim.
discriminatoryintentmotivatedDeltasact.
otherfirmsinDeltasindustryhavecommitteddiscriminatoryacts.
ANSWER: A
PAGE: 605
NAT:AACSBReflective AICPALegal
TYPE:
=
CHAPTER18:EMPLOYMENTDISCRIMINATION 53
4.
OllyappliesforajobwithPetroCompany.PetrodoesnothireOllybecause
ofhisethnicity,ornationalorigin.Thisis
a.
b.
c.
d.
desperatemeasurediscrimination.
disparateimpactdiscrimination.
disparatetreatmentdiscrimination.
notdiscrimination.
ANSWER: C
PAGE: 605
NAT:AACSBReflective AICPALegal
TYPE:
N
Fact Pattern 18-1 (Questions 5-6 apply)
FayworksforGeneralConstructionContractors(GCC)butistheonlywomanon
hershift.Themaleworkersoftenplayminorpranksoneachother.Fayat tempts
aprank.Hank,hersupervisor,firesher,becauseGCCdoesntholdwithpranks.
5.
RefertoFactPattern181.FayfilesasuitagainstGCCunderTitleVII.To
succeed,FaymustshowthatHanksstatementwas
a.
b.
c.
d.
alegitimate,nondiscriminatoryreasonforFaysdischarge.
alsoFaysfeelingaboutpranksatGCC.
onlyapretextforFaysdischarge.
unofficialGCCpolicy.
ANSWER: C
PAGE: 605
NAT:AACSBReflective AICPALegal
6.
TYPE:
=
RefertoFactPattern181.TosuccessfullydefenditselfinFayssuit,GCC
mustshowthatHanksstatementwas
a.
b.
c.
d.
alegitimate,nondiscriminatoryreasonforFaysdischarge.
notFaysfeelingaboutpranksatGCC.
onlyapretextforFaysdischarge.
unofficialGCCpolicy.
ANSWER: A
PAGE: 605
NAT:AACSBReflective AICPALegal
TYPE:
=
54UNITTHREE:BUSINESSANDEMPLOYMENT
7.
Hubelievesthatheisavictimofaformofemploymentdiscriminationthat
fallsunderTitleVIIoftheCivilRightsAct.Compliancewiththisstatuteis
monitoredby
a.
b.
c.
d.
employeesandjobapplicants,notanadministrativeagency .
employersandbusinesses,notanadministrativeagency.
thecourtsandCongress,notanadministrativeagency.
theEqualEmploymentOpportunityCommission.
ANSWER: D
PAGE: 605
NAT:AACSBReflective AICPALegal
8.
desperatemeasurediscrimination.
disparateimpactdiscrimination.
disparatetreatmentdiscrimination.
notdiscrimination.
ANSWER: B
PAGE: 606
NAT:AACSBReflective AICPALegal
TYPE:
N
Riki files an employment, genderbased discrimination suit against
Superior Corporation under Title VII, on a disparateimpact theory. To
succeed,RikimustshowthatSuperiorhiresfewerwomenthantheper
centageof
a.
b.
c.
d.
qualifiedwomeninthelocallabormarket.
qualifiedwomenintheUnitedStates.
womeninSuperiorsstate.
womenwhoapplytoImperialforwork.
ANSWER: A
PAGE: 606
NAT:AACSBReflective AICPALegal
10.
N
Lew, a member of a protected class, applies for a job with MitE
ConstructionCompany,butfailsMitEsemploymenttestandisnothired.
Lewbelievesthatthetesthasanunintentionallydiscriminatoryeffect.If
so,thisis
a.
b.
c.
d.
9.
TYPE:
TYPE:
=
UnitedIndustrialCorporationgivespreferentialtreatmentinhiringand
promotiontothemembersofallprotectedclasses.Thistreatmentresultsin
discriminationagainstmembersofthemajority.Thisis
a.
abonafideoccupationalpractice.
CHAPTER18:EMPLOYMENTDISCRIMINATION 55
b.
c.
d.
abusinessnecessity.
constructivedischarge.
reversediscrimination.
ANSWER: D
PAGE: 607
NAT:AACSBReflective AICPALegal
TYPE:
=
56UNITTHREE:BUSINESSANDEMPLOYMENT
11.
GailisanemployeeofHomeAppliances,Inc.,butisun abletoperformher
jobbecauseofherpregnancy.Gailis
a.
b.
c.
d.
entitledtodisabilityleaveonlyifHometreatsothertemporarilydis
abledemployeessimilarly.
entitledtodisabilityleaveunderanycircumstances.
notentitledtodisabilityleavebecauseshecannotperformherjob.
notentitledtodisabilityleaveunderanycircumstances.
ANSWER: A
PAGE: 608
NAT:AACSBReflective AICPALegal
12.
disparateimpactdiscrimination.
genderdiscrimination.
notdiscrimination.
reversediscrimination.
ANSWER: C
PAGE: 608
NAT:AACSBReflective AICPALegal
TYPE:
N
LloydandMillyareemployeesofNuTechCorporation.Theyhavethesame
job. Under the Equal Pay Act, NuTech can legitimately pay Lloyd more
thanMillyonthebasisof
a.
b.
c.
d.
Lloydsgreaterproductiononly.
Lloydsgreaterproductionorseniority.
Lloydsgreaterseniorityonly.
neitherLloydsgreaterproductionnorhisgreaterseniority.
ANSWER: B
PAGE: 608
NAT:AACSBReflective AICPALegal
14.
=
ResearchStatisticsCorporationusesameritsystemtopayitsemployees
accordingtotheirjobperformance.Suki,afemale,andTroy,amale,are
Research employees with comparable jobs. Due to superior performance,
SukiispaidmorethanTroy.Thisis
a.
b.
c.
d.
13.
TYPE:
TYPE:
=
Greta is the only female employee the in maintenance department of
HydraulicsInc.Gretassupervisorandcoworkersteaseandplaytrickson
hersorelentlesslythatshefeelscompelledtoquit.Thisis
a.
aconstructivedischargeonthebasisofgenderdiscrimination.
CHAPTER18:EMPLOYMENTDISCRIMINATION 57
b.
c.
d.
aharassingdischargeonthebasisoftreatmentdiscrimination .
avoluntarydischargeonthebasisofimpactdiscrimination.
notadischargeordiscrimination.
ANSWER: A
PAGE: 609
NAT:AACSBReflective AICPALegal
TYPE:
N
58UNITTHREE:BUSINESSANDEMPLOYMENT
15.
RonaisStusadministrativeassistantandbothworkforTriCountyLabor
Inc. Stu tells Rona that for sexual favors, he will give her an excellent
performancereviewandrecommendaraise.Thisis
a.
b.
c.
d.
harassmentonthebasisofsexualorientation.
hostileenvironmentharassment.
notharassment.
quid pro quoharassment.
ANSWER: D
PAGE: 610
NAT:AACSBReflective AICPALegal
TYPE:
N
Fact Pattern 18-2 (Questions 1617 apply)
Kit, manager of LongTerm Care Companys office in Metro City, de cides to
replace the offices male employees with females. Nia, an assis tant manager
transferred from a different LongTerm Care office, refuses to cooperate. Kit
retaliatesagainstNia,whoquits.Withinayear,themaleemployeesalsoquit.
16.
RefertoFactPattern182.Kitsconductismostlikelyaviolationof
a.
b.
c.
d.
nolaw.
theAgeDiscriminationinEmploymentAct.
theAmericanswithDisabilitiesAct.
TitleVIIoftheCivilRightsAct.
ANSWER: D
PAGE: 610
NAT:AACSBReflective AICPALegal
17.
TYPE:
=
RefertoFactPattern182.LiabilityforKitsconductmostlikelyrestswith
a.
b.
c.
d.
LongTermCaremaleemployees,whoshouldhaveactedthemselves.
LongTermCare,whichshouldhaveknown,andKit,whoacted.
Nia,whodidnotcooperate.
noone,becausenolawwasviolated.
ANSWER: B
PAGE: 611
NAT:AACSBReflective AICPALegal
TYPE:
=
CHAPTER18:EMPLOYMENTDISCRIMINATION 59
18.
Marie,anemployeeofNickelToolCompany,filesasexualharassmentsuit
againstOwen,hersupervisor.Mariewins.Nickelmayalsobeliableifit
hadeffectiveharassmentpoliciesandcomplaintprocedures,and
a.
b.
c.
d.
Mariefailedtofollowthem.
Mariefollowedthem.
Owenfailedtofollowthem.
Owenfollowedthem.
ANSWER: B
PAGE: 611
NAT:AACSBReflective AICPALegal
19.
acustomeronly.
acustomeroranemployee.
anemployeeonly.
notacustomeroranemployee.
ANSWER: B
PAGE: 613
NAT:AACSBReflective AICPALegal
TYPE:
=
Kyla is a salesperson for Liberty Financial Corporation. Micky is alsoa
Libertysalesperson.NeilisKylaandMickyssupervisor.OwenisaLiberty
customer.LibertymaybeliableforsexualharassmenttoKylaby
a.
b.
c.
d.
Mickyonly.
Micky,Neil,orOwen.
MickyorNeilonly.
Neilonly.
ANSWER: B
PAGE: 613
NAT:AACSBReflective AICPALegal
21.
N
FixItRepairShopdoesnottakeanyactiontopreventsexualharassment
ofitsemployees.FixItRepairmaybeliableforsuchharassmentby
a.
b.
c.
d.
20.
TYPE:
TYPE:
=
Mona files an employment discrimination suit against Nationwide
Corporation(NC)underTitleVII.IfMonashowsthatNCactedwithmalice
orrecklessindifference,shemayrecover
a.
b.
c.
compensatorydamagesonly.
compensatoryandpunitivedamages.
neithercompensatorynorpunitivedamages.
60UNITTHREE:BUSINESSANDEMPLOYMENT
d.
punitivedamagesonly.
ANSWER: B
PAGE: 615
NAT:AACSBReflective AICPALegal
TYPE:
=
CHAPTER18:EMPLOYMENTDISCRIMINATION 61
22.
PikufilesanemploymentdiscriminationsuitagainstQuotientAccounting,
Inc.,underTitleVII,basedonitsdischargeofPiku.Inthesecircum stances,
possiblereliefunderTitleVIIincludes
a.
b.
c.
d.
damagesonly.
damagesandjobreinstatement.
jobreinstatementonly.
neitherdamagesorjobreinstatement.
ANSWER: B
PAGE: 615
NAT:AACSBReflective AICPALegal
23.
=
Mold & Dye Corporation is a private employer involved in a Title VII
employment discrimination suit. Punitive damages may be recovered
againstMold&Dyeonlyiftheemployer
a.
b.
c.
d.
actedwithmaliceorrecklessindifference.
caneasilyaffordtopaytheamount.
hasonehundredormoreemployees.
noneofthechoices.
ANSWER: A
PAGE: 615
NAT:AACSBReflective AICPALegal
24.
TYPE:
TYPE:
N
Svetlana,afiftyfiveyearoldmemberofaracialminoritywithadisability,
believesthatsheisavictimofemploymentdiscrimination.Potentiallythe
mostwidespreadformofdiscriminationisbasedon
a.
b.
c.
d.
age.
disability.
gender.
race.
ANSWER: A
PAGE: 615
NAT:AACSBReflective AICPALegal
TYPE:
N
62UNITTHREE:BUSINESSANDEMPLOYMENT
Fact Pattern 18-3 (Questions 2526 apply)
LitareplacesMannyinhisjobatNeighborlyBusinessCorporation(NBC).
25.
RefertoFactPattern183.Mannybelievesthathehasbeendiscriminated
againstonthebasisofhisage.FortheAgeDis criminationinEmployment
Actof1967toapply
a.
b.
c.
d.
allpartiesmustbefortyyearsofageoryounger.
Litamustbefortyyearsofageorolder.
Mannymustbefortyyearsofageorolder.
NBCmusthavebeeninexistenceforatleastfortyyears.
ANSWER: C
PAGE: 617
NAT:AACSBReflective AICPALegal
26.
LitaisnotqualifiedforMannysjob.
Mannyisqualifiedforhisjob.
NBCsqualificationsforMannysjobaretoohigh.
noonecoulddoMannysjobaswellashecould.
ANSWER: B
PAGE: 617
NAT:AACSBReflective AICPALegal
TYPE:
=
DanhasAIDS,Eveisblind,andbothworkforFirstNationalBank.Con
sideredtohaveadisabilityundertheAmericanswithDisabilitiesAct
a.
b.
c.
d.
areDanandEve.
isDanonly.
isEveonly.
isneitherDannorEve.
ANSWER: A
PAGE: 621
NAT:AACSBReflective AICPALegal
28.
=
Referto FactPattern 183.Tosucceedwithanagediscriminationclaim
againstNBC,Mannywillhavetoshowthat
a.
b.
c.
d.
27.
TYPE:
TYPE:
=
Paolo has cerebral palsy, Quincy has kleptomania, and both work for
Reality Insurance Company. Considered to have a disability under the
AmericanswithDisabilitiesAct
a.
arePaoloandQuincy.
CHAPTER18:EMPLOYMENTDISCRIMINATION 63
b.
c.
d.
isPaoloonly.
isQuincyonly.
isneitherPaolonorQuincy.
ANSWER: B
PAGE: 621
NAT:AACSBReflective AICPALegal
TYPE:
=
64UNITTHREE:BUSINESSANDEMPLOYMENT
29.
Flynnisanalcoholic.Gertismorbidlyobese.BothworkforHelpfulCredit
Company. Considered to have a disability under the Americans with
DisabilitiesAct
a.
b.
c.
d.
areFlynnandGert.
isFlynnonly.
isGertonly.
isneitherFlynnnorGert.
ANSWER: A
PAGE: 621
NAT:AACSBReflective AICPALegal
TYPE:
=
Fact Pattern 18-4 (Questions 30A18 apply)
Beth,whohasadisability,isanemployeeofCorporateOfficeCompany(COC).
AftertheinstallationofnewdoorsonCOCsbuilding,Bethfindsitnearlyim
possibletogetinandout.WhenBethrepeatedlyfailstobeontime,COCreplaces
herwithDian,whodoesnothaveadisability.
30.
RefertoFactPattern184.TosucceedwithaclaimagainstCOCunderthe
AmericanswithDisabilitiesAct,Bethwillhavetoshowthat
a.
b.
c.
d.
Bethconsistentlymettheessentialrequirementsofherjob.
COCrefusedtomakereasonableaccommodationforBeth.
DianisunqualifiedforBethsposition.
thedoorswereinstalledasanactofintentionaldiscrimination.
ANSWER: B
PAGE: 622
NAT:AACSBReflective AICPALegal
31.
TYPE:
=
RefertoFactPattern184. TosuccessfullydefendagainstBethsclaim,
COCwillhavetoshowthat
a.
b.
c.
d.
Bethconsistentlyfailedtomeettheessentialrequirementsofherjob.
COCcannotmakechangestothedoorswithoutunduehardship.
DianisqualifiedforBethsposition.
thedoorswerenotinstalledasanactofintentionaldiscrimination.
ANSWER: B
PAGE: 623
NAT:AACSBReflective AICPALegal
TYPE:
=
CHAPTER18:EMPLOYMENTDISCRIMINATION 65
32.
MachineCorporationrequiresitsemployeestohaveahighschooldiploma
becauseitcandemonstratethatthereisadefiniteconnectionbetweena
high school education and job performance. In a suit against Machine
Corporation under Title VII, this requirement is shown to have a
discriminatoryeffect.Theemployerhas
a.
b.
c.
d.
anaffirmativeactiondefense.
abonafideoccupationalqualificationdefense.
abusinessnecessitydefense.
nodefense.
ANSWER: C
PAGE: 628
NAT:AACSBReflective AICPALegal
33.
anafteracquiredevidencedefense.
abonafideoccupationalqualificationdefense.
abusinessnecessitydefense.
asenioritysystemsdefense.
ANSWER: B
PAGE: 628
NAT:AACSBReflective AICPALegal
TYPE:
=
Eton sues Funds Investment Company for employment discrimina tion
underastatelaw.Whencomparedtofederallaw,statelawmayprovide
a.
b.
c.
d.
lessdamagesonly.
moredamages.
nodamages.
thesamedamagesonly.
ANSWER: B
PAGE:
NAT:AACSBAnalytic
35.
=
Sophisticates,awomensclothingstore,employsfemaleattendantstoas
sistcustomersinthedressingrooms.Tod,afortyoneyearoldmale,ap
plies for an attendants job, but is not hired. In Tods suit against
SophisticatesforemploymentdiscriminationunderTitleVII,thestorehas
a.
b.
c.
d.
34.
TYPE:
632
AICPALegal
TYPE:
=
ChrissuesDelta,Inc.,foremploymentdiscriminationunderastatelaw.
Whencomparedtofederallaw,statelawmayapplytofirmswith
a.
b.
feweremployees.
moreemployeesonly.
66UNITTHREE:BUSINESSANDEMPLOYMENT
c.
d.
noemployees.
thesamenumberofemployeesonly.
ANSWER: A
PAGE: 632
NAT:AACSBReflective AICPALegal
TYPE:
=
CHAPTER18:EMPLOYMENTDISCRIMINATION 67
ESSAY QUESTIONS
1.
For twenty years, Ozzie works in golfcart maintenance for Players
Paradise,adestinationforvacationersfromacrosstheUnitedStates.After
asteadystreamofpositivejobevaluationsandmeritpayraises,Ozzieis
promotedtothepositionofsupervisorofgolfcartmaintenanceatthreeof
Players courses. Five years later, a new employee, Quentin, is hired to
overseeoperationsatalltenofPlayerscourses.QuentindemotesOzzie,
who is now over the age of forty, to running only one of the three cart
facilitiesandfreezeshissalary.Quentindemotesfiveotheremployeesover
the age of forty and places one of Ozzies former facilities under the
supervision of Richie, who is twentythree. Ozzie overhears Richie say,
Weregoingtohavetodoawaywiththeseold,senilemen.Lessthana
yearlater,Quentinconsolidatestheoperationsofthethreecartfacilities
underRichiessupervision.OzziequitsandfilesasuitagainstPlayersfor
employmentdiscrimination.Shouldheprevail?Explain.
ANSWER: TheAgeDiscriminationinEmploymentAct(ADEA)prohibits
discriminationinemploymentonthebasisofageagainstindividualsforty
years of age or older. For the ADEA to apply, an employer must have
twentyormoreemployees,andinterstatecom mercemustbeaffectedbythe
employers business activities. Ozzie worked at Players Paradise, which
withtengolfcoursesmostlikelyemployedmorethantwentypersons.The
courtwouldalsoprobablyfindthatPlayerssactivitiesaffectedinter state
commerce because it is a vacation destination with visitors from many
states.Ozziecouldlikelyestablishtherestofa prima facie case.Because
Ozziewasnotdemotedduetoanyapparentjobperformanceprob lems,the
factthathewasreplacedbyapersonapproximatelyhalfhisage,coupled
withRichiesstatementaboutgettingridofalltheold,senilemen,would
be enough to shift the burden to Players to show that it was not
discriminatingonthebasisofage.Ultimately,basedonthefactsinthe
question,Ozziewouldprobablyprevail.
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2.
Beth, managing editor of the City News, has a lenient policy concerning
employeetardiness.Shewouldpreferthatemployeesbetoworkby9 A.M.,
butdoesnotusuallyenforcethispolicy.Oneweek,Don,whohadspentthe
previousmonthinanalcoholabuserehabilitationprogram,waslatethree
days in a row. Given his appearance, it was obvious that he had been
drinking.CanBethsuspendhimwithoutpayfortwoweeks?
68UNITTHREE:BUSINESSANDEMPLOYMENT
ANSWER: Probablynot.UndertheAmericanwithDisabilitiesAct(ADA),
employers cannot legally discriminate against employees who are
alcoholics.Alcoholismisconsideredadisability.IfDoncanprovethatbe
causeofhisalcoholism,hewasdisciplinedmoreharshlythanhiscol leagues
would have been under similar circumstances (arriving late without
providinganexcuse),aswouldappeartobethecasewhenalate nesspolicy
isnotusuallyenforced,theADAwouldprotecthimfromtheeffectsofthat
discipline.
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