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Title VII of the Civil Rights Act of 1964 provides protection from discrimination for all persons regardless of race. True or False 2.

1.  Title VII of the Civil Rights Act of 1964 provides protection from discrimination for all persons regardless of race.  True or False
2.  Employers can decide whether to administer pre-offer or post-offer employment exams.   True or False
3.  Gender discrimination may exist if an employee hires lesbians but not gay men?   True or False
4.   An English only policy in the workplace will always lead to an abusive work environment for those whose primary language is not English.   True or False
5.  Regarding religious discrimination,
    a.  an employer has to provide the specific accommodations requested by the employee.
    b.  the employer does't have to accommodate the employee if he has not heard of the religion.
    c.  an employee who violates workplace rules based on religious grounds may receive the same discipline as any other employee.
    d.  employees are not entitled to religious accommodations if they did not have the religious belief at the time they were hired.
    e.  none of the above
    f.  all of the above
6.  The Americans with Disabilities Act of 1990 does not:
    a.  cover people with Aids
    b.  allow testing for illegal drugs
    c.  require employers to post notice of its requirements
    d.  require employers to give preference to applicants with disabilities
    e.  none of the above
    f.   all of the above
7.  Situations not mentioned in the Occupational Safety and Health Act of 1970 are not covered by the Act.   True or False
8.  Affirmative Action requires quotas.     True or False
9.  Employers may ask applicants about which of the following?
     a.  Any existing medical conditions
     b.  Whether they live alone
     c.  Past experiences performing a similar job
     d.  Whether they have children
     e.  All of the above
      f.  None of the above
Discuss applicable laws and explain your answer.
1.    Julie is a 58 year old engineer of Asian decent.  She has mentioned to several co-workers that she may retire in December.  Julie is next in line for training which would prepare her for a promotion.  The training is scheduled for October.  Julie's supervisor, John over hears a group of employees discussing Julie's possible retirement and decides to schedule another employee for the training.  John approaches Jack, a 25 year old white male employee, and informs Jack that he will be attending the training.  John tells Jack that although Julie is next in line for the training and promotion, sending her to the training would be a waste of time because she is close to retirement and most employees have a difficult time understanding her English.  Julie learns that she will not be attending the training and she complains to her supervisor, who tells her he can select any employee he chooses.  Does Julie have any claims that she can assert against her employer?  If so, what are they?  What laws, if any would afford protection to Julie?
2.    John asks to attend a work related training conference in another state.  His travel is approved.  While at the conference, the hotel is evacuated due to a fire alarm.  While attempting to exit out of the hotel, John trips and falls, breaking his leg.  Is his injury compensable under the Workers' Compensation Act?  If his injury is compensable what facts and portions of the Workers' Compensation Act would lead you to this conclusion?  If his injury is not compensable what facts or portions of the Workers' Compensation Act would lead you to this conclusion?

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