· 6. Which of the following is true regarding the filing of a claim under Title VII?A. There is no requirement that a claim be filed with the EEOC so long as a complaint is filed by a private lawyer within six months after the alleged unlawful employment practice occurred. B.
· Selected Answer : Correct Answer : The court ruled that Title VII protects employees from discrimination based on their association with a person of a different race . Upload your study docs or become a. Course Hero member to …
Mark is not eligible to file a discrimination claim under Title VII of the Civil Rights Act of 1964. Mark, a white male, is a chemical engineer with a graduate degree from a reputable university. He applied for the position of an industrial chemist at Verono Company.
The duty to accommodate applies to religious beliefs. Under Title VII, there is no duty to accommodate religious beliefs. Gerry practices a religion that forbids him to work on Sundays. Counsellor, Inc. demands that Gerry come into work Sunday because they have never heard of his religion. Gerry wants to file a claim.
Which of the following is true of Title VII of the Civil Rights Act of 1964? The correct answer is B. It does not cover non-U.S. citizens working outside the United States. . The Equal Employment Opportunity Commission (EEOC) is the federal agency responsible for enforcing federal employment discrimination statutes.
Elements of Claim Title VII prohibits disparate treatment in terms and conditions of employment based on race, color, sex, national origin, and religion.
Title VII of the Civil Rights Act of 1964 (Title VII) makes it unlawful to discriminate against someone on the basis of race, color, national origin, sex (including pregnancy, sexual orientation, and gender identity) or religion.
Title VII of the Civil Rights Act of 1964 (Title VII) prohibits discrimination based on race, color, sex, religion, or national origin, and the Americans with Disabilities Act (ADA) prohibits discrimination on the basis of disability.
Terms in this set (4) Title VII of the Civil Rights Act of 1964 is a federal law that prohibits employers from discriminating against employees on the basis of sex, race, color, national origin, and religion. It generally applies to employers with 15 or more employees, including federal, state, and local governments.
To sue under Title VII, a plaintiff must be a “person aggrieved” by an allegedly unlawful employment practice. 42 U.S.C. § 2000e-5(f)(1) (emphasis added). The plaintiff must assert a claim within the zone-of-interests sought to be protected by the statute.
Employees, job applicants, former employees and applicants or training participants may be afforded the protection under Title VII. Independent contractors are not protected under Title VII. Despite Title VII's passage half a century ago, race and gender discrimination is still pervasive in the restaurant industry.
Title VII of the Civil Rights Act of 1964 Compliance for Healthcare Organizations. Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on race, color, religion, sex, and national origin.
Which of the following best describes the scope of Title VII of the Civil Rights Act of 1964? It applies to all employers irrespective of the number of employees.
Title VII is considered to be the most important equal opportunity law ever enacted because it contains the broadest coverage, prohibition and remedies to individuals. Title VII was passed to ensure you would be considered for jobs not on the basis of the color of their skin, religion, gender or their national origin.
Harassment is a form of employment discrimination that violates Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, (ADEA), and the Americans with Disabilities Act of 1990, (ADA).
Back pay is the difference between the amount of money the plaintiff earned since the discriminatory act and the amount of money she or he would have earned had the discriminatory act never occurred.
Attorney fees may be awarded to a successful plaintiff in a Title VII case and are typically denied only when special circumstances would render the award unjust; and if it is determined that a plaintiff's action was frivolous, unreasonable, or without foundation, the courts may award attorney fees to the prevailing defendant. ...
The principle of employment at will says that either party can terminate an employment contract of indefinite duration.
An employee may recover liquidated damages under the EPA.
The Americans with Disabilities Act is enforced by the Disability Action Agency , not the Equal Employment Opportunity Commission.
In recent years, the number of sexual harassment cases filed under Title VII has been in decline.
Title VII does not apply in any respect to the overseas operations of American firms.
An employer may be held liable in such cases if the employer knows that a customer repeatedly harasses an employee, yet the employer does nothing to remedy the situation.
Gloria cannot sue her employer because the protection of employees' constitutional rights does not apply to employees in the private sector.
her classmates who were not of her race, Emily filed a discrimination complaint against MMC
Mr. Madison may be found liable for violation of the anti-discrimination and the anti-retaliation provisions under the Civil Rights Act of 1964.
Both Sam and his employer will receive a referral to mediation from the EEOC, if appropriate.
The supermarket can be held liable for discrimination under Title VII of the Civil Rights Act.
Title VII is the only legislation specifically prohibiting religious discrimination in employment, and consideration is given to constitutional issues where necessary.
If the employer is unaware of a certain and legitimate religion, the employer is still liable for Title VII claims of employee discrimination if the employer does not adhere to the employee's request.
An undue hardship can lead to religious discrimination conflicts.
The popularity of an accommodation is not one of the issues to consider with regard to potential undue hardships , according to the EEOC.
1. Title VII of civil rights applies to employers that have 15 or more employees 2.Of the following, the most effective way for an employer to respond to an employees claim of retaliation would b view the full answer
A. An employer can never be liable for the actions of its employee outside the scope of employment .