Non-compete agreements are governed by federal law

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Reference no: EM13786000

1. Marlene applied for a job as a travel agent. At the time, she was five months pregnant. Agnes, the manager told her that the company was very interested in hiring her because her references were excellent, but she should reapply after she had the baby and had found reliable day care. Marlene has no recourse under Title VII for gender discrimination.

True

False

2. Non-compete agreements are governed by federal law.

True

False

3. One-for-one hiring is rarely used and only in long-standing cases of under-representation.

True

False

4. Punitive damages are permitted in Title VII cases, but not in disparate impact cases or against government employers.

True

False

5. Regulations governing the employer-employee relationship are based on agency law and failure of an employee/agent to act according to the employer's instructions could result in liability for the employer.

True

False

6. The 1964 Civil Rights Act was passed the year after the historic March on Washington led by the late Rev. Dr. Martin Luther King, Jr.

True

False

7. The Admiralty Aircraft Company builds airplanes for the U.S. Navy. It has been determined that Admiralty has an under representation of women in executive positions. According to federal regulations, Admiralty must establish placement goals for female executives and use quotas to achieve those goals.

True

False

8. The Americans with Disabilities Act requires employers to engage in affirmative action in order to accommodate the needs of qualified, disabled employees.

True

False

9. The Civil Rights Act of 1866 applies to employers with 15 or more employees.

True

False

10. The Civil Rights Act of 1991 overturned the Supreme Court's ruling in Patterson v. McLean Credit Union that limited the application of 42 U.S.C. sec. 1981 to the making of a contract, not the performance of the contract.

True

False

11. The Drug-Free Workplace Act of 1988 authorized drug testing of federal and state employees and private sector employers who have 25 or more employees.

True

False

12. The Fair Credit Reporting Act requires that employers obtain written authorization from applicants before obtaining their credit reports.

True

False

13. The Guidelines on Discrimination Because of Religion or National Origin impose an obligation on federal agencies and government contractors to take affirmative steps to prevent discrimination against Asians, Native Americans, Blacks and Spanish-surnamed Americans.

True

False

14. The Pregnancy Discrimination Act of 2007 expanded Title VII's coverage by adding discrimination on the basis of pregnancy as a type of gender discrimination.

True

False

15. The Rehabilitation Act applies to federal contractors with contracts with the federal government in excess of $10,000 annually.

True

False

16. Title VII exempts professionally developed employment eligibility tests from claims of disparate impact discrimination as long as the test is not designed to discriminate against a member of a protected class.

True

False

17. Title VII prohibits claims of unintentional discrimination.

True

False

18. Title VII prohibits discrimination against an employee because she associates with someone of a different race.

True

False

19. Title VII protections were extended to congressional employees with the Congressional Accountability Act of 1995.

True

False

20. U.S. citizens employed outside the U.S. by foreign employers are protected against workplace discrimination by Title VII.

True

False

Reference no: EM13786000

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