Importance of Equal Employment Laws and Company Liability for Sexual Harassment

This assignment is part of the mid-term review. The questions presented in this assignment will be asked on the mid-term. If all organizations would hire based solely on the ability to do the job, there would be no need for equal employment opportunity laws. Do you agree or disagree? Defend your position. I disagree I believe we will always need equal employment laws, because when we hire based solely on the ability to do the job, then that there is discrimination itself. We are all capable of doing a job, equal employment laws keep everything in balance.

There will always be something wrong in the workplace, and we will always need someone to fix it. Sexual harassment occurs between two people only. The company should not be held liable for the actions of a few wayward supervisors. Do you agree or disagree with this statement? Explain. Sexual harassment can be regarded as any unwanted activity of a sexual nature that affects an individual’s employment. It can occur between members of the opposite or of the same sex, between organization employees or employees and nonemployees.

Much of the problem associated with sexual harassment is determining what constitutes this illegal behavior. In 1993, the EEOC cited three situations in which sexual harassment can occur. These are instances where verbal or physical conduct toward an individual: creates an intimidating, offensive, or hostile environment unreasonably interferes with an individual’s work 3. adversely affects an employee’s employment opportunities Also, in sexual harassment cases, an organization can be held liable for sexual harassment actions by its managers, employees, and even customers

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According to the court definition, evaluating men and women using different standards is an example of? Sexual Discrimination. Which of the following is not true regarding Title VII of the Civil Rights Act of 1964? a. It prohibits discrimination in hiring, compensation, terms, conditions, and privileges of employment based on race, religion, color, sex, or national origin. It protects employees 40-65 years of age from discrimination.  It prohibits retaliation against an individual who files a charge of discrimination. d. It prohibits retaliation against an individual who opposes any unlawful practice. It specifies compliance based on the number of employees in the organization. Dana is a night and weekend manager of a film processing firm with 75 employees.

Her mother fell and broke her hip. Dana, a 20-year employee, has requested two months off to care for her. Will the Family and Medical Leave Act protect her job? No. She is a key employee. b. No. The legislation applies only to children, not to parents. No. Two months is longer than the law allows. No. She hasn’t worked there long enough. e. No. Dana’s company is too small. MGMT 410 Week 2 Make Up page 2 6. Which of the following is not true regarding bona fide occupational qualifications (BFOQ)? a. BFOQs cannot be used in cases of race or color. A faculty member must be Catholic to teach at a Jesuit university. BFOQs are narrowly defined. Religion may be used as a differentiating factor in ordaining a church minister.

When used as a response to EEO charges, BFOQs must be directly related to the job. The EEOC was originally granted the power to investigate charges of discrimination based on all of these categories except. All of these statements about the 1991 Civil Rights Act are accurate except. It prohibits racial harassment on the job. b. It allows for punitive and compensatory damage through jury trials. It reduces the Griggs decision impact. It reinforces the illegality of employers who make hiring or firing decisions on the basis of race or ethnicity.

It places the burden of proof on the employer. According to the EEOC’s Uniform Guidelines, a rule of thumb that identifies selection practices that favor a disproportionate number of non-prote3cted class members is the. Two-thirds rule b. Acid-test rule c. Ratio rule d. Four-fifths rule. None of the above. Which of the following is not a law affecting employee rights? The Privacy Act. The Drug-Free Workplace Act. The Fair Credit Reporting Act. The Fairness in Employment Act. The Employee Polygraph Protection Act

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