Please answer the True or Faluse questions Prior to the passage of the 1964 Civi
ID: 1225570 • Letter: P
Question
Please answer the True or Faluse questions
Prior to the passage of the 1964 Civil Rights Act, there were disparities between white and minority workers.
The 1964 Civil Rights Act as of yet does not cover unions.
Courts have no remedial authority under the 1964 Civil Rights Act, since the enforcement of the Act rests solely with the legislature.
Discrimination in the form of disparate treatment entails treating individuals less favorably in the workplace due to race, religion, gender, age or national origin.
In discrimination cases, one of the rebuttal defenses available to employers is the discharge was due to non-discriminatory budgetary cuts
The pretext plus approach states an employer is liable for discrimination despite a legitimate business reason for discharging a minority worker.
Reviewing arrest records as part of an application process is always a safe way to insure minority applicants are being treated fairly.
Denying employment based on a criminal conviction is always a safe way to insure minorities are not being unfairly.
Historically, pregnant women have experienced employment discrimination in the United States.
To allow them to assist their pregnant spouses, male employees are afforded the same amount of leave time from work as the pregnant spouse under the Pregnancy Discrimination Act.
One of the premises upon which the FMLA is based is that a worker should not be forced to forfeit a job because of illness.
Serious health conditions covered under FMLA are often short term illness.
Because of updated laws and changing attitudes, sexual harassment in the workplace has become a non-existent problem in the United States.
The Equal Pay Act has been responsible for major alterations in employment policies for women
The ADEA covers employers with under 10 employees.
Advertisements which indicate a preference for applicants based on age are legal, if it applies to college students, only.
Under the First Amendment’s Right to Free Religion, an employer must accommodate an employee’s religious worship schedule, even if it creates an undue hardship for the employer.
The courts always upholds dressing and grooming requirements for employees.
Height requirements for fire fighters have been known to exclude Mexican applicants and therefore have been amended to avoid this outcome.
English speaking requirements are allowable if they are essential to the performance of the job requirements.
The Immigration Reform Control Act does not allow for temporary agriculture work permits.
Public policy considerations are a key reason for affirmative action plans within government employment.
One of the first steps an employer should take when developing an affirmative action plan is to take a “snap shot” of its organization.
The federal courts are authorized to order appropriate affirmative action steps, such as race conscious hiring practices.
Under certain, defined circumstances, American Indians can be shown preferential treatment in hiring.
Affirmative Action plans which use race as a public employment criteria must be “narrowly tailored” to serve a “compelling government interest.”
The American with Disabilities Act was repealed by a narrow margin of congressional votes in 1992.
The ADA in part defines a person with a disability as one who has a physical impairment that substantially limits one or more of the major life activities of the individual.
The duration of a person’s substantial limitation is not to be considered when determining if they are covered under the ADA.
The ADA generally excludes covered employers from requiring pre-employment medical examinations.
An acceptable question for an ADA covered employer to ask at a job interview is, “Please list any conditions for which you’ve been treated in the past three years.”
The ADA makes covered employers offer reasonable accommodations to disabled workers.
A low cost piece of equipment, such a Braille keyboard, would be an example of a reasonable accommodation if it would assist a blind employee in carrying out her job duties.
An employer is not required to provide accommodations if they pose an undue economic hardship.
The Supreme Court ruled it is unconstitutional and discriminatory to pass tax advantages that favor employers who hire people with disabilities.
Explanation / Answer
Multiple questions asked.
Q1-4 are answered below.
Please answer the True or False questions
Prior to the passage of the 1964 Civil Rights Act, there were disparities between white and minority workers: TRUE
The 1964 Civil Rights Act as of yet does not cover unions: FALSE
Courts have no remedial authority under the 1964 Civil Rights Act, since the enforcement of the Act rests solely with the legislature; FALSE
Discrimination in the form of disparate treatment entails treating individuals less favorably in the workplace due to race, religion, gender, age or national origin: TRUE