Employment law of Business Ch11 - 7th Edition- Religious Discrimination.
1. Title VII is the only legislation to specifically prohibit _____ discrimination in employment.
A) religious
B) age
C) disability
D) national origin
2. Unlike the other categories included in Title VII, there is no absolute prohibition against discrimination on the basis of:
A) national origin.
B) religion.
C) age.
D) disability.
3. The employer's Title VII duty to try to find a way to avoid conflict between workplace policies and an employee's religious practices or beliefs is known as the duty of:
A) business necessity.
B) disparate treatment.
C) reasonably accommodate.
D) affirmatively act.
4. Reasonable accommodation and undue hardship are both associated with discrimination based on.
A) religion and race.
B) religion and gender.
C) religion and color.
D) religion and disability.
5. David, 40, has been serving as a Baptist minister for the last two years in California. He recently wanted to join a Catholic church. But, the church declined to appoint him. David approached the court with a Title VII discrimination against the church. The court rejected his petition. Which of the following is a ground for the court to do so?
A) Title VII permits religious institutions and associations to discriminate when performing their activities.
B) Title VII is applicable to Baptist ministers who are aged 45 or above.
C) Title VII is applicable to Baptist ministers who have served for five years or more.
D) Title VII permits Catholic churches functioning in California to accept or decline the provisions of the act.
6. Which of the following statements is true of religion?
A) An employer need not accommodate an employee's religious conflict if the conflict did not exist when the employee was hired.
B) An employer's duty to accommodate is only to the extent that it does not cause the employer undue hardship.
C) An employer's duty to reasonably accommodate is dependent on the time of conflict not to the conflict itself.
D) The duty to accommodate applies both to religious practices and religious beliefs.
7. A construction worker has recently converted to Sikhism. He tells his supervisor that he must wear a turban at all times as part of his religious practice, which means he cannot wear the construction hat required by safety regulations. Which of the following statements is true of this case?
A) The employer must allow the worker to wear a turban instead of a construction hat.
B) The employer need not accommodate the worker's religious belief because it did not exist when the employer hired the worker.
C) The employer must attempt a good-faith accommodation of the religious conflict and the worker must assist in the attempted accommodation.
D) The employer must ask the worker to quit immediately.
8. The Equal Employment Opportunity Commission and the courts look into certain factors while determining whether the employer successfully bore the burden of reasonable accommodation. Which of the following is true of the factors?
A) The size of the employer's workforce is immaterial.
B) The type of job in which the conflict is present is not to be considered.
C) The employer has to accommodate the employee, no matter the cost of such accommodation.
D) The administrative aspects of accommodation have to be considered.
9. Which of the following scenarios will qualify for a religious bona fide occupational qualification?
A) A Catholic educational institution that is owned in whole by Catholics employs only Catholic teachers.
B) An airline jointly owned by a Catholic and a Hindu employs only Muslim flight attendants.
C) A spa owned by an atheist employs Catholic attendants only because the owner believes that Catholics are trustworthy.
D) A bakery that is owned by a Jew only employs Hindu servers because the owner likes to study the Hindu scriptures.
10. Iqbal, the only Muslim employee at his new firm, has approached the Equal Employment Opportunity Commission complaining that his colleagues address him as "the local terrorist." He also states that, even after repeated requests, his colleagues have not mended their ways. He is a victim of:
A) reverse discrimination.
B) religious harassment.
C) sexual harassment.
D) quid pro quo.