Question

3. To successfully claim discrimination based on national origin an employee must demonstrate off of the following except

a. The employer made a decision against the applicant

b. The applicant was a member of a protected class based on gender race or another Title VII category beside national origin

c. The position was filled by someone who was not a member of a protected class

d. The applicant was qualified for the position for which he/she applied

4. The IRCA required that a court find an employer liable for national origin harassment even if most would say that the conduct is not offensive, and the individual involved is just overly sensitive

a. True

b. False

5. Which of the following is an employer’s responsibility under the IRCA?

a. Accepting a green card for the purposes of form I-9

b. Storing Form, I-9 records in employee personnel files

c. Making threats of reporting an employee to the INS in retaliation for discrimination complaints or other protected activity

d. Asking assistance from the INS when a document submitted by an employee or an applicant does not reasonably appear to be genuine

6. The IRCA

a. Applies to employer with 3 or more employees

b. Required knowledge and intent to discriminate

c. Applies regardless of the employer’s knowledge or intent

d. Allows employers to knowingly hire those legally authorized for employment in the US

7. Vicente a Mexican American is 5’5 tall which’s the average height for Mexican American men. He applies for a job as a mechanic with Rev motors but is not hired as de does not meet the minimum height requirements for the positions, which is 5’8 if the height measurements cannot be justified by business necessity, which of the following will hold true in this scenario

a. Vicente has a national origin discrimination claim under Title VII of the Civil Rights Act of 1964 if he can show that the height requirement adversely impacts Mexican Americans

b. Vicente has a national origin discrimination claim under IRCA of 1986 because he is a member of the protected class

c. Vicente does not have a national origin discrimination claim as long as he is a citizen of the US

d. Vicente has a national origin discrimination claim because Rev Motors applied the height requirements to all applicants

8. The EEOC created a special classification “Code Z” to designate complaints from undocumented workers regarding workplace abuses

a. True

b. False

9. Magda comes to work in clothes that are highly reflective of her national origin. This happens to violate the dress code of her workplace. After being politely asked to follow the office dress code several times by her supervisor. Magda is finally asked to return home and change into clothing that conforms to the company’s dress code. Which of the following holds true if Magda decides to file a discrimination claim based on national origin

a. Magda has a claim under Title Vii of Civil Rights Act of 1964f for national origin discrimination because it guarantees her the right to freedom of cultural expression

b. The employer can defend the dress code if it can show that Magda’s attire overlaps with her religion

c. Magda’s employer can defend the dress code because Title VII of Civil Rights Act of 1964 does not require an employer to accommodate an employees attire of national origin

d. Magda has a claim1 under the Title Right’s Act of 1964 for national origin discrimination if she can prove that her attire does not encourage other employees to dress causality

10. Cramer Corporation has an immediate need for large group of workers to fulfill project. Although it allowed its normal hiring processes in some cases short cuts were taken in the interest of getting the workers on board as quickly as possible. As a result, Cramer inadvertently hired some worker without proper documentation. Which of the following best describes Cramer’s liability I this situation?

a. There is no liability for Cramer. If the undocumented workers are discovered the consequences are for them and not for the company

b. Cramer is liable for failure to obtain proper documentation showing that the workers were eligible to work in the US. Further corporate officers of Cramer can be held personally liable for failure to satisfy these requirements. Civil and criminal penalties may apply

c. Cramer didn’t’ know that the workers weren’t eligible to work in the US therefore it cannot be held liable

d. Only the person in charge of hiring at Cramer will be held accountable for bringing in undocumented aliens

Answer 1

3. To successfully claim discrimination based on national origin an employee must demonstrate off of the following except.

c. The position was filled by someone who was not a member of a protected class

4. The IRCA required that a court find an employer liable for national origin harassment even if most would say that the conduct is not offensive, and the individual involved is just overly sensitive

a. False

5. Which of the following is an employer’s responsibility under the IRCA?

b. Storing Form, I-9 records in employee personnel files

6. The IRCA

d. Allows employers to knowingly hire those legally authorized for employment in the US

P.S.- Please use seperate threads to ask more than 4 questions in 1 go.