Discrimination & Disability

Take Test: Unit 4 Discussion Questions

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Q U E S T I O N 1

Briefly describe the provisions of Title VII of the 1964 Civil Rights Act. Does it apply to all employers? Identify which employers fall within the scope of the Act.

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Q U E S T I O N 2

Briefly describe the provisions of the Age Discrimination in Employment Act. Does it apply to all employers? Identify which employers fall within the scope of the Act.

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Q U E S T I O N 3

Briefly describe the provisions of the Equal Pay Act. Does it apply to all employers? Identify which employers fall within the scope of the Act. What must a claimant initially establish to prove an employer violated the Act? If a claimant succeeds, what may an employer prove to avoid liability under the act? How does the Act deal with retailation?

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Q U E S T I O N 4

Briefly describe the provisions of the Americans with Disability Act. Does it apply to all employers? Identify which employers fall within the scope of the Act.

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Q U E S T I O N 5

What is the very first step an employee must take if he/she believes they have been discriminated against in violation of one of these federal antidiscrimination statutes by an employer? Hint: Think about what could be done to resolve the complaint before going to the EEOC.

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Q U E S T I O N 6

What must be done next if no satisfactory agreement can be made?

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Q U E S T I O N 7

What administrative agency has been designated to administer federal antidiscrimination law? Describe the procedure generally followed when processing a complaint.

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Q U E S T I O N 8

What is a “right to sue” letter and what is its significance?

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Q U E S T I O N 9

What is the next step for an employee if a “right to sue” letter is issued?

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Q U E S T I O N 1 0

Can an employee be forced to forego this next step and utilize an alternative dispute resolution of the claim? What is that forced ADR? Hint Recall the AB case.

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Q U E S T I O N 1 1

Can state law restrict an employee’s rights under federal law? Why or why not?

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Q U E S T I O N 1 2 5 points Save AnswerSave Answer

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Can state law grant an employee broader antidiscrimination rights than that provided by federal law? If so, give an example. Hint: Illinois Human Rights Act link. What protected class does the IHRA include that federal law does not? Can a business in Illinois refuse service to the LBGT customers in light of this provision? Hint: Public accomdation.

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Q U E S T I O N 1 3

Is an employee that asserts discrimination complaints given any protection? If so, describe what protections are granted and what is the significance of that protection?

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Q U E S T I O N 1 4

What provision is made to help employees obtain legal counsel when pursuing antidiscrimination claims?

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Q U E S T I O N 1 5

What is a hostile work environment under federal antidiscrimination law?

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Q U E S T I O N 1 6

What steps can an employer take to minimize the exposure claims of a hostile work place.

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Q U E S T I O N 1 7

What are anti-nepotism and anti-fraternization personnel policies and explain how those policies may help limit hostile workplace claims?

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Q U E S T I O N 1 8

What is quid pro quo discrimination. What liability does an employer have for quid pro quo discrimination?

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Q U E S T I O N 1 9

How may religious beliefs effect work schedules?

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Q U E S T I O N 2 0

What is a qualified worker under federal disability law? How does an employer determine who is or is not a qualified worker? Discuss in detail!

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Q U E S T I O N 2 1

What is a reasonable accommodation under ADA? When must an employer offer one. What factors are considered? What if the adjustment assists the employee both on and off the job?

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Q U E S T I O N 2 2

When does a qualified worker have a disability that is protected under federal law? Discuss each category of disability recognized under federal law.

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Q U E S T I O N 2 3

Are there stated exclusions from coverage of ADA? Can an employer test current employees for illegal drugs?

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Q U E S T I O N 2 4

Is alcoholism a covered disability under federal law? If so, when can an employer discipline an employee for alcohol use?

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Q U E S T I O N 2 5

Is prescription drug addiction a covered disability under federal law? If so, when can an employer discipline an employee for prescription drug use?

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Q U E S T I O N 2 6

Is illegal drug use a covered disability under federal law? If so, when can an employer discipline an employee for illegal drug use? Can an employer discipline when the employee has previously or is currently in treatment for illegal drug use?

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Q U E S T I O N 2 7

Review & respond to ADA exercise #1 found in the Disability & Discrimination Hypo link. Give the reasons that underlie your response.

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Q U E S T I O N 2 8

Review & respond to ADA exercise #2 found in the Disability & Discrimination Hypo link. Give the reasons that underlie your response. What if Jill was diagnosed with PTSD by a physician that recommended the change in work schedule and the change would not cause an undue hardship? Can an employer request medical documentation? May an employer require an employee undergo an examination before granting the request?

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Q U E S T I O N 2 9 3 points Save AnswerSave Answer

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Review & respond to ADA exercise #3 found in the Disability & Discrimination Hypo link. Give the reasons that underlie your response.

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Q U E S T I O N 3 0

Review & respond to ADA exercise #4 found in the Disability & Discrimination Hypo link. Give the reasons that underlie your response.

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Q U E S T I O N 3 1

Explain what impact antidiscrimination & disability legislation has had on what information an employer can compile on an employee, including preemployment inquiries.

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Q U E S T I O N 3 2

Generally, what questions may an employer not ask during the preemployment inquiry?

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Q U E S T I O N 3 3

Generally, what questions may an employer ask during the preemployment inquiry?

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Q U E S T I O N 3 4

What role does a written job description play in the preemployment inquiry? How is it employed in the interview process? What may an employer ask about the job description? Discuss all the possible responses a candidate may give and what an employer may or may not do in response to each.

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Q U E S T I O N 3 5

At what point in the hiring process may any testing (physical, mental, ability) be done? Does something need to be done first?

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Q U E S T I O N 3 6

Can an employer test an employee for drugs? Under what circumstances may that occur?

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Q U E S T I O N 3 7

Can an employer consider criminal records in the preemployment inquiry? In Illinois are some permissible and some not? Identify each.

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Q U E S T I O N 3 8

Can an employer consider credit records in the preemployment inquiry? What about Ilinois?

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Q U E S T I O N 3 9

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Q U E S T I O N 3 9

Can an employer consider worker compensation claims or records in the preemployment inquiry?

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