CDE Legal Frameworks & Policy Development Flashcards

Which federal law prohibits employment discrimination based on race, color, religion, sex, and national origin for employers with 15 or more employees?

Answer: Title VII of the Civil Rights Act of 1964

Title VII of the Civil Rights Act of 1964 is the cornerstone federal law prohibiting employment discrimination on five protected bases.

Under the Americans with Disabilities Act (ADA), what is an employer required to provide to a qualified individual with a disability?

Answer: Reasonable accommodation unless it causes undue hardship to the employer

The ADA requires employers to provide reasonable accommodations that enable qualified individuals to perform essential job functions, unless doing so creates undue hardship.

What does the Equal Pay Act of 1963 require?

Answer: That men and women performing substantially equal work in the same establishment receive equal pay

The Equal Pay Act requires equal pay for men and women doing substantially equal work — same skill, effort, and responsibility under similar working conditions.

A candidate discloses a disability during the hiring process. Under the ADA, what is the employer's CORRECT response?

Answer: Engage in an interactive process to determine if reasonable accommodation can enable the candidate to perform essential functions

The ADA requires employers to engage in a good-faith interactive process with the individual to identify effective reasonable accommodations.

Which agency is primarily responsible for enforcing federal employment discrimination laws in the United States?

Answer: The Equal Employment Opportunity Commission (EEOC)

The EEOC is the federal agency charged with enforcing Title VII, the ADA, ADEA, Equal Pay Act, and other federal anti-discrimination statutes.

What is 'disparate impact' in employment law?

Answer: A neutral policy or practice that disproportionately disadvantages a protected group, even without discriminatory intent

Disparate impact occurs when a facially neutral policy produces statistically significant adverse effects on a protected class, regardless of the employer's intent.