EEO and Legal Compliance Flashcards
7 cards from real USA practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 EEO and Legal Compliance flashcards as text
Which of the following actions would NOT be considered retaliation under federal EEO law?
Answer: Assigning an employee who filed a complaint to a less desirable shift with the same pay and title
While shift reassignment can sometimes be retaliatory, a change in shift alone with identical pay and title may not meet the threshold of a materially adverse action depending on context.
Genetic Information Nondiscrimination Act (GINA) Title II prohibits employers from using employees' genetic information in:
Answer: Hiring, firing, pay, and other terms and conditions of employment
GINA Title II prohibits using genetic information in all employment decisions including hiring, firing, compensation, and other terms of employment.
Under the Uniformed Services Employment and Reemployment Rights Act (USERRA), an employee returning from military service must generally be:
Answer: Reemployed in the position they would have held had they not left for service
USERRA provides returning service members the right to the position they would have attained through the 'escalator principle' had they remained continuously employed.
Title VII's protections against sex discrimination have been interpreted by the Supreme Court to include discrimination based on:
Answer: Sexual orientation and gender identity
In Bostock v. Clayton County (2020), the Supreme Court held that Title VII's prohibition on sex discrimination covers sexual orientation and gender identity.
What is 'constructive discharge' in the context of employment discrimination?
Answer: Working conditions are made so intolerable that a reasonable person would feel compelled to resign
Constructive discharge occurs when an employer deliberately makes working conditions so intolerable that a reasonable person would feel forced to quit.
Which of the following employers is covered by Title VII of the Civil Rights Act?
Answer: An employer with 15 or more employees
Title VII applies to employers with 15 or more employees, employment agencies, labor organizations, and federal, state, and local governments.
A religious organization wants to hire only members of its own faith for all positions. Under Title VII, this is:
Answer: A recognized exemption allowing religious organizations to prefer co-religionists
Section 702 of Title VII exempts religious organizations from the prohibition on religious discrimination, allowing them to hire based on religion for all positions.