Preview Questions Discrimination Lawyer | Role Specific Skill

Question 1: Which of the following is a valid defense to a disparate impact claim under Title VII?

Which action should you take?

Choose only one option

Showing that the practice is job-related and consistent with business necessity

Proving that the employee was not part of a protected class

Arguing that the employer is exempt due to its size

Arguing that the company has no history of discrimination

Question 2: What is the standard for proving "severe and pervasive" harassment in a workplace environment under Title VII?

Which action should you take?

Choose only one option

The harassment must be so frequent or severe that it alters the conditions of employment

The harassment must involve physical violence or threats

The harassment must only involve a single instance of inappropriate behavior

The harassment must affect only one individual in the workplace

Question 3: What is the standard for "hostile work environment" claims under Title VII?

Which action should you take?

Choose only one option

The harassment must be considered offensive to only the individual affected

The harassment must cause the victim to quit their job involuntarily

The harassment must involve only verbal abuse without physical threats

The harassment must be severe or pervasive enough to create an intimidating, hostile, or offensive work environment

Question 4: Under the Equal Employment Opportunity Commission (EEOC) guidelines, what is the responsibility of an employer in addressing workplace harassment?

Which action should you take?

Choose only one option

Employers must take prompt and effective action to stop harassment, prevent recurrence, and remedy the harm done to the victim

Employers must only take action if the harassment is physical or verbal

Employers are only responsible if the harasser is in a managerial position

Employers must ignore the behavior if it is not part of company policy

Question 5: Under the Family and Medical Leave Act (FMLA), which of the following would likely constitute an unlawful denial of leave?

Which action should you take?

Choose only one option

Failing to grant leave to an employee with a medical condition that doesn't qualify as "serious"

Denying leave to an employee who works fewer than 12 hours a week

Denying leave to an eligible employee who needs it for the birth of a child

Granting leave only if the employee has been with the company for less than a year

Question 6: How does the "reasonable person" standard apply to evaluating harassment claims?

Which action should you take?

Choose only one option

It assesses whether the conduct was severe or pervasive enough to create a hostile work environment from the perspective of a reasonable person

It evaluates whether the harasser had discriminatory intent from a neutral party's point of view

It determines if the conduct caused actual financial harm to the victim

It applies to determining whether the employer acted with reasonable care in preventing harassment