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Legal and EEOC Compliance Flashcards

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  1. Which agency is primarily responsible for enforcing federal workplace anti-discrimination laws?

    Answer: EEOC

    The Equal Employment Opportunity Commission (EEOC) enforces federal laws prohibiting employment discrimination.

  2. A 'bona fide occupational qualification' (BFOQ) allows an employer to:

    Answer: Discriminate based on religion, sex, or national origin when essential to the job

    A BFOQ is a narrow legal exception allowing discrimination when a characteristic is essential to performing the job.

  3. Under the Equal Pay Act, which of the following is a permissible reason for pay differences between male and female employees in the same role?

    Answer: Seniority system

    The Equal Pay Act allows pay differences based on seniority, merit, quantity/quality of production, or a factor other than sex.

  4. Which of the following best describes 'constructive discharge'?

    Answer: Working conditions become so intolerable that a reasonable person would feel forced to resign

    Constructive discharge occurs when an employer makes conditions so unbearable that resignation is the only reasonable option.

  5. Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on all of the following EXCEPT:

    Answer: Sexual orientation

    The original Title VII does not explicitly list sexual orientation, though subsequent court rulings and the Bostock decision have extended protections.

  6. An employer requires all job applicants to pass a physical fitness test. The test screens out significantly more women than men. Under EEOC guidelines, the employer should:

    Answer: Demonstrate the test is job-related and consistent with business necessity

    When a selection procedure has adverse impact, the employer must demonstrate it is job-related and necessary for the business.

  7. How long does an employee generally have to file an EEOC charge in states with a Fair Employment Practices Agency (FEPA)?

    Answer: 300 days

    In states with a FEPA, the filing deadline is extended to 300 days from the discriminatory act.