Ahmad Khlifa

120019662

3-1: Week 3 Review Exercises

Purpose
To assess your ability to use the knowledge from this weeks
readings to complete this assignment.

Action Items
Complete the Chapter 3 Review Questions.
In addition, answer the following:
"If all organizations would hire based solely on the
ability to do the job, there would be no need for equal employment
opportunity laws." Do you agree or disagree? Defend your position.
Submission
Complete and submit this assignment per your professor's
instructions.
Grading Criteria
0 - 10 points

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1. The Civil Rights Act of 1964, Title VII, gives individuals protection on the basis of
race, color, religion, sex, and national origin. In addition to those protected under
the 1964 act, amendments to the act, as well as subsequent legislation, give
protection to the disabled, veterans, and individuals over age 40. In addition,
state laws may supplement this list and include categories such as marital status.
2. Griggs v. Duke Power was one of the most important Supreme Court rulings that
pertain to EEO. Based on this case, items used to screen applicants had to be
related to the job. Additionally, post-Griggs, the burden was on the employer to
prove that discrimination did not occur.
3. An adverse impact is any consequence of employment that results in a disparate
rate of selection, promotion, or termination of protected group members. Adverse
treatment occurs when members of a protected group receive different treatment
than other employees. A protected group member is any individual who is
afforded protection under discrimination laws.
4. Reasonable accommodations are activities or modifications to the work
environment that allow qualified individuals with disabilities to perform.
Accommodations may include modifications to the building, changes in training,
modifies work schedules, and leaves of absence.
5. If an employee feels that they were wrongly terminated or a company
discriminated against them unfairly they may choose to retaliate against the
company's decision. Retaliation claims are on the rise because employees are now
realizing their equal employment rights even when the company fails to inform its
workers of them.
6. If an employee feels that they were wrongly terminated or a company
discriminated against them unfairly they may choose to retaliate against the
company's decision. Retaliation claims are on the rise because employees are now
realizing their equal employment rights even when the company fails to inform its
workers of them.

7.

The Uniformed Services Employment and Reemployment Rights Act of 1994

states that veterans have the right to return to their jobs in the private sector

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when they return from military service. They are entitled to the same pay, status,
and seniority that they would have received during their service in the military. It
also protects veterans from discrimination based on prior military service.
8. In China employment laws are similar but have been enacted much later and are
progressing quite slowly. Canadian employment laws parallel the United State's
laws except different provinces can enact different laws whereas in the United
States employment laws are created on the federal level. India has passed sexual
harassment laws but does not seem to take it seriously due to caste based
discrimination. Australian laws were not passed until the 1980s and mainly focus
on women's rights. Since Germany passed its new discrimination laws in
accordance with the European Union it has seen little progress in equal pay.
9. Sexual harassment is anything of a sexual nature that creates a condition of
employment, an employment consequence, or a hostile or offensive environment.
An instance may be sexual harassment if verbal or physical conduct creates an
intimidating, offensive, or hostile environment. It can be considered sexual
harassment if the conduct unreasonably interferes with an individual's work.
Conduct that adversely affects an employee's employment opportunities can be
sexual harassment.
10. The FMLA is the Family and Medical Leave Act of 1993. Its purpose is to
provide employees with up to 12 weeks of unpaid leave each year to care for
family members or for their own medical reasons. It covers employees who have
worked for an employer for over 12 months and the act covers nearly 80 percent
of all U.S. workers.

"If all organizations would hire based solely on the

ability to do the job, there would be no need for
equal employment opportunity laws." Do you agree
or disagree? Defend your position.
Agree , With the tremendous influx of women and minorities in the work place, there
are ample numbers of qualified women and minorities who can be the successful
candidate based on ability.