Mary, an electronics assembler at Fox Industries Factory, is sexually propositioned by Bob, who is the head of the quality control department. Upon Mary’s refusal, Bob starts finding fault with the quality of her work, and she is eventually demoted. Mary believes that if she complains against Bob to the company’s management, no action will be taken against him because of his reputation with senior management. Though Fox Industries has a sexual harassment policy in place, Mary does not use it. Instead, she files a complaint with the Equal Employment Opportunity Commission (EEOC). Which of the following holds true in this case?

Mary was employed as a nutritionist at Fighting Elephant Gym and Spa. At work, she was constantly subjected to her manager’s vulgar sexual comments and inappropriate sexual gestures. Unable to bear the harassment, Mary decided to quit her job instead of going through her employer’s sexual harassment complaint process. Which of the following holds true in this scenario?

The Immigration Reform and Control Act (IRCA) prohibits discrimination against a legal aliens in favor of a U.S. citizen if the U.S. citizen is equally qualified for the position.

Camel Computers Inc., a U.S.-based company, has its operations in United Northlandia, a developing country. The culture of the country does not permit women to deal with men professionally, though there is no law limiting women to jobs that do not require much interaction with men. Mary, a U.S. citizen working for Camel Computers in United Northlandia, is denied a promotion to the position of senior client manager because the job would require Mary to interact with men inside and outside the company, and this would violate the cultural norms of United Northlandia. Mary believes this to be gender discrimination under Title VII of the Civil Rights Act of 1964. Is she correct?

The Pregnancy Discrimination Act mandated preferential hiring treatment of women who were pregnant.

The Immigration Reform and Control Act (IRCA) of 1986:

Disparate impact cases are generally statistically based group cases alleging that the employer’s policy, while neutral on its face (facially neutral), has a disparate or adverse impact on a protected group. If such a policy impacts protected groups more harshly than others, illegal discrimination may be found if the employer cannot show that the requirement is a legitimate business necessity.

An Asian restaurant may lawfully choose to hire only Asian servers in order to create a particular experience for the diners.

The First Family Painting Company (FFPC) employs two supervisors, seven painters, four helpers, two schedulers, two carpenters, and one office manager. They are all permanent workers of the company who work throughout the year for eight hours each day. The company’s owner wants to know whether her employees are covered under Title I of the Americans with Disabilities Act of 1990, Title VII of the Civil Rights Act of 1964, and the Age Discrimination in Employment Act of 1967. In this context, which of the following is true?

If an employee or applicant is pursuing or has successfully completed a rehabilitation program and demonstrates that she or he has a disability based on prior use, she or he is covered by the Americans with Disabilities Act and therefore entitled to reasonable accommodation.