An employer can discriminate against an employee\'s religious practices if the e
ID: 370857 • Letter: A
Question
An employer can discriminate against an employee's religious practices if the employer cannot accommodate the employee's religion without undue hardship. True or False
Claims of disparate impact under the ADEA are harder to win than under Title VII because:
Congress has specified that discrimination based on age is less frequent than discrimination based on race, color, national origin or sex.
age discrimination is often based on indifference and stereotyping rather than hatred or overt hostility.
the ADEA permits an employer to discriminate when the differentiation is based on a reasonable factor other than age (RFOA).
the BFOQ defense is allowed under the ADEA but not under Title VII.
Laura is 55 years old and has been employed by PilotCo for 17 years. She was offered early retirement and asked to sign a waiver of her right to file a claim under the ADEA. Laura was notified that she would have 21 days to review the waiver and sign it. When the retirement offer (including the waiver) was delivered to her cubicle in the office, Laura was away from work due to illness and was out of the office for 15 days. When she returned to work, her supervisor told Laura that there were only 6 days left for her to make a decision whether she wanted to sign the waiver. Laura signed it. Eight days later, she changed her mind and informed the supervisor that she was going to file a claim for age discrimination. What is the result?
a. Laura has no recourse because she voluntarily signed the waiver. b. Laura can file the ADEA claim because she was sick when she signed the waiver. c. Laura can file the ADEA claim because the waiver did not comply with the requirements that employees offered early retirement be granted 45 days to review the waiver. d. None of the above choices is correct.
26) Although the ADA provides protection for a person who is not disabled but is regarded by others as having an impairment, the employer is not obligated to accommodate a disability that does not actually exist True or False
27)
Which of the following forms of discrimination are considered "fact intensive and case specific" so that court decisions have not set bright line rules that an employer can use in order to determine what may be necessary to do?
privacy discrimination
racial discrimination
disability discrimination
religious discrimination
a.Congress has specified that discrimination based on age is less frequent than discrimination based on race, color, national origin or sex.
b.age discrimination is often based on indifference and stereotyping rather than hatred or overt hostility.
c.the ADEA permits an employer to discriminate when the differentiation is based on a reasonable factor other than age (RFOA).
d.the BFOQ defense is allowed under the ADEA but not under Title VII.
Explanation / Answer
26) Although the ADA provides protection for a person who is not disabled but is regarded by others as having an impairment, the employer is not obligated to accommodate a disability that does not actually exist True or False>An employer can discriminate against an employee's religious practices if the employer cannot accommodate the employee's religion without undue hardship. --> FALSE
>
Claims of disparate impact under the ADEA are harder to win than under Title VII because:
Congress has specified that discrimination based on age is less frequent than discrimination based on race, color, national origin or sex.
>>c. Laura can file the ADEA claim because the waiver did not comply with the requirements that employees offered early retirement be granted 45 days to review the waiver.
26) Although the ADA provides protection for a person who is not disabled but is regarded by others as having an impairment, the employer is not obligated to accommodate a disability that does not actually exist
True
27))
disability discrimination
.Congress has specified that discrimination based on age is less frequent than discrimination based on race, color, national origin or sex.
>>c. Laura can file the ADEA claim because the waiver did not comply with the requirements that employees offered early retirement be granted 45 days to review the waiver.
26) Although the ADA provides protection for a person who is not disabled but is regarded by others as having an impairment, the employer is not obligated to accommodate a disability that does not actually exist
True
27))
c.disability discrimination
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