Question

Transcribed Image Text:**Question: In which of these scenarios is the employer most likely to avoid liability for discrimination?**
1. In order to discreetly find out where potential employees are from, an employer asks applicants how they have learned the languages in which they are fluent.
2. An employer at Winslow's, a popular sports bar, refuses to hire as a hostess a 41-year-old female who has much experience in that type of position. The employer decided against hiring her solely because he just prefers "girls who are under 25" to work for him, regardless of their experience. Additionally, the employer will only hire women who "look like pretty young girls who are not much older than 18."
3. An employer requires all employees to take the same fitness-for-duty tests throughout their course of employment. These tests are monitored and scored, and each employee is given a letter grade to assess how the employee did.
4. An employer asks job applicants for their full name and marital status in a preliminary interview.
5. In order to maximize productivity and help applicants find the correct job fit, the first question an employer always asks potential employees is if they have a disability and would require any sort of accommodation.
Expert Solution

This question has been solved!
Explore an expertly crafted, step-by-step solution for a thorough understanding of key concepts.
Step by stepSolved in 3 steps

Knowledge Booster
Similar questions
- 'Employers should be allowed to fire or hire employers based on variables (including vaccination status), which are important to the company's success.' State two points going against this statement using supporting evidence. for example religious beliefs and state why.arrow_forwardFACTS: Noel is a computer programmer at Jonadel Corporation. He was delighted to know that part of the company’s athletic program is a mixed doubles tennis tournament to be held at the corporate tennis court. Grace, who works in the same department, used to play with Noel on many occasions and the two would like to compete in the tournament. They feel that there is a great chance to win the annual tennis competition. There is a growing interest among employees who are tennis players in the corporation as it develops more productivity at work. The management themselves are all tennis enthusiasts. The tournament is scheduled on Friday afternoon and management declared this as a “tennis holiday”. It is a day of fun and workers can cheer for their respective teams. Management supported the program with free snacks and fun fairs to make the occasion memorable. It was a four – consecutive Friday’s tournament. Noel and Grace advance to the final round. They were leading in the third set which…arrow_forwardDarnell decides not to hire Mary for the information technology position because he thinks women are unsuited for computing. Darnell is displaying prejudice against Mary. Why? I think the answer should be discrimination since "not to hire Mary" is an action. Why the textbook shows the answer is prejudice? Thank you very much!arrow_forward
- You are required to fire a worker for persistent absenteeism, but you know that her absence is because she is caring for her father who is in the advanced stage of Alzheimer’s disease. You feel that the organization is being inhumane in its attitude, but your boss remains insistent. What would you do?arrow_forwardEleanor is a senior administrative assistant at XYZ Inc. and is paid about the same as Jillian, a mechanic who works for the same company. This demonstrates that Eleanor's and Jillian's jobs have ______ at XYZ Inc. A) comparable worth B) supportive pay C) human rights recognition D) reverse equity E) employment equity recognitionarrow_forwardWhich law protects Xiuying, as introduced in the Chapter 16 case "Hello, My Name Is", from job discrimination based on race, color, gender, religion, or national origin? A. the Equal Employment Opportunity Act B. the Civil Rights Act (and its amendments) C. the Equal Rights Amendment D. the Age Discrimination in Employment Actarrow_forward
- During the interview, Marsha was asked by the office manager whether she had any children, how old the children were, how many children she had, and whether she planned on having more children. The office manager also asked what Marsha's husband did for a living. How do you Interpret the legality of the questions that the office manager asked Marsha?arrow_forwardChoose the true statement: O Employees (or potential employees) with disabilities covered by the Americans with Disabilities Act (ADA) must be treated the same as non-disabled employees (or potential employees). O Under common law, at-will employment relationships were ones where the employee was free to quit at any time for any reason, and the employer could discharge the employee at any time for any reason. More recently courts have looked at public policy considerations in limiting the ability of an at-will employee to quit or be fired. A "pattern or practice of discrimination" case often involves statistical comparisons of the relevant labor market population (or other "job applicant pool") and the employer's work force. It is lawful for an employer to discharge an employee because that employee is about to become entitled to a bonus. For sexual harassment to exist, the harasser must be a boss or some type of superior.arrow_forwardWhy have unions become more accepting of alternative reward systems over the past few years? A. To increase the level of job security for their members. B. In order to reduce the need for wage increases in union contracts C. Aligning employee interests with company interests D. In order to encourage employees to diversify their investment portfoliosarrow_forward
- Can employers lawfully consider race or gender when making hiring or promotion decisions? If so, may it only be used to remedy identified past discrimination? Discuss.arrow_forwardWhat is the difference between being justified in blowing the whistle and being obligated to do so? As a whistle blower to your employerarrow_forwardHow do I respond to this in 100 words? Mujtaba (2010; as cited in Muffler et al., 2010) states that disparate treatment involves an employer who intentionally treats applicants or employees less favorably than others based on one of the protected classes of color, race, sex, religion, or national origin. It is the core constitutional violation against which the U.S. Equal Protection Clause guards (Hellman, 2024, pg. 206). In light of disparate treatment cases, employers should be sure to document their reasoning for their employment decisions for a variety of reasons. One reason being to maintain legal compliance. There are laws in place that protect employees from employment discrimination, such as the Civil Rights Act of 1991, Age Discrimination in Employment Act of 1967, and Executive Orders 11246 and 11375 (Holley et al., 2017). Employers could face serious legal implications if an employee or candidate files a claim against them for discriminatory actions and their employment…arrow_forward
arrow_back_ios
SEE MORE QUESTIONS
arrow_forward_ios