Reference no: EM132299648
1. In St. Francis College v. Al-Khazraji, the Supreme Court stated that 42 USC 1981 did not apply to claims for national origin discrimination.
True
False
2. Employers accused of discriminating in violation of the IRCA can use negligent discrimination as a defense to a claim for national origin discrimination based on disparate impact.
True
False
3. Undocumented workers are not protected from national origin discrimination unless they are seeking back pay as a result of being discriminated against under Title VII.
True
False
4. The Guidelines on Discrimination Because of Religion or National Origin require federal agencies or government contractors to take affirmative steps not to discriminate against Asians, Native Americans, Blacks and Spanish-surnamed Americans.
True
False
5. Undocumented aliens are considered to be employees within the meaning of the NLRA but they cannot file a claim for retaliation under FLSA.
True
False
6. Under the IRCA, employers with 4 to 14 employees are prohibited from discriminating on the basis of national origin.
True
False
7. EEOC guidelines state that employers can avoid liability for national origin discrimination after implementing an “English-only” rule if the employer can show that it is necessary in order to communicate with its customers who only speak English
True
False
8. Title VII and the IRCA require claimants to prove discriminatory intent in order to prevail on a claim of national origin discrimination.
True
False
9. Title VII protects employees from discrimination based on their status as aliens as well as those employees that are not U.S. citizens.
True
False
10. Once an employer has articulated a prima facie case of national origin discrimination, the employer will be liable only if he/she can assert a BFOQ.
True
False