Reference no: EM132159508

As part of its hiring process, TE Electronics requires new employees to sign an agreement that requires arbitration in the event of any employment dispute. Jack applied and was hired by TE last summer. On his first day of employment, Jack signed the mandatory arbitration agreement. Jack is an Asian-American and was recently passed over for promotion.

1. Jack wants to file a charge of discrimination with the EEOC but his supervisor says he can not because of the arbitration agreement. Which of the following is true.?

a. Jack can file a claim with the EEOC since the Title VII does not permit enforcement of the mandatory arbitration agreement

b. The EEOC can still investigate the matter and take action against TE Electronics it cannot obtain relief for Jack

c. The EEOC is not a party to the mandatory arbitration agreement so it can investigate the claim and can even pursue specific relief for jack including back pay, reinstatement and damages

d. With the mandatory arbitration agreement in place, the EEOC can not do any investigation of Jacks claim

2. For employers, passage of the Title Vii of the Civil Rights Act of 1964 meant that virtually any employment decision could be challenged by an employee or applicant who falls within the Title VII categories

a. True

b. False

3. Andrew, the Chief Financial Manager of reputed company was taken under police custody for interrogation. He was accused of committing a white-collar crime. During the process, some government officers deprived him of his civil rights and immunities as if it were a legitimate part of their duties. As a result, this could be considered a violation of

a. Section 2-306 of the Uniform commercial Code

b. 42 USC section 1983

c. The Fair Labor Standards Act

d. The Equal Employment Opportunity Act

4. There is a single commonly accepted definition of “employee” used by courts, employers and the government

a. True

b. False