Reference no: EM132283159

1. Under Title VII, employers are:

required to reasonably accommodate religion, unless doing so would create an undue hardship.

not required to accommodate personal preferences for religious activities to avoid possible discrimination based on one of the protected classes.

required to interview applicants to get a good feeling for who the applicant is and their background, including relevant education and work experience.

forbidden to mention religion at any point in the employment process.

2. Individuals may be disqualified from receiving unemployment:

a. if the individual quits a job

b. if the individual is fired for misconduct.

c. if the individual quits a job without good cause or is fired for misconduct.

d. only in very rare cases, because the employee paid into the unemployment compensation fund so it is treated like an unemployment insurance policy.

3. An employee who provides information to the SEC that is incorrect in the belief that the activity is illegal:

a. may be terminated by the employer.

b. is still afforded Whistleblower protection.

c. must go to arbitration to see if he will remain employed.

d. may be charged in a criminal court.

4. The Older Workers Benefits Protection Act:

a. requires employers to offer benefits to all employees age 55 and older.

b. requires employers to offer benefits to older employees that are “equal benefit or equal cost” to younger workers.

c. requires employers to offer retirement benefits to all older employees.

d. requires employers to provide social security to all employee when they retire.

5. The Amended Americans with Disabilities Act of 2008:

a. includes a list of legal reasonable accommodations an employer must make.

b. clarifies the list of protected disabilities.

c. obligates employers to provide “reasonable accommodations” will be more common.

d. makes it harder for candidates to receive “reasonable accommodations”.

6. The Worker Adjustment and Retraining Act requires:

a. a 60-day notice of a plant closing or mass-layoff.

b. a 90-day notice of a plant closing or mass-layoff.

c. a 120-day notice of a plant closing or mass-layoff.

d. a 6-month notice of a plant closing or mass-layoff

7. The Civil Rights Act of 1964:

a. is difficult to implement and is widely considered the reason why unions were formed.

b. allows companies to consider their customer base when making hiring decisions.

c. is considered a legislative monument to President John F. Kennedy.

d. was strongly supported by southern states and faced barriers from northern states.