D352 Employment and Labor Law - Set 4 - Part 3

Correct Answer: A manager offers a promotion in exchange for sexual favors

Quid pro quo harassment occurs when job benefits, such as promotions or raises, are offered in exchange for sexual favors or threatened if the favors are not given.

Correct Answer: Title VII of the Civil Rights Act

Title VII prohibits employers from retaliating against employees who engage in protected activities, such as reporting workplace discrimination or harassment.

Correct Answer: Retaliatory discharge

Retaliatory discharge refers to firing an employee as a direct result of them engaging in a protected activity, such as reporting illegal conduct or unsafe working conditions.

Correct Answer: Verifying the work eligibility of all new employees using the Form I-9

The IRCA requires employers to verify that new employees are authorized to work in the U.S. by completing and maintaining Form I-9 documentation.

Correct Answer: Americans with Disabilities Act (ADA)

The ADA requires employers to provide reasonable accommodations for employees with disabilities unless doing so would cause significant difficulty or expense for the employer.

Correct Answer: Refusing to bargain in good faith with a union

Under the NLRA, refusing to bargain in good faith with a union is considered an unfair labor practice and is prohibited by law.

Correct Answer: Genetic Information Nondiscrimination Act (GINA)

GINA prohibits employers from using genetic information in employment decisions, such as hiring, firing, or promotions, to prevent genetic-based discrimination.

Correct Answer: Business necessity

Business necessity is a defense in disparate impact cases, where the employer must show that a challenged employment practice is job-related and necessary for business operations.

Correct Answer: Occupational Safety and Health Act (OSHA)

OSHA prohibits employers from retaliating against employees who report safety violations or unsafe working conditions.

Correct Answer: Requiring mandatory retirement for employees over 60

The ADEA prohibits mandatory retirement for most employees based on age, with some exceptions for high-level executives and certain other occupations.