Question 1Leave under the Family and Medical Leave Act ispaid leave.unpaid leave.paid leave for 3 weeks and then unpaid.paid leave for 10 weeks and then unpaid.5 points Question

Question 1Leave under the Family and Medical Leave Act ispaid leave.unpaid leave.paid leave for 3 weeks and then unpaid.paid leave for 10 weeks and then unpaid.5 points Question

2How long must an employee have worked for an employer in order to be eligible for leave provided by the Family and Medical Leave Act?Two yearsTwelve monthsSix months120 days5 points Question 3What is the major provision of the Equal Pay Act of 1963?It mandates equal pay for equal work without regard to gender.It mandates equal pay for equal work without regard to gender or age.It mandates equal pay for equal work without regard to gender, race, or age.It mandates equal pay for equal work without regard to race.5 points Question 4Under federal law, individuals under the age _____ have no protection from discrimination based on age.405055605 points Question 5An employee may use the Family and Medical Leave Act forthe birth of a childthe care of a parenta serious personal health condition rendering the employee unable to do his or her job or the birth of a childthe birth of a child, the care of a parent, a serious personal health condition rendering the employee unable to do his or her job5 points Question 6Which of the following is true regarding India’s discrimination protection?Indian anti-discrimination law has developed quickly since the implementation of the Indian Constitution.Because of strongly held citizen beliefs, the Indian government has not taken action in regard to the employment of lower caste members.The Indian Supreme Court recognized sexual harassment in the workplace as a personal injury to the affected woman and a violation of her fundamental human rights.While India has not indicated a significant interest in protecting the rights of women, the India Supreme Court issued a specific directive prohibiting age discrimination.5 points Question 7Which of the following is true regarding the filing of a claim under Title VII?There is no requirement that a claim be filed with the EEOC so long as a complaint is filed by a private lawyer within six months after the alleged unlawful employment practice occurred.Although there is not a requirement that a plaintiff first file a charge of discrimination with the EEOC, a plaintiff who does not file a charge may only recover back pay from the date a court action is filed.A plaintiff must file a charge with the EEOC, but the plaintiff may also personally institute a court action to run concurrently with the EEOC investigation.A plaintiff is required to file a charge with the EEOC; but in the event the EEOC does not pursue the matter, the plaintiff may proceed personally after receiving a right-to-sue letter from the EEOC.5 points Question 8Which of the following was the result in International Union United Automobile, Aerospace & Agriculture Implement Workers of America, UAW, v. Johnson Controls, Inc., the case referenced in the text before the U.S. Supreme Court involving a fetal-protection policy of an employer barring a woman from jobs involving exposure to lead unless her inability to bear children was medically documented?That the policy was a facially discriminatory policy forbidden under Title VII.That the policy was a facially discriminatory policy forbidden under Title VII unless the employer had documented proof that the exposure would likely harm a developing fetus.That the policy was allowable under Title VII unless the female employee had documented proof that the exposure would not likely harm a developing fetus.That the policy was allowable under Title VII so long as the employer had a good faith belief that the exposure would harm a developing fetus.5 points Question 9Miranda is a cashier at Super Store. Saturday is their busiest day. She tells her supervisor Sam that she needs to be off every Saturday because that is the religious holiday for the religion to which she has recently converted. What are Sam’s obligations to Miranda?He has an absolute obligation under the law to let her off every Saturday unless he can prove that she is not using the time for religious observance.He cannot fire her based on her religious beliefs, but he has no duty to let her off on the busiest day of the week.Under the law, he must allow her to be off as requested, but only if she can establish that under the tenants of her religious beliefs she is doomed if she does not attend worship services regularly.He must make reasonable accommodations for her unless doing so would cause undue hardship on the business.5 points Question 10Which of the following is true regarding Japan’s discrimination protection?The Japanese constitution does not address discrimination.Japanese statutory law prohibits discrimination on the basis of race and national origin.Japanese statutory law prohibits sex discrimination.Japanese law does not address employment discrimination in regard to hiring based on age.5 points Question 11Richard is starting a new security service. He tells his attorney, Kiera, that while he plans to prohibit all acts of discrimination and harassment, he cannot be all places at all times. Richard asks Kiera if there is anything he can do to limit his liability. What s

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