1. Jamie, who is 29 years old, has worked for the same accounting firm for seven years. She is ready for a new challenge and submitted her résumé and employment application for a vice president level position at the firm. The human resource director informs Jamie that she is being denied consideration for the position because she is too young for the job. Can Jamie sue for age discrimination? Why or why not? (1 point)
No, because Jamie would need to be 30 years old to be protected by the Age Discrimination Employment Act. **
No, because Jamie would need to be 35 years old to be protected by the Age Discrimination Employment Act.
No, because Jamie would need to be 40 years old to be protected by the Age Discrimination Employment Act.
Yes, because the human resource director is discriminating against Jamie because she is young.
2. Which of the following processes does the Equal Employment Opportunity Commission (EEOC) follow to resolve disputes? (1 point)
The EEOC counsels the claimant to file a lawsuit against their employer. **
The EEOC offers the employer legal counsel to protect their company from discrimination claims.
The EEOC investigates the claim and brings it to a judge to determine ruling.
The EEOC investigates the claim to determine whether the claim has merit, and if it does, the EEOC attempts to reach an amicable resolution of the dispute for parties involved.
3. The effectiveness of a boycott depends on worker’s ability to do what? (1 point)
Convince consumers not to purchase company products.
Convince customers to steal the product they are boycotting.
Convince the company to set up a meeting to discuss issues. **
Convince the company to provide a donation.
4. Picketing can be an effective negotiation tool. Under which constitutional amendment are lawful picketers protected? (1 point)
Fifth
First **
Second
Seventh
5. In 1987, there was a players strike in the National Football League (NFL) that affected several weeks of NFL games. For the games that NFL players were on strike, the team owners used which of the following conflict resolution remedies to insure that games were played? (1 point)
lockout
injunction
hired replacement workers **
gave fans free tickets
6. According to Title VII of the Civil Rights Act of 1964, if an employer treats an individual less favorably than others because of that person’s religion, ________ has occurred. (1 point)
disparate-impact discrimination
disparate-treatment discrimination
seniority
merit
7. What are the three tools that are available to management in terms of labor-management disagreements? (1 point)
lockout, hiring replacement workers, and injunction
hiring replacement workers, lockout, and bankruptcy **
bankruptcy, injunction, and lockout
injunction, bankruptcy, and hiring replacement workers
8. Which of the following is not a defense to a Title VII action? (1 point)
reward for long-term employees **
bona fide occupational qualification
the person being in a protected class
educational experience
9. A cessation of work by union members in order to obtain economic benefits or correct an unfair labor practice is (1 point)
a strike. **
a cooling off period.
illegal.
a boycott.
10. Which of the following sequences of events most accurately portrays a real-life scenario? (1 point)
60-day cooling off period→ strike → picketing → collective bargaining
strike → picketing → collective bargaining → 60-day cooling off period
picketing → collective bargaining → strike → 60-day cooling off period **
collective bargaining → 60-day cooling off period → picketing → strike
check my answers and i need help with 6 if possible please and thank you 👩❤️💋👩
Sure! Here are the correct answers for the questions provided:
1. No, because Jamie would need to be 40 years old to be protected by the Age Discrimination Employment Act.
2. The EEOC investigates the claim to determine whether the claim has merit, and if it does, the EEOC attempts to reach an amicable resolution of the dispute for parties involved.
3. Convince the company to set up a meeting to discuss issues.
4. First Amendment.
5. Hired replacement workers.
6. Disparate-treatment discrimination.
7. Hiring replacement workers, lockout, and bankruptcy.
8. Reward for long-term employees.
9. A strike.
10. Picketing → collective bargaining → strike → 60-day cooling off period.
Regarding question 6, Title VII of the Civil Rights Act of 1964 prohibits employers from treating individuals less favorably because of their religion. This type of treatment is known as "disparate-treatment discrimination." It occurs when an employer intentionally treats an individual differently based on their religious beliefs.
I hope this helps! Let me know if you have any further questions.