11. Disparate treatment occurs when a seemingly neutral employment practice disproportionately excludes a protected group from employment opportunities.
12. In any legal case, the plaintiff has the burden of proving that the defendant has committed an illegal act.
13. If one were hiring an individual to hand out towels in a women's locker room, being a woman might be a bona fide occupational qualification (BFOQ).
14. In a mixed-motive case, the plaintiff acknowledges that some discriminatory motive existed but argues that the same hiring decision would have been reached even without the discriminatory motive.
15. Under the four-fifths rule, disparate treatment occurs if the hiring rate of a minority group is less than 60 percent of the hiring rate for the majority group.
16. The standard deviation rule uses the difference between the expected representation for minority groups and the actual representation to determine whether the difference between the two is greater than would occur by chance.
17. Reasonable accommodation simply requires an employer to refrain from discriminating acts.
18. Under disability claims, the plaintiff must show that he/she is a qualified applicant with a disability and that adverse action was taken by a covered entity.
19. Title VII of the Civil Rights Act of 1964 provides that employers cannot retaliate against employees for either opposing a perceived illegal employment practice or participating in a proceeding related to an alleged illegal employment practice.
20. Quid pro quo harassment occurs when some kind of benefit or punishment or reward is made contingent on the employee submitting to sexual advances.