TRUE/FALSE
1.EEO laws designed to eradicate employment discrimination based on race, sex, religion, national origin, age, and disability are categorized as protected classifications.
2.The 1991 amendments to the 1964 Civil Rights Act extended the rights of claimants to receive punitive damages.
3.Title VII of the 1964 Civil Rights Act covers organizations that employ 15 or more workers for at least 20 weeks during the year.
4.The 1991 amendments to Title VII reduced the impact of EEO regulations on employers.
5.A disparate impact case of discrimination may be established if a company uses an employment practice that causes a disparate impact and cannot demonstrate that the challenged practice is job-related and consistent with business necessity.
6.Under the 1991 amendments to Title VII, employers are permitted to use different cut-off scores on the basis of race on employment tests.
7.Under the Pregnancy Discrimination Act of 1978, employees who are unable to perform their jobs because of a pregnancy-related condition must be treated in the same manner as employees who are temporarily disabled for other reasons.
8.The Age Discrimination in Employment Act includes protection for workers under 40 years of age.
9.An employer may not discriminate against a 57-year-old by giving preference to a 45-year-old.
10.Under the Americans with Disabilities Act, an employer cannot require an employee to demonstrate that they can perform the essential functions with or without a reasonable accommodation.