BUS/415 Unit 7 Quiz — Enforcement, Remedies, and Compliance

Business Law

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Questions (10)

An employee in a deferral state is discriminated against on March 1. The deadline to file an EEOC charge is generally:

MC1 pt

A. 300 days from the discriminatory act

B. 180 days from the discriminatory act in every state

C. 90 days from the discriminatory act

D. Two years from the discriminatory act

After receiving a Notice of Right to Sue, a charging party must file suit within:

MC1 pt

A. 90 days, a strict deadline that bars the claim if missed

B. 180 days, extendable for good cause

C. One year from the date of the notice

D. Two years for willful violations

The Lilly Ledbetter Fair Pay Act of 2009 changed the law by providing that:

MC1 pt

A. Each discriminatory paycheck restarts the limitations clock for pay discrimination claims

B. Compensatory damages caps no longer apply to pay discrimination

C. Employees may sue for pay discrimination without any filing deadline

D. Equal Pay Act claims now require EEOC exhaustion

A jury awards a plaintiff $200,000 in back pay and $400,000 in combined compensatory and punitive damages against an employer with 800 employees under Title VII. The court will most likely:

MC1 pt

A. Reduce the compensatory and punitive award to the $300,000 statutory cap while leaving back pay intact, since back pay falls outside the cap

B. Reduce the total recovery to $300,000 including back pay

C. Leave the entire award intact because Title VII has no damages cap

D. Vacate the punitive award because punitive damages are never available under Title VII

A distinctive limitation on ADEA remedies compared with Title VII is that the ADEA provides:

MC1 pt

A. No compensatory damages for emotional distress and no punitive damages, though liquidated damages are available for willful violations

B. No back pay under any circumstances

C. No attorney's fees to a prevailing plaintiff

D. A lower damages cap of $50,000 regardless of employer size

A severance agreement provides that the employee waives all claims and agrees never to file a charge with or cooperate in any EEOC investigation. The most accurate assessment is:

MC1 pt

A. The waiver of the right to file a charge or participate in an EEOC investigation is unenforceable, though a waiver of individual monetary recovery generally is not

B. The entire agreement is fully enforceable as written

C. Severance agreements cannot waive any employment claims at all

D. The agreement is enforceable only if approved in advance by the EEOC

The Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act of 2022 provides that:

MC1 pt

A. A claimant may elect to bring sexual harassment or assault claims in court despite a pre-dispute arbitration agreement

B. All employment arbitration agreements are now unenforceable

C. Class action waivers in employment arbitration are prohibited entirely

D. Arbitration is mandatory for all Title VII claims

Which practices materially strengthen an employer's defense in an employment claim? (Select all that apply.)

Multi2 pts

A. Contemporaneous, factual documentation of performance problems as they occur

B. Consistent discipline for comparable conduct across employees

C. Multiple complaint channels that do not require reporting to one's own supervisor

D. Prompt, impartial, documented investigation of every complaint

E. Periodic audits of exempt and contractor classifications

F. Waiting until termination to create a written record of past performance issues

Walk through the EEOC charge process from filing to lawsuit, identifying each deadline and explaining what administrative exhaustion means.

Text4 pts

Q10

Explain why a plaintiff's attorney would plead a race discrimination claim under both Title VII and Section 1981, addressing at least three specific differences between the statutes.

Text4 pts

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