1. Under Title VII it is always illegal to discriminate against an employee based on his or her status as an alien or because the employee is not a U.S. citizen.

True

False

2. Under the Equal Pay Act, the content of the job, rather than the job title or description, determines the comparison of whether two jobs are substantially the same.

True

False

3. Under the Jobs for Veterans Act of 2002, a company that has a contract with the Federal government, is required to develop an affirmative action plan for qualified disabled veterans without showing that they are underrepresented in the employer's workforce.

True

False

4. While Title VII prohibits employment discrimination based on national origin, it also makes it unlawful for U.S. employers to hire aliens illegally in the U.S.

True

False

5. White managers using the term "boy" in reference to black employees is not enough evidence of race discrimination.

True

False

6. A dress code which prohibits men from wearing makeup in the workplace does not violate Title VII.

True

False

7. A religious organization may discriminate in hiring based on gender without violating Title VII.

True

False

8. According to Oubre v. Entergy Operations, Inc. a former employee can file a claim under the ADEA if the waiver of that right does not comply with the OWBPA.

True

False

9. An employer can escape liability for disparate treatment age discrimination if it can be shown that the employment decision was based on some other factor than the employee's age.

True

False

10. An employer could be liable for discrimination under Title VII if he knowingly hired lesbians but refused to hire homosexual men.

True

False