a. The United Steelworkers of America local union
b. Manpower, Inc., professed to be the largest temporary agency in the world
c. Jack, a U.S. Citizen working for a Dutch-owned petroleum company in the Baltic Sea
d. Carol, an independent consultant who works part-time from her home
e. The Iowa State Department of Transportation
f. The U. S. Department of the Interior
g. Ford Motor Company
h. The Corner Grocery, a small store in rural America owned and operated solely by Mr. And Mrs. Beecher
i. Jennifer, a U.S. Citizen working as an expatriate for one year in the French division of an American corporation
j. The janitor at Saint Mary's Catholic Church in Elbeville, Vermont

Question 2: Which of the following is/are true about disparate treatment and disparate (adverse) impact?
a. Both types of discrimination were recognized by the courts at the beginning of Title VII, in 1964.
b. Disparate impact pertains only to individuals whereas disparate treatment pertains only to groups.
c. Disparate impact discrimination can occur when an employment policy appears to be neutral.
d. Courts can find an organization guilty of illegal discrimination even when it was unintentional.

Question 3: The key case known for establishing the concepts of disparate impact and job-related requirements is:
a. United Steelworkers of America, AFL-CIO v. Weber
b. Regents of the University of California v. Bakke
c. Griggs v. Duke Power Co.
d. Brown v. Topeka Board of Education

Question 4: Your company is merging with a European frm. You have just conducted a training program about Equal Employment Opportunity policies for first line supervisors who are moving from Europe to the U.S. In your question and answer period, one of the foreign staff asks you: "Are you saying that we can't hire the employees' friends and family? Why would an organization want to use EEO instead?" Explain.