Once an employee has articulated a prima facie case of discrimination based on national origin, the burden falls on his or her employer to: (Select the best choice.)

In the context of employment discrimination, which of the following is true of retaliation claims?

Employers are more limited in inquiring about a job applicant’s convictions relevant to the job than about arrest records.

The term “under color of state law” refers to:

Bob is the owner of Eager Beaver Cleaning and Housekeeping Services. He never hires or promotes a black applicant to the position of supervisor because he believes that his predominantly Asian crew will not follow instructions from a black supervisor. Thus, Bob is liable for:

An employer can successfully defend a charge of disparate treatment discrimination under Title VII of the Civil Rights Act by offering a legitimate, non-discriminatory reason for the action taken against the charging party.

Pink Flamingo Builders wants to hire material handling laborers, a job that requires the ability to lift or move objects weighing up to 100 pounds. Bob, who is 5’10” tall and weighs about 140 pounds, applies for the job. Pink Flamingo Builders tests Bob’s psychomotor skills and physical stamina to see if he is capable of doing the job. In this scenario, Pink Flamingo Builders is:

Chuntao, an employee of Chinese origin, works as a sales representative at Turtle Recyclers International. Her supervisor, Bob, persistently refers to her as “Charlene” instead of “Chuntao.” Although she objects and asks to be called by her rightful name, Bob continues to call her “Charlene” for over a year and justifies his actions by saying that an American-sounding name would increase her chances of success and would be more acceptable to Turtle Recycler’s clientele. Chuntao brings a complaint under Title VII of the Civil Rights Act of 1964. Which of the following holds true in this case?

If there is a 706 agency in an employee’s jurisdiction, the employee has 300 days rather than 180 days within which to file.

Title VII does not cover U.S. citizens employed by American employers outside the United States.