Bob employs a large number of Hispanic employees, and there is no reason to believe that Bob discriminates against this group. Bob denies Susan a job because he thinks that she is a light-skinned African American. In reality, Susan is Hispanic. Bob has violated Title VII with respect to Susan.

Since women are the people who can conceive and maintain a pregnancy, employers can apply fetal protection policies to women and not men without violating Title VII of the Civil Rights Act of 1964.

While the employee may be required to reimburse the employer if the employer has to pay for the damages, generally the third party goes after the employer because the employee does not have the funds to pay the liability.

Which of the following constitutes national origin discrimination?

Maria is a brown-skinned Latina who works the morning shift as a waitress at the Allen Diner. Maria is later assigned the night shift, and Juliana, a light-skinned Latina who is a new employee at the diner, replaces Maria in the morning shift. When Maria complains to the manager that according to the company’s policy, only new employees who are in training are assigned night shifts, the manager says that he would be willing to reconsider his decision if Maria can improve her complexion. Which of the following holds true in this scenario?

Quid pro quo sexual harassment occurs when a harasser creates an abusive or intimidating work environment but does not engage in sexual activity.

An employer’s selective enforcement of a neutral policy can be an example of disparate treatment.

Carl has been working as a sales executive with All Fame Cosmetics Inc. for more than a year. His work has been appreciated by his seniors and he regularly meets his sales targets. However, he has not received any incentive or commission that was promised to him by his employer during his preemployment interview. If Carl decides to file a case against All Fame Cosmetics, he has:

Poor job performance is a legitimate, nondiscriminatory reason for dismissal.

In an employment discrimination case, the ultimate burden of persuasion remains always on the defendant.