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Economics
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31 Oct 2020

13. Which law forbids employment discrimination because of "pregnancy, childbirth, or related medical conditions?"

a. 

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Raushan Raj
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31 Oct 2020

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Related questions

11. Public policy steps against discrimination in the labor market include:

a. The Equal Pay Act of 1963

b. The Civil Rights Act of 1964

c. The Age Discrimination in Employment Act of 1967

d. All of the above

 

QUESTION 11

A Gini coefficient of zero means there is

perfect income equality.

perfect income inequality.

a more equal distribution of income than before.

a less equal distribution of income than before.

the same distribution of income as before.

1 points

QUESTION 12

The larger the Gini coefficient, the

greater the degree of income inequality.

greater the degree of income equality.

smaller the population.

larger the population.

b and d

1 points

QUESTION 13

Smith and Jones work at very similar jobs, but Smith earns almost 30 percent more a day than Jones. This is a case of __________ discrimination.

gender

religious

wage

ethnic

There is not enough information to answer the question.

1 points

QUESTION 14

The closer the Gini coefficient is to zero, the

greater the degree of income inequality.

less the degree of income inequality.

greater the degree of discrimination.

less the degree of discrimination.

1 points

QUESTION 15

Smith and Jones are different when it comes to taking risk. Smith will assume much more risk than Jones. It follows that

Smith will earn more income than Jones.

Jones will earn more income than Smith.

Smith has a higher probability than Jones of earning a higher income.

Smith has a higher probability than Jones of earning a lower income.

c and d

Joana Perez began working for Datamark in January 2005. She received two booklets at orientation, a non-staff employee handbook€, and a summary plan description.€ She did not read either one of them. According to the Human Resources Director, Perez also received a problem resolution program booklet (the PRP) that described company dispute resolution policies and procedures. Perez denied receiving it, but she did sign the receipt and arbitration acknowledgment which was maintained in her personnel file. Her signature acknowledged that she had received and read (or had the opportunity to read) both the summary plan description€ and the PRP. She also acknowledged that an arbitration policy required the submission of all employee-related disputes to an arbitrator in accordance with the procedures described in the PRP. Datamark reserved the right to revoke or modify the PRP in writing at any time as long as the writing was signed by an officer of the company and articulated an intent to revoke or modify a policy. The interpretation, enforcement, and procedure under the PRP were governed by the Federal Arbitration Act. Perez learned she was pregnant in August 2005. While employed full-time, she began to miss work due to pregnancy difficulties. She was discharged on October 21, 2005, and filed suit alleging unlawful discrimination because of her gender and/or pregnancy. Perez also alleged that Datamark intentionally or recklessly engaged in extreme and outrageous behavior which caused her severe emotional distress. Datamark filed a motion to compel arbitration. In her response to the motion, Perez argued that the arbitration agreement was unenforceable because it was both procedurally and substantively unconscionable and that the agreement was illusory. Following a hearing, the trial court denied Datamark's motion to compel.

Do you believe the agreement to arbitrate is illusory? Why or why not?

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