Business Ethics
Question Bank
Course Introduction
Business Ethics explores the moral principles and ethical issues that arise in the context of business practices. The course examines key concepts such as corporate social responsibility, ethical decision-making, stakeholder analysis, and the role of individual and organizational values in shaping ethical conduct. Through case studies, theoretical frameworks, and real-world examples, students will learn how to identify and address ethical dilemmas in areas such as marketing, finance, human resources, and international business. The course encourages critical thinking and ethical reasoning skills, preparing students to navigate complex ethical challenges in the business world and to foster a culture of integrity and accountability within organizations.
Recommended Textbook
Employment Law for Business 8th Edition by Dawn Bennett
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Page 2
Chapter 1: The Regulation of the Employment Relationship
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Q1) After graduating from college with a bachelor's degree in business administration,Emily sent an email,with her resume attached,to the Melica Marketing Company (MMC).In her email,she was only inquiring about an entry level position at the firm.When she found out that MMC had hired two of her classmates who were not of her race,Emily filed a discrimination complaint against MMC under Title VII of the Civil Rights Act.Which of the following is true of this scenario?
A) Emily has a good case against MMC because her email was clear that she was interested in the entry level position at the firm, and they did not even consider her.
B) Emily does not have a valid case because employment laws do not permit people to apply for a job via the Internet or related electronic data technologies.
C) Emily does not have a valid case because sending an email inquiry about a job does not qualify the sender as an applicant.
D) Emily would have had a valid case against MMC had she submitted her resume via a third-party job board.
Answer: C
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Chapter 2: The Employment Law Toolkit: Resources for Understanding
the Law and Recurring Legal Concepts
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Q1) Describe the two theoretical bases for lawsuits alleging employment discrimination under Title VII of the Civil Rights Act of 1964.
Answer: Disparate treatment is the theory of discrimination used in cases of individual and overt discrimination.The plaintiff employee (or applicant)bringing suit alleges that the employer treated the employee in a way different from other similarly situated employees based on one or more of the prohibited categories.Disparate treatment is considered intentional discrimination,but the plaintiff need not actually know that unlawful discrimination is the reason for the difference.That is,the employee need not prove that the employer actually said that race,gender,and so on was the reason for the decision.In disparate treatment cases,the employer's policy is discriminatory on its face,such as a policy of not hiring women to load boxes.Disparate treatment is based on an employee's allegations that she or he is treated differently as an individual based on a policy that is discriminatory on its face.
Disparate impact cases are generally statistically based group cases alleging that the employer's policy,while neutral on its face (facially neutral),has a disparate or adverse impact on a protected group.If such a policy impacts protected groups more harshly than others,illegal discrimination may be found if the employer cannot show that the requirement is a legitimate business necessity.
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Page 4
Chapter 3: Title Vii of the Civil Rights Act of 1964
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Q1) The Civil Rights Act of 1964 prohibits:
A) industrialized nations from forming a free trade association among themselves.
B) employees from participating in labor unions.
C) foreign trade with less developed countries.
D) discrimination relating to employment, education, and public accommodations.
Answer: D
Q2) The 1964 Civil Rights Act was passed the year after the historic March on Washington,which was led by the late Rev.Dr.Martin Luther King,Jr.
A)True
B)False
Answer: True
Q3) In Brown v.Topeka Board of Education,the U.S.Supreme Court:
A) passed a law to establish the Equal Employment Opportunity Commission (EEOC).
B) struck down the doctrine of separate but equal educational facilities.
C) declared affirmative action to be a form of illegal reverse discrimination.
D) for the first time recognized the business necessity defense.
Answer: B
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Chapter 4: Legal Construction of the Employment Environment
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Q1) A performance evaluation may be considered false where the rater does not include information that would explain or justify a poor appraisal.
A)True
B)False
Q2) The Immigration Reform and Control Act (IRCA)of 1986:
A) protects U.S. citizens working for foreign employers outside the United States.
B) aims at increasing work opportunities that attract immigrants to the United States.
C) prohibits American companies from outsourcing their work to other countries.
D) condones discrimination against illegal aliens in recruitment.
Q3) For an eligibility test to be legally validated as an effective gauge of performance,an employer must show that the test:
A) is job-related and consistent with business necessity.
B) allows the employer to use different cutoff scores.
C) disregards the theory of promissory estoppel.
D) is subjective but not based on job analysis.
Q4) Discuss the factors that encourage workplace testing for ineligibility.What is the main criticism against polygraph testing?
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Chapter 5: Affirmative Action
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Q1) Executive Order 11246 requires all federal contractors:
A) with 15 or more employees and a nonconstruction contract of $10,000 or more to implement judicial affirmative action.
B) with 50 or more employees and a nonconstruction contract of $50,000 or more to develop a written affirmative action plan.
C) to draft an affirmative action plan regardless of the number of employees or the size of the contract.
D) to draft an affirmative action plan that prohibits them from terminating minorities and females based on their performance at their jobs.
Q2) One of the commonly held myths about affirmative action is that it is:
A) an effort to overcome the effects of past or present discriminatory practices.
B) an entitlement program that provides unqualified women or minorities with jobs.
C) an initiative against discrimination that does not affect workplace productivity and efficiency.
D) a remedy and not a punishment for discrimination.
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Chapter 6: Race and Color Discrimination
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Q1) The management of Astral Hospital Center wants to reduce race discrimination and racial harassment at the workplace.In the process,it also wants to avoid potential liability for race and color discrimination.What practices can the hospital adopt to ensure this?
Q2) To hold an employer liable for racial harassment,an employee must show that: A) the harassment was severe or pervasive enough to alter the conditions of employment.
B) he or she is a member of a protected class.
C) the harassment involved physical abuse.
D) he or she has been working for the employer for more than five years.
Q3) Describe any five of the elements that constitute Title VII's (of the Civil Rights Act of 1964)prohibition of race discrimination.Give an example for each.
Q4) An English-only rule may be used at a workplace if it is needed to promote the safe or efficient operation of the employer's business.
A)True
B)False
Q5) Describe an employer's best approach to avoiding liability for racial harassment in the workplace.
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Page 8
Chapter 7: National Origin Discrimination
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Q1) Once an employee has articulated a prima facie case of discrimination based on national origin,the burden falls on his or her employer to:
A) identify a bona fide occupational qualification (BFOQ).
B) prove that there has been a violation of the doctrine of promissory estoppel.
C) establish that no other employee was subjected to such disparate treatment.
D) show that the employee belongs to a protected class.
Q2) The Immigration Reform and Control Act (IRCA)has established only civil penalties and no criminal penalties for hiring illegal aliens.
A)True
B)False
Q3) Distinguish between national origin and citizenship.
Q4) Discrimination based upon citizenship status,or "alienage," is prohibited under Title VII of the Civil Rights Act of 1964.
A)True
B)False
Q5) "Not all harassment is prohibited under Title VII of the Civil Rights Act of 1964." Explain.
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9
Chapter 8: Gender Discrimination
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Q1) A local TV station has an opening for an evening sportscaster.Yvonne,a recent graduate with a degree in broadcast journalism,applies for the job.She is not hired on the basis that the job is restricted to men,as it involves interviewing players on high school football teams,which requires the sportscaster to spend a lot of time in the men's locker rooms.
A) Yvonne has no claim for gender discrimination because the TV station has a legitimate nondiscriminatory reason for its job requirement.
B) Yvonne has a valid gender discrimination claim, and the bona fide occupational qualification defense cannot be used because players can be interviewed outside the locker room.
C) Yvonne has no claim for gender discrimination because private employers are allowed to hire and terminate per their will.
D) Yvonne has a valid claim for gender discrimination if she can prove that the TV station has hired women for other roles that can be performed by men.
Q2) What is gender stereotyping,and how does it result in gender discrimination?
Q3) List and discuss the ways in which gender discrimination can be minimized at the workplace.
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Chapter 9: Sexual Harassment
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Q1) Sandra was employed as a nutritionist at Horse Power Gym and Spa.At work,she was constantly subjected to her manager's vulgar sexual comments and inappropriate sexual gestures.Unable to bear the harassment,Sandra decided to quit her job instead of going through her employer's sexual harassment complaint process.Which of the following holds true in this scenario?
A) Horse Power Gym and Spa has a valid claim against Sandra for constructive discharge.
B) If Sandra files a sexual harassment case against Horse Power Gym and Spa, the employer can use the Ellerth and Faragher affirmative defense to avoid strict liability.
C) If Sandra files a sexual harassment claim against Horse Power Gym and Spa, she will win the claim regardless of whether her employer was aware of the harassment.
D) Sandra has a constructive discharge claim but not a sexual harassment claim against her employer.
Q2) What are the elements of hostile environment sexual harassment?
Q3) Distinguish quid pro quo sexual harassment from hostile environment sexual harassment.
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Chapter 10: Sexual Orientation and Gender Identity
Discrimination
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Q1) An employer could be liable for discrimination based on sexual orientation under Title VII of the Civil Rights Act of 1964 if he or she knowingly hired lesbians but refused to hire gay men.
A)True
B)False
Q2) Title VII of the Civil Rights Act of 1964 prohibits employment discrimination on the basis of sexual orientation.
A)True
B)False
Q3) Which of the following is true of domestic partners?
A) Only for lesbian, gay, bisexual, and transgender employees, employers do not have to include their domestic partners in their health insurance coverage.
B) Only legally married same-sex couples can be registered as domestic partners.
C) To claim employment benefits, domestic partners generally must be able to prove that for a specified length of time, they have lived together and given mutual aid and support.
D) Domestic partners need to prove that they have undergone gender reassignment surgery to claim protection under their state's laws.
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Chapter 11: Religious Discrimination
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Q1) Saddam works as a desk clerk for the So Suite Hotel,which requires its employees to be on time for work,take bathroom breaks on a specific schedule,and observe certain dress codes,including that male employees be clean shaven.Saddam is consistently late to work and his excuses have not been valid.He also takes breaks without following the schedule.When Saddam shows up for work with a beard and is told by his manager that he is in violation of the grooming policy,Saddam says that he has a new religious belief,which requires that he grow a beard.The manager tells him that he is tired of Saddam not following the rules.Which of the following is the best management practice to be followed by So Suite in this case?
A) So Suite should make a reasonable accommodation for Saddam based on his statement that he must grow a beard for religious reasons.
B) So Suite should make sure that Saddam's belief is sincerely held but under no circumstance should it challenge the belief.
C) So Suite should challenge whether Saddam's belief is sincerely held because of his history of violating workplace rules and having bad excuses.
D) So Suite should base the refusal to accommodate Saddam on his past work history and must suspend him.
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13
Chapter 12: Age Discrimination
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Q1) Steve is a police officer with the New York Police Department (NYPD).NYPD asks Steve to retire when he turns 65.It also informs Steve that he is eligible for an annual pension of $40,000.Steve feels that he is a good police officer and that he has been unfairly discriminated against because of his age.He files a complaint under the Age Discrimination in Employment Act against the NYPD).Which of the following statements is true in this case?
A) Steve will most likely win the case as it is illegal to subject an employee who receives less than $44,000 a year to mandatory retirement.
B) Steve will most likely lose the case as it is legal for police officers to be subjected to mandatory retirement.
C) Steve will most likely lose the case as he is not a high-level employee.
D) Steve will most likely win the case as he is not yet 70, and it is only legal to subject employees who are 70 and older to mandatory retirement.
Q2) Distinguish the perception of older workers from the reality of their impact in the workplace.
Q3) What are the Equal Employment Opportunity Commission's interpretive rules that offer guidance regarding the language used in advertisements?
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Page 14
Chapter 13: Disability Discrimination
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Q1) In Huber v.Wal-Mart Stores,Inc.,the U.S.Court of Appeals for the Eighth Circuit stated that it would follow the:
A) Equal Employment Opportunity Commission enforcement guidance that a disabled employee who can no longer perform the essential functions of his or her position should be reassigned to a vacant position for which he or she is minimally qualified.
B) Equal Employment Opportunity Commission enforcement guidance that employers are required to provide any possible accommodation requested by employees with disabilities to ensure that they become qualified for a job.
C) Seventh Circuit's approach that reassignment under the Americans with Disabilities Act does not require an employer to reassign a qualified disabled employee to a job for which there is a more qualified applicant, if the employer has a policy to hire the most qualified applicant.
D) Tenth Circuit's approach that reassignment under the Americans with Disabilities Act results in automatically awarding a position to a disabled employee regardless of whether other better-qualified applicants are available and despite an employer's policy to hire the best applicant.
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Chapter 14: The Employees Right to Privacy and Management of Personal Information
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Q1) Suzy is employed as a secretary for a federal government agency.Her supervisor insinuates that there are copies of her emails with negative references in her personnel file.Suzy demands to see her personnel file,but her supervisor refuses to grant her access to her files.In this case,her supervisor violates the _____.
A)Fourth Amendment
B)Electronic Communications Privacy Act
C)Privacy Act
D)Fourteenth Amendment
Q2) A flight attendant was fired after she posted pictures of herself in uniform and wrote undesirable comments about her employer on her blog because her employer deemed the photos and comments posted on her blog to be inappropriate.She is one of several bloggers who has been fired for writing about work,colleagues,and customers on a blog.In this case,the flight attendant is getting _____.
A)googled
B)requeled
C)punked
D)dooced
Q3) Provide a justification for electronic surveillance conducted by employers.
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Chapter 15: Labor Law
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Q1) A union is said to have failed to discharge its duty of fair representation when:
A) its outcome is not approved by the management of a company.
B) its agreement with an employer is wholly irrational or arbitrary.
C) it refuses to bargain with an employer.
D) it collects dues from its union members.
Q2) List the six unfair labor practices that could be committed by organized labor under section 8 of the Taft-Hartley Act.
Q3) A union can use its nonmember service fees for:
A) political activities that are germane to collective bargaining.
B) all activities undertaken by a union's officer on behalf of the union.
C) payment of special benefits to local government officials.
D) social service activities that are undertaken by the union.
Q4) In the context of the National Labor Relations Act,which of the following statements is true of a shop steward?
A) He or she is elected by an employer to negotiate with the union.
B) He or she is not allowed to collect union dues from employees.
C) He or she is not allowed to be a union member.
D) He or she is permitted to recruit new workers.
Q5) Discuss the Landrum-Griffin Act of 1959.
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Chapter 16: Selected Employment Benefits and Protections
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Q1) Pamela,the chief administrator in charge of medical records at Sunshine County Hospital,receives a request for copies of Victoria's medical records from Victoria's employer.Pamela releases them without Victoria's approval.Which of the following is most likely to be true in this case?
A) Pamela has not violated the Health Insurance Portability and Accountability Act's privacy rule because she was lawfully required to disclose protected health information to Victoria's employer.
B) Pamela has violated the Health Insurance Portability and Accountability Act's privacy rule because Victoria's employer is not included in the category that can receive protected health information without authorization from Victoria.
C) Pamela has not violated the Health Insurance Portability and Accountability Act's privacy rule because protected health information can be used by private employers to defend their retaliatory actions against employees.
D) Pamela has violated the Health Insurance Portability and Accountability Act's privacy rule only if Victoria's employer further disseminates the protected information to third parties.
Q2) Explain the general provisions of the Family and Medical Leave Act (FMLA).
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