SOLVED

56. Nadine Roberts, a highly qualified and experienced HR specialist, was due for a promotion to the next level in the company she had worked for six years. However, another colleague with significantly less experience was promoted to the post. The management cited Nadine’s pregnancy to be the reason for their decision as it would leave her unable to fulfill the job requirements. Which of the following would be the appropriate legal measure for her situation? a. The Pregnancy Discrimination Act b. The Occupational Safety and Health Act of 1970 c. Americans with Disabilities Act (ADA) d. Age Discrimination in Employment Act (ADEA) e. Family and Medical Leave Act (FMLA) 57. Which of the following is true with regard to retaliation? a. Firing or demoting employees who have filed discrimination suits is retaliation. b. It is an action on the part of the employee to revolt against discriminatory practices of the employer. c. It involves retaliatory actions like strikes and lockouts. d. It is an action undertaken by the EEOC to penalize defaulting employers. e. It is an action to change organizational practices to benefit the minority group. 58. Which of the following is an example of retaliation? a. An employee files a racial discrimination charge against his employer. b. An employer faces strikes, lockouts, and other labor union activities. c. An employee complains about his employer’s lack of compliance with EEOC regulations. d. An employee participates in an employment discrimination proceeding. e. An employee is demoted after filing a gender discrimination suit. 59. Ray Schultz, a highly competent employee, had been overlooked for a promotion twice in the span of six months and he recently filed a claim for discrimination with the EEOC. Ever since he filed the discrimination suit, Ray has been suffering from hostility in the workplace. His schedules were changed without notifying him and he received an unfair performance review from his superiors. This is an example of _______. a. retaliation b. reasonable accommodation c. Bona fide occupational qualification d. undue hardship e. reverse discrimination  Â