Relation of the Civil Rights Acts of 1964 and 1991 to Human Resource Management


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question 1 of 3

Identify which of the following types of organizations is NOT subject to Title VII of the Civil Rights Act of 1964:

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1. What is used to establish the damage cap a plaintiff may demand of the company in either punitive or compensatory damages?

2. Which of the following is an exception permitting class-based discrimination usually prohibited by Title VII?

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About This Quiz & Worksheet

The following quiz and worksheet will find out what you know about the Civil Rights Acts of 1964 and 1991 and its impact on human resource management. You should know the significance of Title VII and what protections it offers.

Quiz & Worksheet Goals

During the assessments, you will be tested on:

  • Amendments made in the Civil Rights Act of 1991
  • Damages that aren't available in a Title VII lawsuit
  • Exceptions made that permit discrimination based on class
  • Civil Rights Act of 1964 Title that applies to employment

Skills Practiced

  • Information recall - access the knowledge you've gained regarding the Civil Rights Act of 1964
  • Knowledge application - use your knowledge to answer questions about the Civil Rights Act of 1991
  • Interpreting information - verify that you understand information regarding the relationship between civil rights and human resources management.

Additional Learning

To learn more about the Civil Rights Acts of 1964 and 1991, study the lesson Relation of the Civil Rights Acts of 1964 and 1991 to Human Resource Management. This lesson will look at the following topics:

  • Define disparate impact
  • Explain mix motive and how it applies
  • Explain what the Civil Rights Act of 1991 amended
  • Diversity in the workplace
  • Identify who Title VII effects