1. Statutory Coverage & Jurisdictional Boundaries
Question 1
A private consulting firm with 14 full-time employees and 3 temporary workers hired through a staffing agency is accused of race discrimination under Title VII. In determining whether the business meets the statutory employer size threshold, how does the EEOC calculate the count of protected workers?
A) The firm is exempt because statutory coverage requires 15 direct, non-temporary employees on the payroll.
B) The firm is covered only if the temporary workers have completed 12 consecutive months of service.
C) The firm meets the statutory threshold if it maintains an employment relationship with 15 or more total workers under the common-law agency test for each working day in 20 or more calendar weeks.
D) The firm is automatically transferred to the National Labor Relations Board (NLRB) for threshold adjudication.
Answer: C
Explanation: Under Title VII, employers with 15 or more employees for each working day in each of 20 or more calendar weeks in the current or preceding calendar year are covered. Temporary workers count toward this threshold if the joint-employment or common-law agency test demonstrates that the employer exerts control over the means and manner of their work performance.
Question 2
A sales manager at a medical device firm files a charge under the Age Discrimination in Employment Act (ADEA) claiming age bias after being passed over for promotion at age 42. The company employs 22 employees. How will the EEOC evaluate the age criteria under federal law?
A) Dismiss the charge because ADEA protections apply exclusively to workers aged 50 and older in commercial sales roles.
B) Defer the charge to the Department of Labor Wage and Hour Division because age claims below 45 fall under executive exemption rules.
C) Investigate the charge because the ADEA protects individuals age 40 or older, and the employer meets the statutory minimum threshold of 20 employees.
D) Issue an immediate default ruling for emotional distress under the Civil Rights Act of 1991.
Answer: C
Explanation: The ADEA covers private employers with 20 or more employees and protects employees and job applicants who are 40 years of age or older. Because the charging party is 42 and the employer has 22 employees, the EEOC has full statutory jurisdiction to investigate.
Question 3
An applicant for an entry-level position at a local hardware store claims she was not hired because of a visible physical disability. The store employs 11 workers. How does the Americans with Disabilities Act (ADA) Title I jurisdictional threshold impact the EEOC's authority over this specific claim?
A) The EEOC has statutory authority because the ADA applies to all businesses operating in interstate commerce regardless of size.
B) The EEOC lacks statutory jurisdiction under Title I of the ADA because the law requires an employer to maintain at least 15 employees.
C) The EEOC will issue an injunction ordering the store to increase its headcount to meet statutory minimums.
D) The EEOC will reclassify the case under the Equal Pay Act of 1963 to force compliance.
Answer: B
Explanation: Title I of the ADA applies to private employers, state and local governments, employment agencies, and labor unions with 15 or more employees. Because the store employs only 11 workers, the EEOC lacks statutory subject-matter jurisdiction under the ADA.
2. Timelines & Filing Mechanics
Question 4
In a state that does not maintain a Fair Employment Practices Agency (FEPA) empowered to grant relief for national origin discrimination, an employee is terminated on March 1. What is the deadline for filing an administrative charge with the EEOC?
A) 90 calendar days from March 1.
B) 180 calendar days from March 1.
C) 300 calendar days from March 1.
D) 1 calendar year from March 1.
Answer: B
Explanation: In non-deferral states (states without a recognized state or local agency with authority to grant relief from discrimination), a charge of discrimination must be filed with the EEOC within 180 calendar days of the alleged unlawful employment practice. The 300-day deadline applies only in deferral states with qualified FEPAs.
Question 5
An employee receives an EEOC Determination and Notice of Rights (Dismissal) via the EEOC’s electronic portal on Monday, June 1. What is the statutory time frame within which the employee must file a civil lawsuit in federal court under Title VII?
A) Within 30 calendar days of receipt.
B) Within 60 calendar days of receipt.
C) Within 90 calendar days of receipt.
D) Within 180 calendar days of receipt.
Answer: C
Explanation: Once the EEOC issues a Notice of Right to Sue (or Dismissal and Notice of Rights), the charging party has 90 calendar days from the date of receipt to file a private lawsuit in court. Missing this statutory deadline generally bar the claim permanently.
Question 6
An applicant files an intake questionnaire with the EEOC alleging religious discrimination 270 days after an adverse hiring decision in a deferral state. The formal Charge of Discrimination (Form 5) is verified and signed on day 310. How is the timeliness of the filing determined?
A) The filing is untimely because Form 5 was executed after the 300-day window.
B) The filing is timely under the doctrine of relation back, provided the initial intake questionnaire satisfied the legal requisites of a charge.
C) The filing is automatically converted into an Equal Pay Act claim to bypass timeliness rules.
D) The filing is dismissed without right to sue because formal verification must occur within 180 days.
Answer: B
Explanation: Under EEOC procedural regulations and Supreme Court precedent (Edelman v. Lynchburg College), if a timely filed written document (like an intake questionnaire) identifies the parties and describes the discriminatory actions, a later formal verification (signing under oath) relates back to the original filing date.
3. Investigation & Administrative Procedures
Question 7
An employer receives a Notice of Charge of Discrimination from the EEOC. Within how many days of the charge being filed is the EEOC required by statute to serve notice on the employer?
A) 5 calendar days.
B) 10 calendar days.
C) 30 calendar days.
D) 60 calendar days.
Answer: B
Explanation: Under Section 706(b) of Title VII, the EEOC is required to serve a notice of the charge (including the date, place, and circumstances of the alleged unlawful employment practice) on the employer within 10 calendar days after the charge is filed.
Question 8
During an investigation, an employer refuses to allow an EEOC investigator onto its premises to inspect equipment relevant to a disability accommodation claim. What legal recourse does the EEOC have to gain access?
A) The EEOC can issue an immediate administrative ruling declaring the employer guilty of intentional discrimination.
B) The EEOC can petition a federal district court for enforcement of an administrative subpoena or order granting entry.
C) The EEOC can revoke the employer’s federal tax identification number.
D) The EEOC can issue an order compelling the local sheriff to seize the property.
Answer: B
Explanation: The EEOC does not possess self-enforcing judicial authority or direct law enforcement capabilities to force entry or levy automatic default judgments. If an employer denies reasonable access, the EEOC must file an action in federal district court to enforce its administrative investigatory powers and subpoenas.
Question 9
When the EEOC offers voluntary mediation to both the charging party and the employer early in the charge process, what happens if the employer declines to participate?
A) The EEOC issues an immediate Reasonable Cause finding against the employer.
B) The EEOC imposes an administrative penalty fee on the employer.
C) The charge is assigned to an investigator to proceed with a standard administrative investigation.
D) The charging party is stripped of their right to file a civil lawsuit.
Answer: C
Explanation: EEOC mediation is strictly voluntary for both parties. If either party declines to participate, the charge simply moves into the standard investigative track without penalty, bias, or presumption of guilt against either party.
4. EEOC Limits & Determination Standards
Question 10
An employee files a charge claiming her supervisor exhibits extreme favoritism toward workers who share his personal political views, creating an uncomfortable atmosphere for others. How will the EEOC handle this charge?
A) The EEOC will investigate it as a systemic hostile work environment claim under Title VII.
B) The EEOC will dismiss the charge because political affiliation is not a protected class under federal EEO laws enforced by the agency.
C) The EEOC will refer the matter to the Federal Election Commission (FEC) for mandatory arbitration.
D) The EEOC will issue a Reasonable Cause determination based on workplace bullying.
Answer: B
Explanation: Federal statutes enforced by the EEOC (Title VII, ADEA, ADA, GINA, EPA) protect against discrimination based on specific protected characteristics: race, color, religion, sex, national origin, age (40+), disability, and genetic information. Political affiliation is not a protected characteristic under federal EEO law; therefore, the EEOC lacks subject-matter jurisdiction to pursue such claims.
Question 11
Which of the following describes an action or service that the EEOC WILL NOT perform for an aggrieved employee?
A) Representing the public interest in filing a lawsuit in federal court against a private employer.
B) Serving as the personal legal counsel for the employee in private court proceedings.
C) Investigating charges of systemic discrimination affecting multiple employees.
D) Offering free administrative mediation services to resolve disputes prior to investigation.
Answer: B
Explanation: The EEOC is an independent federal regulatory agency that enforces federal civil rights laws. When the EEOC files a lawsuit, it acts in the public interest to eradicate workplace discrimination, not as personal legal representation for the individual charging party. Aggrieved individuals who pursue private lawsuits must hire their own attorney or represent themselves.
Question 12
What is the effect of an EEOC "Dismissal and Notice of Rights" (commonly known as a No Cause determination) on an employee's legal claims?
A) It permanently bars the employee from pursuing the claim in any court of law.
B) It confirms that the employer acted lawfully and immunizes the company from private litigation.
C) It concludes the EEOC's administrative processing and informs the employee of their remaining right to file a private lawsuit within 90 days.
D) It automatically transfers the case to state court for mandatory civil jury trial.
Answer: C
Explanation: A "Dismissal and Notice of Rights" means the EEOC's investigation failed to establish a statutory violation based on the evidence gathered. It does not certify that discrimination did not occur, nor does it prevent the employee from exercising their independent statutory right to file a private lawsuit in federal or state court within 90 days.
5. Landmark Court Cases Involving the EEOC
Question 13
In Trans World Airlines v. Hardison (1977), the Supreme Court established a landmark interpretation of Title VII religious accommodations that stood for decades. What standard did Hardison define regarding an employer's duty to accommodate religion?
A) Employers must grant any religious accommodation unless it results in complete financial bankruptcy.
B) An accommodation causes "undue hardship" if it forces the employer to bear more than a de minimis (minimal) cost.
C) Religious accommodations are required only for executive and salaried personnel.
D) Employers are exempt from religious accommodations if co-workers register verbal objections.
Answer: B
Explanation: TWA v. Hardison established that under Title VII, an employer was not required to grant a religious accommodation if doing so would impose more than a de minimis cost or burden on the operation of its business. (Note: This standard was clarified and heightened in Groff v. DeJoy in 2023).
Question 14
In Meritor Savings Bank v. Vinson (1986), the Supreme Court made a historic ruling regarding Title VII sex discrimination. What major legal principle was established in this case?
A) Quid pro quo harassment is actionable, but hostile work environment claims require physical injury.
B) Claims of sexual harassment creating a hostile work environment are actionable under Title VII even without monetary or tangible economic loss.
C) Employers are exempt from sexual harassment liability if they maintain a written anti-harassment policy.
D) Title VII applies only to female victims of workplace sexual harassment.
Answer: B
Explanation: In Meritor Savings Bank v. Vinson, the Supreme Court held for the first time that unwelcome sexual conduct that creates an intimidating, hostile, or offensive working environment violates Title VII, establishing that non-economic or psychological injury is sufficient to state a claim for sexual harassment.
Question 15
In Burlington Northern & Santa Fe Railway Co. v. White (2006), the Supreme Court addressed the scope of Title VII's anti-retaliation provision. What standard was established to determine actionable retaliation?
A) Retaliation occurs only if the employee suffers a direct pay reduction or demotion.
B) Retaliation requires proof that the employer committed a criminal act against the employee.
C) Retaliation covers employer actions that are "materially adverse"—meaning they would dissuade a reasonable worker from making or supporting a charge of discrimination.
D) Retaliation claims are limited strictly to events that occur within 30 days of filing a charge.
Answer: C
Explanation: Burlington Northern v. White broadened the scope of retaliation claims, ruling that Title VII's anti-retaliation protection is not limited to discriminatory actions affecting terms and conditions of employment (like firing or demotion). Rather, it covers any employer action that is "materially adverse," meaning it might well dissuade a reasonable worker from making or supporting an EEO charge.
Question 16
In Young v. United Parcel Service, Inc. (2015), the Supreme Court examined the Pregnancy Discrimination Act (PDA) requirements regarding light-duty accommodations. How did the Court rule on an employer's obligation to pregnant workers?
A) Employers must automatically grant light duty to all pregnant workers regardless of how non-pregnant workers are treated.
B) Pregnant workers are excluded from light-duty assignments unless injured on the job.
C) A pregnant employee can establish disparate treatment by showing that the employer accommodates a large percentage of non-pregnant workers with similar physical limitations while failing to accommodate pregnant workers without a strong business justification.
D) The PDA applies only to employers with more than 500 employees.
Answer: C
Explanation: In Young v. UPS, the Supreme Court held that pregnant employees can establish a Title VII violation under the PDA by showing that the employer provides accommodations to a large percentage of non-pregnant workers with similar physical restrictions, while denying such accommodations to pregnant workers, unless the employer provides a legitimate, non-discriminatory reason that is sufficiently strong to justify the burden placed on pregnant employees.
Question 17
In EEOC v. Waffle House, Inc. (2002), the Supreme Court evaluated whether a private arbitration agreement signed by an employee prevents the EEOC from filing an enforcement action and seeking victim-specific relief (such as backpay and reinstatement). What was the Court's ruling?
A) An employee's private arbitration agreement does not bar the EEOC from pursuing victim-specific judicial relief in an enforcement action.
B) The Federal Arbitration Act strips the EEOC of jurisdiction once an arbitration agreement is signed.
C) The EEOC can seek injunctive relief but is strictly barred from recovering monetary backpay for the individual.
D) Private arbitration agreements automatically void all Title VII statutory rights.
Answer: A
Explanation: In EEOC v. Waffle House, Inc., the Supreme Court ruled that an agreement between an employer and an employee to arbitrate employment disputes does not bar the EEOC from pursuing victim-specific relief (like backpay, reinstatement, and damages) in an independent enforcement action filed by the agency.
Question 18
In Sutton v. United Air Lines, Inc. (1999), the Supreme Court ruled that mitigating measures (such as corrective lenses) must be considered when determining if an individual has a disability under the ADA. How did Congress respond to this ruling through legislation?
A) Congress affirmed the Supreme Court's ruling in the Civil Rights Act of 1991.
B) Congress repealed Title I of the ADA.
C) Congress passed the ADA Amendments Act (ADAAA) of 2008, explicitly overturning Sutton and instructing that disability determinations be made without regard to the ameliorative effects of mitigating measures.
D) Congress transferred ADA enforcement to the Department of Health and Human Services.
Answer: C
Explanation: The ADA Amendments Act (ADAAA) of 2008 explicitly rejected the narrow standards set by the Supreme Court in Sutton v. United Air Lines and Toyota v. Williams. The ADAAA mandates that the definition of disability be interpreted broadly, and that the determination of whether an impairment substantially limits a major life activity must be made without considering the ameliorative effects of mitigating measures (e.g., medication, hearing aids, prosthetics—with the sole exception of ordinary eyeglasses/contact lenses).
6. Violations of EEOC Laws & Processes
Question 19
An employer learns that an employee provided witness testimony during an active EEOC investigation of a co-worker's sexual harassment claim. In response, management excludes the witness employee from mandatory professional development training needed for promotion. What statutory violation has occurred?
A) Interference with FLSA overtime eligibility.
B) Unlawful retaliation under Title VII for participating in a protected EEO proceeding.
C) Violation of the Labor-Management Reporting and Disclosure Act (LMRDA).
D) Breach of contract under state employment-at-will exceptions.
Answer: B
Explanation: Title VII’s anti-retaliation provision protects employees under two clauses: participation and opposition. Participating in an official EEOC investigation (e.g., serving as a witness) is strongly protected under the participation clause. Denying training opportunities in response to such testimony constitutes unlawful retaliation.
Question 20
During an administrative investigation into systemic hiring bias, the EEOC serves an employer with an administrative subpoena for applicant logs. The employer intentionally alters the applicant logs before submitting them to the investigator. What legal consequences can the employer face?
A) The employer is immune from liability because documents submitted to administrative agencies are privileged.
B) The employer can face criminal charges for obstruction of justice/false statements under 18 U.S.C. § 1001 and adverse inference sanctions in court.
C) The EEOC will issue a mandatory directive dissolving the company's human resources department.
D) The charge is automatically dismissed because document tampering falls outside EEOC jurisdiction.
Answer: B
Explanation: Intentionally altering, falsifying, or destroying records requested during an official federal agency investigation exposes the employer and its agents to federal criminal liability under 18 U.S.C. § 1001 (making false statements to federal officials) and severe judicial sanctions, including default judgments or adverse evidentiary inferences in subsequent litigation.
Question 21
An employer establishes a policy requiring all female employees returning from maternity leave to submit to genetic screening for potential hereditary health risks before returning to work. Male employees taking medical leave are not required to submit to genetic testing. Which two EEOC-enforced statutes does this policy violate?
A) Age Discrimination in Employment Act (ADEA) and Equal Pay Act (EPA).
B) Title VII (Sex/Pregnancy) and Title II of the Genetic Information Nondiscrimination Act (GINA).
C) Uniformed Services Employment and Reemployment Rights Act (USERRA) and NLRA.
D) Occupational Safety and Health Act (OSHA) and WARN Act.
Answer: B
Explanation: Mandating medical/genetic testing selectively for female employees returning from pregnancy leave constitutes sex/pregnancy discrimination under Title VII (as amended by the Pregnancy Discrimination Act). Additionally, requiring employees to undergo genetic testing violates Title II of GINA, which strictly prohibits employers from acquiring or requesting genetic information from employees.
Question 22
An employer's application form includes a mandatory question asking applicants to list their date of birth and high school graduation year. An applicant over age 50 files a charge alleging that this question deters older workers from applying. What position does the EEOC take regarding inquiries about age on employment applications?
A) Age inquiries on applications are illegal per se under the text of the ADEA.
B) The EEOC closely scrutinizes pre-employment age inquiries because they may deter older applicants, requiring the employer to demonstrate a legitimate business purpose.
C) Pre-employment inquiries about age are governed exclusively by state criminal codes.
D) The EEOC requires all employers to collect age data to ensure compliance with mandatory retirement quotas.
Answer: B
Explanation: While pre-employment inquiries about age are not expressly prohibited by the text of the ADEA, the EEOC closely scrutinizes them because asking for birth dates or graduation dates can deter older applicants from applying or be used to screen them out. Unless a legitimate, job-related reason exists (or a bona fide occupational qualification applies), such inquiries are discouraged as potential evidence of age discrimination.
7. Historical Employment Scandals
Question 23
The 1978 passage of the Pregnancy Discrimination Act (PDA) was directly triggered by a controversial 1976 Supreme Court decision (General Electric Co. v. Gilbert) involving an employer's disability benefit plan. What did the Supreme Court hold in Gilbert that outraged lawmakers and civil rights advocates?
A) GE was required to provide 24 weeks of paid maternity leave to all female assembly line workers.
B) Exclusion of pregnancy-related disabilities from an employer's disability benefit plan did not constitute sex discrimination under Title VII.
C) Pregnant employees could be lawfully terminated upon reaching their second trimester.
D) Male employees were entitled to equal paternity leave benefits under the Equal Pay Act.
Answer: B
Explanation: In General Electric Co. v. Gilbert (1976), the Supreme Court ruled that excluding pregnancy-related disabilities from an employer’s comprehensive disability plan was not sex discrimination under Title VII, framing it as a distinction between pregnant and non-pregnant persons. In direct response, Congress passed the Pregnancy Discrimination Act of 1978 to amend Title VII, explicitly clarifying that sex discrimination includes discrimination based on pregnancy, childbirth, or related medical conditions.
Question 24
In 2000, The Coca-Cola Company agreed to a record-setting $192.5 million settlement to resolve a massive class-action lawsuit alleging systemic racial discrimination in pay, promotions, and performance evaluations. What structural compliance mechanism was established as a core requirement of this historic settlement?
A) Complete outsourcing of Coca-Cola’s executive leadership to federal oversight officers.
B) An independent Task Force created to monitor and audit Coca-Cola's HR policies, performance appraisal systems, and pay equity compliance for five years.
C) Mandatory unionization of all corporate headquarters personnel.
D) Discontinuation of all internal HR job postings nationwide.
Answer: B
Explanation: A centerpiece of the 2000 Coca-Cola racial discrimination settlement was the creation of an independent, 7-member External Task Force. The Task Force was granted broad authority to review, audit, and mandate changes to the company’s human resources practices, performance evaluations, compensation metrics, and diversity initiatives, establishing a model for corporate EEO remediation.
Question 25
The 1938 passage of the Fair Labor Standards Act (FLSA), establishing federal minimum wage, overtime pay, and child labor restrictions, was catalyzed by widespread public outcry regarding economic exploitation during which major American historical event?
A) The American Civil War.
B) The Great Depression.
C) The Reconstruction Era.
D) The Post-WWII Industrial Boom.
Answer: B
Explanation: The FLSA of 1938 was a cornerstone of President Franklin D. Roosevelt's New Deal legislation. Enacted during the Great Depression, it sought to eliminate widespread labor exploitation, stop sweatshop conditions, establish a floor for wages, shorten excessive work hours to spread employment, and abolish child labor abuses.
Question 26
In 2010, Novartis Pharmaceuticals was ordered by a federal jury to pay over $250 million in damages in a class-action lawsuit brought by female sales representatives. What core HR practice was exposed as discriminatory during this landmark trial?
A) Misclassifying sales representatives as independent contractors under the FLSA.
B) Systematic pay and promotion disparities favoring male representatives, combined with hostile manager attitudes and retaliation against female representatives taking pregnancy leave.
C) Denying health insurance benefits to sales representatives over age 40.
D) Falsifying OSHA injury logs to avoid federal safety inspections.
Answer: B
Explanation: The 2010 Velez v. Novartis case was one of the largest gender discrimination class-action trials in U.S. history. Evidence showed that Novartis fostered a corporate culture where managers systematically paid women less, denied them sales management promotions, expressed overt hostility toward pregnancy leave, and retaliated against female reps who complained to HR.
Question 27
The passage of the Mandatory Victims Restitution Act and enhanced whistleblower protection provisions under the Sarbanes-Oxley Act (SOX) of 2002 was driven by corporate accounting scandals at major corporations like Enron and WorldCom. How did SOX impact the employment landscape regarding internal HR complaint processes?
A) SOX created strict civil liability and criminal penalties for employers who retaliate against employees reporting corporate fraud or financial misconduct.
B) SOX prohibited employers from conducting criminal background checks on accounting personnel.
C) SOX transferred all whistleblower complaints exclusively to the Occupational Safety and Health Administration (OSHA) for binding arbitration.
D) SOX required all publicly traded companies to replace internal HR departments with external audit firms.
Answer: A
Explanation: The corporate collapses of Enron and WorldCom highlighted how corporate executives silenced employees who raised red flags about accounting fraud. Section 806 of the Sarbanes-Oxley Act (SOX) established robust protections for corporate whistleblowers, prohibiting publicly traded companies from retaliating against employees who report suspected financial fraud, securities violations, or corporate wrongdoing.
Question 28
In 2021, Activision Blizzard faced intense federal (EEOC) and state (DFEH/CRD) enforcement actions following public exposure of a widespread corporate culture scandal. What nickname was widely used in complaints to describe the pervasive hostile work environment uncovered at the gaming executive level?
A) "The Wall Street Pit."
B) "The Frat Boy Culture."
C) "The Sweatshop Engine."
D) "The Boiler Room."
Answer: B
Explanation: Investigations and lawsuits by state and federal regulatory bodies against Activision Blizzard detailed a toxic "frat boy" corporate culture. Allegations included widespread sexual harassment, unequal pay, alcohol-fueled workplace conduct, and severe retaliation against female employees who reported abuses to HR, resulting in an $18 million EEOC consent decree and major governance overhaul.
8. Integrated Scenario Questions
Question 29
A senior software engineer at a tech firm with 100 employees files a charge with the EEOC alleging national origin discrimination. During the investigation, the employer offers the engineer a financial retention bonus and a promotion to team lead in exchange for signing a covenant stating: "I agree to drop my pending EEOC charge and waive my right to communicate with EEOC investigators regarding company employment practices." The engineer signs the agreement. How will the EEOC treat this agreement during its investigation?
A) The EEOC must enforce the agreement and terminate the investigation immediately.
B) The agreement is valid as to the promotion, but voids the employee’s right to keep the bonus.
C) The covenant restricting communication with and charge-filing before the EEOC is void as against public policy, and the EEOC can continue its investigation regardless of the private agreement.
D) The EEOC will refer the matter to state contract court to determine contract consideration enforceability.
Answer: C
Explanation: An individual cannot contractually waive their right to file a charge, participate in an investigation, or communicate with the EEOC. Provisions in severance, retention, or settlement agreements that prohibit employees from assisting or communicating with the EEOC are invalid and unenforceable because they interfere with the agency’s statutory public enforcement mandate.
Question 30
A hospital network employing 1,200 healthcare workers maintains a strict policy requiring all clinical staff to maintain "100% full capacity and zero medical restrictions" before returning to work after any illness or injury. An ICU nurse recovering from back surgery requests a 6-week light-duty assignment as recommended by her physician. The hospital denies the request and terminates her pursuant to the "100% capacity" policy. What is the legal viability of the hospital's policy under EEOC enforcement guidelines?
A) Lawful, because hospitals are exempt from reasonable accommodation rules due to patient safety mandates.
B) Lawful, provided the 100% capacity rule is applied uniformly to all employees regardless of protected class.
C) Unlawful, because automatic "100% healed" or "zero restriction" policies violate the ADA by bypassing the required individualized assessment and interactive process for reasonable accommodations.
D) Unlawful under the Equal Pay Act of 1963.
Answer: C
Explanation: The EEOC maintains that policies requiring an employee to be "100% healed" or "without restrictions" before returning to work violate the ADA. Such policies illegally fail to provide an individualized assessment to determine whether the employee can perform the essential functions of the job with or without a reasonable accommodation, or whether light duty/reassignment would constitute a feasible accommodation without undue hardship.
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