Find out how well do you know your employment rights!

Take this quick quiz will help you determine how well you know your employment rights or whether a consultation with Markieta is the next best step for you. Please fill in your information below and click Next.

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Which of the following situations is most likely to involve unlawful workplace discrimination under federal Equal Employment Opportunity laws? *

A supervisor criticizes an employee because the employee's work does not meet established performance expectations.

An employee is denied a promotion because of her race.

An employee disagrees with a new scheduling policy that applies to the entire department.

A manager assigns an employee additional routine work that falls within the employee's job responsibilities.

Which of the following is most likely to qualify as protected activity under federal EEO anti-retaliation protections? *

An employee complains to Human Resources that she believes she is being treated differently because of her race.

An employee complains that she does not like the coffee provided in the break room.

An employee asks for a preferred parking space solely because it would be more convenient.

An employee disagrees with a coworker about how a routine assignment should be completed.

Under the Americans with Disabilities Act (ADA), which statement best describes a reasonable accommodation? *

Any workplace change an employee requests must be approved by the employer.

A modification or adjustment that may enable a qualified individual with a disability to perform essential job functions or enjoy equal employment opportunities.

A permanent work-from-home arrangement that every employee with a disability is automatically entitled to receive.

An automatic exemption from performing all essential functions of the employee's position.

An employee makes a good-faith complaint that she believes she is experiencing unlawful discrimination. Which subsequent employer action could potentially constitute unlawful retaliation if the employer takes the action because she made that complaint? *

Terminating the employee because she complained about discrimination.

Giving the employee a company holiday that had already been scheduled.

Sending the employee the same benefits enrollment information provided to other employees.

Inviting the employee to a regularly scheduled department meeting.

If an employee believes she may be experiencing discrimination, retaliation, or another serious workplace issue, which documentation practice is generally the most useful? *

Keeping factual records that identify relevant dates, individuals involved, what occurred, and related communications.

Waiting several months and attempting to reconstruct everything from memory.

Writing only general statements such as “my workplace is toxic” without documenting specific events.

Deleting emails, text messages, or other communications related to the situation after reading them.

Which statement best describes what generally happens when an individual files a Charge of Discrimination with the EEOC? *

Filing the charge automatically proves that the employer violated federal law.

The individual formally alleges employment discrimination and asks the EEOC to process the allegations under laws enforced by the agency.

Filing automatically guarantees that the employee will receive financial compensation.

Which statement about deadlines for filing a Charge of Discrimination with the EEOC is the most accurate? *

Every employee in the United States always has exactly one year to file an EEOC charge.

Filing deadlines can vary depending on the applicable law, location, and circumstances, so someone considering an EEOC charge should determine the applicable deadline promptly.

There is no filing deadline if the employee believes discrimination actually occurred.

The filing deadline does not begin until the employee hires an attorney or workplace coach.

An employee reports suspected workplace discrimination to Human Resources. Which statement about that complaint is the most accurate? *

Once the complaint is made, the employee can never legally be disciplined or terminated for any reason.

An employee may be protected against retaliation for making a good-faith complaint about suspected unlawful discrimination.

Human Resources is legally required to agree with the employee and substantiate every complaint.

Every complaint made about a supervisor automatically becomes an EEOC discrimination complaint.

Which of the following is the clearest example of an adverse employment action? *

An employee is terminated from her position.

A coworker walks past the employee one morning without saying hello.

A manager chooses a restaurant for a team lunch that the employee does not prefer.

The employee receives the company's standard monthly newsletter.

If an employee believes she may be experiencing workplace discrimination, which approach is generally the most useful for protecting her ability to evaluate her options? *

Document relevant events and communications and promptly determine which workplace rights, procedures, and deadlines may apply.

Assume there is unlimited time to decide whether to take action.

Delete communications about the situation so she does not have to continue looking at them.

Immediately post every allegation publicly before determining what occurred or evaluating available options.