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U.S. Equal Employment Opportunity Commission

Youth at Work

D is Incorrect

The laws enforced by EEOC do not prevent the manager from deciding to hire someone else, as long as he did not base his decision on Jeanette’s pregnancy (or on some other characteristic covered by the anti-discrimination laws, such as her gender or race).

Try again! Select another choice below.

Jeanette was offered a job as a waitress at a local restaurant. At the end of her interview, she mentioned that she was pregnant, but that she was perfectly capable of performing her duties as a waitress. When Jeanette called to get her start date, the manager said he had hired someone else. He said he was afraid that Jeanette would hurt her baby carrying heavy trays of food and that the customers might not like having a pregnant woman waiting on them. He invited her to reapply after she had her baby. Did the manager discriminate against Jeanette?

  1. No. The manager did not discriminate against Jeanette because he invited her to reapply after she gave birth, and refused to hire her only out of concern for the health and safety of Jeanette and her baby.
  2. Yes. The manager discriminated against Jeanette when he refused to hire her because she is pregnant.
  3. No. The manager can legally decide not to hire Jeanette because restaurant customers may not want pregnant servers.
  4. Yes. Once the manager offered Jeanette the job, he had no right to change his mind and hire someone else.