Author: Anonymous

Quid pro quo sexual harassment occurs when the harassment is unwanted by the victim, is based on the victim’s gender, creates for the victim a hostile or abusive work environment, unreasonably interferes with the victim’s ability to do his or her job, is sufficiently severe and/or pervasive, and affects a term or condition of the victim’s employment.

There are two theories on which an action for sexual harassment may be brought: quid pro quo sexual harassment and offensive touching sexual harassment.

A person whose birth certificate provides the name “Mary” identifies as transgender and prefers to be called Mario. Mary/Mario would like to follow the employer’s dress code for men, but the employer requires that Mary/Mario follow the female dress code. In Texas, the employer can so require. (Source: SG)

In hostile work environment sexual harassment situations, an employee is required to engage in sexual activity in exchange for workplace entitlements or benefits such as promotions, raises, or continued employment.

Mary wishes to bring a racial discrimination lawsuit against her employer under 42 U.S.C. Section 1981. Which of the following actions must she take in order to process her case?

Bob hires Francois, an alien working in the United States with the legal authority to do so. One month later, Francois loses his right to work in the United States. Which of the following holds true in this case?

Word-of-mouth recruiting usually results in a diverse workplace.

A willful misclassification of workers by an employer under the Fair Labor Standards Act of 1938 (FLSA) may result in imprisonment and a very significant fine.

As a general rule, an English-only rule may be used at a workplace if it is needed to promote the safe or efficient operation of the employer’s business.

The Immigration Reform and Control Act (IRCA) prohibits: (Read all the choices carefully!)