Author: Anonymous

Mary is an employee at Heath Chemical Corporation, which allows its employees to use its conference room for club meetings, such as a knitting club or book club. Mary requests to use the conference room for prayer meetings on Wednesday mornings before her shift starts. Her request is turned down. Which of the following is most likely to be true in this case?

In the case of religious accommodation, any reasonable accommodation will do, and it need not necessarily be the most reasonable accommodation or the one the employee wants.

Manatee Manufacturing Inc. was targeted for a union campaign. The union organizers contacted Bob, an assembly-line employee, to assist them in the process of unionization. When management at Manatee came to know that Bob was working with the union organizers, they fired Bob. They also instituted a new rule requiring employees to leave company property within 15 minutes after the end of their shift unless speaking with a member of management. Which of the following statements is most likely to be true in this case?

Bob, 62, applies for a job at Perch Fishing Corp. The company has concerns that applicants over age 40 will not be able to handle the strenuous nature of the job. It implements a requirement that all applicants have 20/20 vision in hopes of weeding out older candidates. Which of the following claims is most likely to be made against Perch?

Which of the following statements is true about the Fair Labor Standards Act (FLSA)?

Individuals in a bargaining unit who do not pay dues but whom the union is still obligated to represent are known as _____.

In order to accommodate an employee’s religion per Title VII of the Civil Rights Act of 1964, an employer need not previously know of, have heard of, or approve of the employee’s religion.

A reasonable accommodation need not be the best possible solution, but it must be sufficient to meet the needs of an individual with a disability.

Compelled self-publication occurs when an employer provides an employee with a false reason as the basis for termination, and the employee is compelled to restate this reason when asked by a future employer the basis of departure from the previous job.

Employees must be informed of their Occupational Safety and Health Act (OSHA) rights by their employer. This requirement may be met by displaying an OSHA poster in the workplace.