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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!)

Adjoa, a Ghanaian citizen with a master’s degree in library science from the University of Ghana, applies for the post of a reference librarian at North Texas State University. She is a permanent resident of the United States with authorization to work there and has eight years of experience as a chief librarian at a reputed university in South Africa. Mary, an American citizen with a college degree in English and two years of experience as a library assistant, also applies for the same job. Although Adjoa seems more qualified for the job, the selecting officer hires Mary based on a belief that Mary will be a more stable employee because she is an American citizen. Which of the following holds true in this case?

To establish a prima facie claim of disparate treatment, the employee must show all of the following except that:

Texas has enacted a law regulating employer access to the social media accounts of employees and job applicants.

It is not a defense for an employer to argue that an employee knew about the grooming code when he or she came into the workplace. If the code is illegal, it is illegal.

Retaliation claims may be filed not only by the employee who filed the discrimination claim, but also by others against whom the employer allegedly retaliated because of the claim, such as the claimant’s spouse who is terminated because his or her spouse filed a claim.   

Under respondeat superior, employers are liable for the harm to others caused by their employees acting within the scope of employment.