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E-Verify is a federal program that verifies the results of drug tests of employees and applicants.

The most frequently filed claims with the EEOC are issues related to race. 

Hiring that conforms to the preferences of customers or others is lawful.

An employer will be liable for national origin discrimination when it segregates employees based on their national origins.

Mary and Bob, recent graduates, are hired as computer analysts for Serpent Enterprises Inc. In a conversation over lunch, Mary discovers that Bob’s salary is 15 percent higher than hers. Assuming that she is being paid less because she is a female, Mary contacts the human resources department, demanding that her salary be increased by 15 percent. After a few days, however, she is informed that Bob had violated company policy by discussing his salary, and his salary would also be reduced by 15 percent to maintain equality. In this scenario, Mary:

Juan is a chemical engineer at Blue Whale Chemicals. He is the only Hispanic employee in his department. He is terminated after 10 months on the job based on poor performance. According to his supervisor, Juan continued to be the least productive employee in the department in spite of frequent feedback and training given to him. Juan believes he has a good claim for discrimination because he was the only Hispanic in the department. Which of the following holds true in this scenario?

To state a claim against an employer for negligent hiring of an employee, a plaintiff must show that:

Title VII’s prohibition against discrimination on the basis of national origin extends to prohibit discrimination on the basis of citizenship.

¨Drug tests searching for illegal substances are medical exams.

¨To be defamatory, statements must be false or, if true, must damage the reputation of the plaintiff.