Blog

An employer can avoid liability for racial harassment by showing that the:

Mary comes to work in clothes that are highly reflective of her national origin. This happens to violate the dress code of her workplace. After being politely asked to follow the office dress code several times by her supervisor, Mary is finally asked to return home and change into clothing that conforms to the company’s dress code. Which of the following holds true if Mary decides to file a discrimination claim based on national origin?

Major Tire Inc.’s manufacturing plant in Galveston was destroyed when Hurricane Armand hit the coast. The company officially closed the facility after reviewing the damage and terminated all 500 workers. The company did not give the employees 60 days’ notice, and thus, it is liable under the Worker Adjustment and Retraining Notification Act.

In a pre-employment interview, an employer should avoid asking if an applicant or a potential employee:

Bob’s Painting Service employs three temporary workers without conducting adequate background checks. It so happens that one of the workers, Joe, had been convicted of rape and had just been released from prison. While working for Bob, Joe attacks and rapes the owner of the house that was being painted. Which of the following claims can the victim make against Bob’s Painting Service?

Harry and Mary work on the same team for Chameleon Chemical Supply Company. They were both busy over the weekend for different reasons and failed to show up to work the next day. When they returned to work, Harry was given only a verbal warning, but Mary was terminated. Which of the following statements is true in this situation?

Mary applies for the job of a firefighter. She is 5 feet 2 inches tall and weighs 110 pounds. Mary is denied the position because she does not meet the height and weight requirements. The fire department’s height and weight requirements are:

Employers are more limited in inquiring about a job applicant’s convictions relevant to the job than about arrest records.

Bob Operating Business (BOB) employs part-time workers through a staffing firm. BOB’s manager asked the firm to replace one of these part-time workers with someone from a different race and the staffing firm does so. BOB will be liable because an employer using a staffing firm cannot avoid liability for discriminating against a temporary worker merely because it did not “employ” the worker. Employers may be held liable as “third-party interferers” under Title VII of the Civil Rights Act of 1964.

Bob is the owner of Eager Beaver Cleaning and Housekeeping Services. He never hires or promotes a black applicant to the position of supervisor because he believes that his predominantly Asian crew will not follow instructions from a black supervisor. Thus, Bob is liable for: