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

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

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.

When the harassment is by someone who is not employed by the employer, such as a client or someone who comes in to service the machinery at the employer’s business, the employer is not liable even if the employer knew or should have known of the acts of the harasser and took no immediate corrective action.

If a pregnant employee is unable to perform her job because of her pregnancy, the employer should treat her just as any other employee who is temporarily unable to perform job requirements.

Mary is an independent contractor for Bob Operating Business (BOB). While driving to a meeting at BOB’s headquarters, Mary causes a car accident in which a cab driver is hurt. Mary was talking to one of the managers at BOB over the phone when she was driving on that unfortunate day. Which of the following is true in the context of liability for the accident?

It is lawful for an employer to require that male employees wear “normal business attire” but  women are required to wear uniforms.

Which of the following is true about gender-based grooming policies at the workplace?