Bob, the Caucasian manager at Dingo Diner, plans to promote Keisha, one of the African American waitresses, to the position of an assistant manager. However, the owner, being racially biased, prevents him from doing so. Later, when Bob wants to promote one of the table bussers to waiter, the owner again vetoes his recommendation on the grounds that his customers would feel uncomfortable having a black man deliver their food. Bob, extremely frustrated, offers Keisha and the table busser their promotions as he finds them deserving. Subsequently, Bob gets fired. Which of the following holds true in this scenario?

Bob provides auditing services to the Global Trusted Bank as an independent contractor. Thus, the bank is responsible for paying Bob’s federal unemployment compensation (FUTA), Social Security (FICA), and the FICA excise tax.

The Immigration Reform and Control Act (IRCA) prohibits: (Read all the choices carefully!)

There is a single commonly accepted definition of “employee” used by courts, employers, and the government.

Lia files an employment discrimination case against her employer. She can also file a retaliation claim if she:

Objective criteria rely heavily on intuition and gut feelings and are likely to vary across decision-makers.

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?

In situations in which the harasser is abusive to both men and women, a female employee can prevail on a complaint of hostile environment sexual harassment if the harasser’s hostility towards her has a component specifically directed at women.

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.