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.

“Document abuse” occurs when an employee provides incorrect or forged documents for I-9 purposes.

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?

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

Managers investigating sexual harassment claims by an employee should:

Lucy, a teacher at a private non-religious school, becomes pregnant before her marriage. When she informs the management of the school about her pregnancy, she is told that she cannot keep her job because having an unwed, pregnant teacher and, later, an unwed mother, is bad for the school’s reputation. Lucy feels that her employer’s action is discriminatory. Which of the following statements is true in this situation?

Bob testified for the plaintiff in a racial discrimination lawsuit brought by a female employee against their employer, Panda Bank. He had been advised by his manager not to get involved. Shortly thereafter, Bob was fired. Which of the following is the most likely outcome in this scenario?

When pay discrimination occurs, the statute of limitations begins to run anew with each paycheck.

Residency requirements for government employment can create an unlawful disparate impact when the locale has a low minority population.

An employer is liable for the tort of irresponsible hiring where an employee causes harm that could have been prevented if the employer had conducted a reasonable and responsible background check on the employee.