Being female can be a BFOQ for a flight attendant position if the airline markets itself as having pretty and flirtatious stewardesses.

When courts consider whether a worker is an employee or an independent contractor, under the economic realities test, courts consider whether a worker is economically dependent on the business or is in the business for himself or herself.

Claims of national origin harassment are actionable only if the harassment frightened the employee.

Differences in wages are permitted under the Equal Pay Act (EPA) if based on age or family size.

Bob is hired as a financial analyst at Eager Beaver Investors under the employment condition that for the first three months he will not be eligible for any incentives. Based on Bob’s performance during this three-month period, the company will classify him as a permanent employee, raise his salary by 10 percent, and provide him a share of incentives. However, even after Bob performs above the standard during the first five months at her job, the company refrains from acting accordingly to avoid certain costs. Thus, Bob can avail a cause of action for:

Race can be used as a bona fide occupational qualification when the employer can prove strong customer or co-worker preference.

It is unlawful for a person or other entity to hire for employment in the United States an individual without verification of his or her employment eligibility.

Mary wishes to bring a racial discrimination lawsuit against her employer under 42 U.S.C. Section 1981. Which of the following actions must she take in order to process her case?

In hostile work environment sexual harassment situations, an employee is required to engage in sexual activity in exchange for workplace entitlements or benefits such as promotions, raises, or continued employment.

An independent contractor is generally a person who contracts with a principal to perform a task according to her or his own methods and who is not under the principal’s control regarding the physical details of the work.