The employer cannot question the sincerity of the belief merely because the employer thinks the religion is strange.

Mary, who works as a waitress at Plano Pancake House, is seven months pregnant. She is one of 37 employees at the restaurant and has worked there on a full-time basis for the past three years. Recently, her doctor informed her that she will have a high-risk pregnancy and, therefore, prescribed bed rest. Mary, unable to work for the next few months, asks her employer for time off from work. Mary is:

The Equal Employment Opportunity Commission (EEOC) views attendance as an essential function of a job.

The union supervisor may collect dues and recruit new workers, and, if a union member feels the collective bargaining agreement has been violated in some way or an unfair labor practice has been committed, the union supervisor is usually the first to contact the employer and discuss the issue.

Mary works for Kangaroo Boutique, which is owned by Lucy. One day, Lucy escorts Mary to a back room, where she is given a polygraph test related to recent allegation of sexual harassment. Mary tries to leave, but Lucy insists that she stay and submit to the test. It is determined that Mary had nothing to do with the harassment. In this case, Mary has:

it is an unfair labor practice for unions to cause an employer to pay for goods or services that are not provided.  

An employer who raises the same-actor defense asserts that:

Blowfish Industries reduced employee benefits as a means to cut costs. The union wanted to enter into a collective bargaining agreement as Blowfish rejected its demands and refused to bargain and listen to the union’s proposals. The following day, Blowfish locked the employees out. Which of the following is most likely to be true in this case?

Closed shops were permitted under U.S. labor law.

An employer has a legitimate interest in monitoring employee email when the purpose is to: