Bob, a pharmacist, informed the pharmacy manager during his job interview that he would not provide contraceptives as it was against his religious beliefs. The pharmacy manager agreed to accommodate Bob by relieving him of the duty of filling birth control prescriptions and taking orders for birth control drugs from customers or physicians. These tasks were assigned to other pharmacists even though they were reluctant to take on additional responsibilities. After starting work, Bob demanded more accommodations. He refused to transfer phone calls from patients seeking contraception, leaving them on hold indefinitely, and he walked away from people who asked for birth control drugs at the pharmacy counter without notifying other staff that those customers needed assistance. The manager then offered to relieve him of counter duty but could not relieve him from telephone duty as the high volume of calls mandated that all employees answer the telephone. Bob refused to accept his role change. As a result, he was terminated. Which of the following is most likely to be true in this case?

U.S. labor law requires only that the parties bargain in good faith about appropriate matters, not that one party necessarily agree with the other’s position and agree to include the other’s position in the collective bargaining agreement.

While U.S. postal workers may do so, generally federal employees cannot bargain over wages, hours, or benefits.

The employees of Poodle Manufacturing Corp. are represented by a union. All the mechanics who repair the company’s equipment work day shifts, which means that if equipment breaks down in one of the other shifts, Poodle has to pay overtime or suffer lost production. Poodle proposes to the union that the mechanics be assigned rotating shifts to solve the problem, but the union refuses. Poodle then unilaterally changes the shift assignments in accordance with its proposal. The union, sensing malpractice, goes on strike, and Poodle replaces the striking mechanics. Later, the National Labor Relations Board finds that Poodle has indeed committed malpractice. If the striking mechanics make an unconditional offer to return to work, Poodle:

Unlike Title VII of the Civil Rights Act of 1964, there is no protection from reverse discrimination.

If the disability claimed by an employee is based on a disease, the court will determine whether the employee is otherwise qualified by:

An employer need not previously know of, have heard of, or approve of an employee’s religion in order to be required to accommodate it for Title VII purposes, but the religion must be well-established.

The term essential functions of a job, as used in the Americans with Disabilities Act (ADA), best refers to:

Under the Americans with Disabilities Act (ADA), which of the following is a reasonable accommodation that an employer is required to provide to a disabled employee?

If an employee-plaintiff proves that the employer-defendant “willfully violated” the Age Discrimination in Employment Act (ADEA), then the court is also allowed to award liquidated damages in an amount equal to unpaid wage liability.