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Mr. Gregory White
Mr. Gregory White, Master's Degree
Category: Multiple Problems
Satisfied Customers: 5240
Experience:  M.A., M.S. Education / Educational Administration
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The company HR policy construed by some courts manual has been to cont

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The company HR policy construed by some courts manual has been to contain enforceable terms in the contract with employees. (T/F)
2. Anita Jobb is an employee in an at-will employment state. One day, she discovers her regional manager, Lothario, kissing his employee Lois. That afternoon, Anita calls Lothario’s wife and informs her of her husband’s actions. The next day, Anita is fired. On these facts, when she sues for wrongful termination:
A) Anita will win because she is protected by the federal Whistleblower Protection Act.
B) Anita will win because her firing constitutes a violation of her right to free speech.
C) Anita will win because her firing violates the WARN Act.
D) Anita will lose because her firing does not fall under any recognized exceptions to the at-will doctrine.
3. Major Industries has a published workplace policy that reads: "Promotions to the level of
supervisor and higher are limited to individuals with at least a bachelor's degree from a
Submitted: 1 year ago.
Category: Multiple Problems
Customer: replied 1 year ago.
The company HR policy construed by some courts manual has been to contain enforceable terms in the contract with employees. (T/F)2. Anita Jobb is an employee in an at-will employment state. One day, she discovers her regional manager, Lothario, kissing his employee Lois. That afternoon, Anita calls Lothario’s wife and informs her of her husband’s actions. The next day, Anita is fired. On these facts, when she sues for wrongful termination:
A) Anita will win because she is protected by the federal Whistleblower Protection Act.
B) Anita will win because her firing constitutes a violation of her right to free speech.
C) Anita will win because her firing violates the WARN Act.
D) Anita will lose because her firing does not fall under any recognized exceptions to the at-will doctrine.3. Major Industries has a published workplace policy that reads: "Promotions to the level of
supervisor and higher are limited to individuals with at least a bachelor's degree from an
accredited college or university." This is a “facially neutral” policy. (T/F)4. The Internal Revenue Service may not successfully challenge a worker's classification as an
independent contractor if the worker knowingly and voluntarily agreed to the independent
contractor designation. (T/F)
5. A persuasive indicator distinguishing an independent contractor from an employee is the
degree of control that can be exercised by the employer over the performance of the work. (T/F)6. Which of the following is/are required in proving a claim under the doctrine of respondeat superior?
A. Employee was acting within the scope of her employment
B. The act in question was performed under the specific orders of management
C. Employer could have foreseen the negligence in question
D. A and B above
E. None of the above.
7. A prima facie case of discrimination means that:
A. The organization is guilty of blatant discrimination and has no reasonable defense.
B. The organization was wrongly accused of discrimination.
C. On the face of it, there is evidence of discrimination, but some justification may exist.
D. The organization must develop a set-aside system to correct past discriminatory practices.
E. None of the above.8. Milton works in a cubicle at a window next to Karen Ravenswood’s cubicle at Initech Insurers.
Success in his job involves a significant element of collaboration with his co-workers around him. One
day, Milton overhears Karen's supervisor make a comment that she'd be more successful if she spent
as much time on shaping her list of prospective customers as she does on shaping her body. Karen files a
complaint of sex/gender discrimination with the EEOC and Milton is called to testify during the
investigation. The EEOC decides not to pursue the matter. Three weeks after the investigation is
closed, Initech management moves Milton from his cubicle to a cubicle on a vacant floor. All other
aspects of his job remain the same. Milton files a complaint of retaliation.
A. Milton cannot pursue a case of retaliation because the relocation of his work area between floors did not materially affect the terms, conditions, or privileges of his employment at Initech.
B. Milton cannot prove a case of retaliation because the investigation uncovered no wrongdoing.
C. Milton cannot prove a case of retaliation, as he is not in the same protected group as Karen.
D. Milton can prove a case of retaliation.9. Which of the following is Not a factor important in determining whether a worker is an employee or an independent contractor?
A. Location of the work
B. Denomination of pay (hourly vs. output)
C. Profit/loss risk related to the work
D. Liability for breach of contract for failure to uphold duties related to the work.
E. None of the above.10. In order to win a “quid pro quo” case, but not a “hostile work environment” case of sexual harassment, plaintiff must prove that some psychological injury resulted from the harassment. (T/F)
11. Randi has been placed by a staffing firm in a temporary secretarial position with USD Industries. Randi is an employee solely by the staffing firm. The day after she reports, USD calls the staffing firm and requests that she be replaced due to her race.
A) Randi may sue USD as a third party interferer
B) Randi may not sue USD unless she is unable to be placed in a new position within 10 days.
C) Randi's only recourse is to sue the staffing firm who is her employer.
D) Randi may not sue USD because as a temporary worker and non-employee, she does not enjoy Title VII protections
Customer: replied 1 year ago.
The company HR policy construed by some courts manual has been to contain enforceable terms in the contract with employees. (T/F)2. Anita Jobb is an employee in an at-will employment state. One day, she discovers her regional manager, Lothario, kissing his employee Lois. That afternoon, Anita calls Lothario’s wife and informs her of her husband’s actions. The next day, Anita is fired. On these facts, when she sues for wrongful termination:
A) Anita will win because she is protected by the federal Whistleblower Protection Act.
B) Anita will win because her firing constitutes a violation of her right to free speech.
C) Anita will win because her firing violates the WARN Act.
D) Anita will lose because her firing does not fall under any recognized exceptions to the at-will doctrine.
. The Internal Revenue Service may not successfully challenge a worker's classification as an
independent contractor if the worker knowingly and voluntarily agreed to the independent
contractor designation. (T/F)
5. A persuasive indicator distinguishing an independent contractor from an employee is the
degree of control that can be exercised by the employer over the performance of the work. (T/F)6. Which of the following is/are required in proving a claim under the doctrine of respondeat superior?
A. Employee was acting within the scope of her employment
B. The act in question was performed under the specific orders of management
C. Employer could have foreseen the negligence in question
D. A and B above
E. None of the above.
7. A prima facie case of discrimination means that:
A. The organization is guilty of blatant discrimination and has no reasonable defense.
B. The organization was wrongly accused of discrimination.
C. On the face of it, there is evidence of discrimination, but some justification may exist.
D. The organization must develop a set-aside system to correct past discriminatory practices.
E. None of the above.8. Milton works in a cubicle at a window next to Karen Ravenswood’s cubicle at Initech Insurers.
Success in his job involves a significant element of collaboration with his co-workers around him. One
day, Milton overhears Karen's supervisor make a comment that she'd be more successful if she spent
as much time on shaping her list of prospective customers as she does on shaping her body. Karen files a
complaint of sex/gender discrimination with the EEOC and Milton is called to testify during the
investigation. The EEOC decides not to pursue the matter. Three weeks after the investigation is
closed, Initech management moves Milton from his cubicle to a cubicle on a vacant floor. All other
aspects of his job remain the same. Milton files a complaint of retaliation.
A. Milton cannot pursue a case of retaliation because the relocation of his work area between floors did not materially affect the terms, conditions, or privileges of his employment at Initech.
B. Milton cannot prove a case of retaliation because the investigation uncovered no wrongdoing.
C. Milton cannot prove a case of retaliation, as he is not in the same protected group as Karen.
D. Milton can prove a case of retaliation.9. Which of the following is Not a factor important in determining whether a worker is an employee or an independent contractor?
A. Location of the work
B. Denomination of pay (hourly vs. output)
C. Profit/loss risk related to the work
D. Liability for breach of contract for failure to uphold duties related to the work.
E. None of the above.
. Randi has been placed by a staffing firm in a temporary secretarial position with USD Industries. Randi is an employee solely by the staffing firm. The day after she reports, USD calls the staffing firm and requests that she be replaced due to her race.
A) Randi may sue USD as a third party interferer
B) Randi may not sue USD unless she is unable to be placed in a new position within 10 days.
C) Randi's only recourse is to sue the staffing firm who is her employer.
D) Randi may not sue USD because as a temporary worker and non-employee, she does not enjoy Title VII protections12. Maxwell Corp. distinguishes between applicants that it is willing to interview for any position, and those that it is not, on the degree to which an applicant's handwriting is determined, by a qualified graphologist, to indicate high emotional stability and ambition. On the basis of this test, 70% of male applicants are deemed interviewable, while 45% of female applicants are deemed interviewable. The use of the handwriting analysis as a distinguishing factor has a disparate impact on women. (T/F)13. Title VII does not prohibit the use of testing:
A) if the test is professionally developed and validated, but only if no disparate impact is evident.
B) if the test is professionally developed and validated, even when disparate impact is evident.
C) if the test is professionally d
Expert:  Mr. Gregory White replied 1 year ago.
Hello, my name is Greg.
The answer to the question is
"D) Anita will lose because her firing does not fall under any recognized exceptions to the at-will doctrine"