1. Identify the true
statement about principal-agent and employer-employee agency relationships.
·
The employee in an employer-employee
relationship is authorized to act on behalf of the employer in all business
situations.
·
The principal in a principal-agent
relationship has no authority over contracts made by the agent.
·
The employee in an
employer-employee relationship can sign contracts on behalf of the employer.
·
The agent in a principal-agent
relationship is authorized to act on behalf of the principal.
2. In certain types of
agencies, the parties involved do not sign a formal contract. However, it can
be inferred from their conduct, that they are part of the agency. What is this
kind of agency known as?
·
Implied agency
·
Express agency
·
Agency by ratification
·
Agency by contract
3. Beta Corp. and Woodrow
LLC. have formed an agency. Both parties have agreed to the terms on which the
agency will operate, and they have signed a contract. According to the terms of
the contract, Woodrow, the agent, is authorized to act on behalf of Beta.
Identify the type of agency illustrated in the scenario.
·
Agency by ratification
·
Express agency
·
Implied agency
·
Apparent agency
4. What is true about
disparate-treatment discrimination?
·
It involves discrimination against
an entire protected class.
·
It involves discrimination
against an individual belonging to a protected class. It refers to discrimination
against an individual who
·
does not belong to a
protected class or minority.
·
It occurs when a company
does not follow racially neutral employment practices.
5. What is true about color
discrimination?
·
It can be justified by a
bona fide occupational qualification.
·
It is essentially the same
as discrimination based on race.
·
It is covered under Title
VII.
·
It is prohibited but victims
cannot recover damages even if discrimination is proved.
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6. Identify the true
statement about law in the United States, in the context of gender
discrimination.
·
The laws that prohibit gender
discrimination apply only to women.
·
The law does not specifically
prohibit discrimination based on sexual orientation.
·
The law prohibits employment
discrimination based on pregnancy.
·
The laws against gender
discrimination do not prohibit quid pro quo sexual discrimination.
7. Which of the following
remedies can be granted by courts for violations of Title VII of the Civil
Rights Act of 1964?
·
Reasonable attorney's fees
to the plaintiff
·
Reduction of salaries for
all other employees in the plaintiff's company
·
Unlimited power to the plaintiff
to hire and terminate other employees in the company
·
Punitive damages in the
amount requested by the plaintiff
8. What remedy is a court
likely to grant an employee if his or her employer is found to have violated
the Equal Pay Act?
·
The employer will be required
to lower the wages of other employees to bring in uniformity.
·
The employee will be
eligible for a pay hike but will not be able to recover back pay.
·
The employee will be able to
recover damages but will not be able to have his or her wages increased.
·
The employee will be able to
recover back pay as well as liquidated damages.
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9. What is true about the
Age Discrimination in Employment Act (ADEA)?
·
It enables plaintiffs to
recover damages, even where bona fide occupational qualifications have been
shown by their employers.
·
It allows employers to use
employment advertisements that discriminate against applicants on the basis of
age.
·
It ensures the reinstatement
of plaintiffs, if they have been terminated on the basis of age.
·
It ensures that the wages of
other employees are lowered.
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