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A religious organization will generally be exempt from the prohibitions of religious discrimination in Title VII (of the Civil Rights Act of 1964): 

Coyote Tools takes all reasonable precautions to guard employees against known hazards in its production facilities. However, Bob, an employee, found many of the precautions too cumbersome to follow. Bob is injured when he circumvents these precautions. Which of the following is most likely to be true in this case?

Bob works as a machine operator at Dancing Tiger Industries, which is a workers compensation subscriber. One day, while getting a machine started, Bob slips and falls from a ladder and breaks his elbow. Which of the following holds true in this case?

Where an injury or illness is work-related and meets the general recording criteria or falls into specific categories, reporting is mandated. It must be reported as long as it is an illness, a death, or an injury that involves (1) medical treatment, (2) loss of consciousness, (3) restriction of work or motion, or (4) transfer to a different position.

It is unlawful for an employer to authorize an interception of a conversation by an employee even when the equipment used (such as a telephone) is what is used in the ordinary course of business.

A search of an employee’s office by a supervisor will be justified at its inception when there are reasonable grounds for suspecting that the search will turn up evidence that the employee is guilty of work-related misconduct.

The size of an employer’s workforce is one of the factors considered when determining whether the employer has successfully borne the burden of reasonably accommodating an employee’s religious conflict.

Unfair labor practice strikers are not entitled to immediate reinstatement by the employer upon their unconditional offer to return to work.

The Family and Medical Leave Act (FMLA) guarantees employees who have been on the job at least a year up to 12 weeks of unpaid leave per year for a birth; an adoption; or care of sick children, spouses, or parents (or their own serious illness) and the same or an equivalent job upon their return.

An employer may use the greater hazard defense to an Occupational Safety and Health Act (OSHA) violation: