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The Immigration Reform and Control Act (IRCA) prohibits: (Read all the choices carefully!)

Objective criteria rely heavily on intuition and gut feelings and are likely to vary across decision-makers.

In situations in which the harasser is abusive to both men and women, a female employee can prevail on a complaint of hostile environment sexual harassment if the harasser’s hostility towards her has a component specifically directed at women.

To establish a prima facie claim of disparate treatment, the employee must show all of the following except that:

Which of the following statements is true of quid pro quo sexual harassment?

Employers may use “race norming” to adjust scores for certain protected class members based on the overall performance of the protected class on the test.

When the harassment is by someone who is not employed by the employer, such as a client or someone who comes in to service the machinery at the employer’s business, the employer is not liable even if the employer knew or should have known of the acts of the harasser and took no immediate corrective action.

Bob was employed as a chief architect with Scorpion Infrastructure Inc. in Plano, Texas. He signed an enforceable covenant not to compete when he was hired two years ago. The agreement states that Bob cannot work with Scorpion Infrastructure’s competitors in the state of Texas for one year in case his employment with the company ends. Bob’s employer finds out that Bob has been working part-time for himself and is immediately terminated. Bob now wants to be an architect with Stingray Structures Inc. in Frisco. Which of the following is true of this scenario?

If a pregnant employee is unable to perform her job because of her pregnancy, the employer should treat her just as any other employee who is temporarily unable to perform job requirements.

“Document abuse” occurs when an employee provides incorrect or forged documents for I-9 purposes.