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Bob is a paying resident at the McKinney Senior Center. He is often seen making ethnic slurs at Mary, an Indonesian employee. He also refuses to be served or helped by her and others of the same national origin as Mary. Sometimes, he even complains to the other residents that Mary is not qualified for her job and needs to be replaced. Mary reports these statements to her supervisor but is asked to ignore Bob because he is just a strange old man. Mary files a complaint of national origin discrimination. Which of the following holds true in this scenario?

Bob, who was employed at Quick Panda Stop, was fired for allegedly stealing at work in spite of his denying the theft. Consequently, he failed to secure a job at Food Llama after the hiring officer asked him why he was terminated from his previous job. Both stores are located in a state other than Texas. If Bob decides to make a claim against Quick Panda Stop, which of the following statements will hold true?

The Equal Employment Opportunity Commission (EEOC) has investigated Chen’s complaint of workplace discrimination against his employer and sent him a notice stating that there was no reasonable cause for his complaint. Which of the following holds true in this scenario?

Once an employee has articulated a prima facie case of discrimination based on national origin, the burden falls to the employer to identify both a bona fide occupational qualification (BFOQ) and a legitimate nondiscriminatory reason (LNDR) for the adverse employment action.

Mary was employed as a nutritionist at Fighting Elephant Gym and Spa. At work, she was constantly subjected to her manager’s vulgar sexual comments and inappropriate sexual gestures. Unable to bear the harassment, Mary decided to quit her job instead of going through her employer’s sexual harassment complaint process. Which of the following holds true in this scenario?

The Pregnancy Discrimination Act mandated preferential hiring treatment of women who were pregnant.

Business necessity is an element of the plaintiff’s disparate impact claim.

The Immigration Reform and Control Act (IRCA) of 1986:

According to Texas state law, an employer cannot discriminate on the basis of any of the following except:

It is unlawful for employers to refuse to hire on the basis of gender when gender acts as a bona fide occupational qualification.