1. An employee has been constructively discharged from his employment when: a. h
ID: 1180831 • Letter: 1
Question
1. An employee has been constructively discharged from his employment when:
a. he is given constructive criticism of his prior performance in his exit interview.
b. he is formally terminated under circumstances favorable to the employer.
c. he resigns to avoid being laid off during a slow period.
d. he resigns because working conditions are so intolerable that no reasonable person should be expected to endure them
2. In order to avoid liability for the negligent hiring of a dangerous individual, the law imposes a duty on an employer to:
a. take all the steps expected of a reasonable person in similar circumstances.
b. take all steps necessary to exhaust all sources of information about a prospective employee.
c. exhaust all sources of information about a prospective employee.
d. require all prospective employees to certify that they have never been convicted of a crime.
3. In Regents of the University of California v. Bakke, the U.S. Supreme Court held that
a. race can be considered in formulating a preferential admissions policy.
b. only race-neutral affirmative action is permissible under the Constitution.
c. no affirmative action is permissible under the Constitution.
d. affirmative action in publicly funded schools is unconstitutional.
4. True or false: The defense of bona fide occupation qualification (BFOQ) is available to an employer anytime he/she is sued for discrimination.
5. An employer may legitimately forego hiring individuals of a given gender if:
a. doing so would pose a great logistical and financial hardship.
b. doing so would anger her customer base.
c. the employer
Explanation / Answer
1 d
2 a
3b
4 false
5 c
6 true
7 d
8 true
9 false
10 false
11 true
12 false
13 true
14 b
15 c
16 d
17 true
18 a
19 b
20 a
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