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Week 3 apply assignment 1

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In this scenario, Kari makes light of the Employee Handbook. Kari should not do this, because
under federal employment law, a company’s Employee Handbook ______________.
Is always interpreted in favor of the employee over the employer
Protects workers over 40 years of age under the Age Discrimination in Employment
Act
Can be an implied contract to which the employer and the employee are bound
Provides triple damages in age discrimination cases
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12 / 12 (100.0%)
Susan tries to explain to Kari that her job duties were unclear. If Susan sues for discrimination
under the ADEA, this fact __________.
Is irrelevant to the case
Provides a defense for Kari and her company
May help Susan if employees under 40 years old were given express instructions
about job duties and she was not
Will not help her, because it was Susan’s duty to ask about her job performance
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13 / 13 (100.0%)
Kari tells Susan that she is being fired because she is not getting the work done, talking too
much about relatives, and not pulling her weight on her team. According to the ADEA, which of
the following statements pertains to these facts?
They are mixed-motive defenses.
They are sufficient defenses to Susan’s claim of age discrimination.
They are immaterial to Susan’s case.
They establish the prima facie case of age discrimination.
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If Susan sues but fails to make her case for age discrimination, she might still make a case for
_____________.
Gender orientation discrimination due to her recent leave under the Family and
Medical Leave Act
Breach of the warranty of good faith
Restitution due to her need to support her daughter
Retaliation due to her recent leave under the Family and Medical Leave Act
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A good defense for Kari against any lawsuit by Susan for age discrimination is the ________
defense.
Same gender
Same company
Same actor
Same department
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IIf Susan’s claim of age discrimination does not prevail, she might win a case for
____________.
Gender plus discrimination
Breach of the duty of good faith and fair dealing
Intentional interference with a contract
Wrongful discharge
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• In this scenario, Kari makes light of the Employee Handbook. Kari should not do this, because under federal employment law, a company’s Employee Handbook ______________. • Is always interpreted in favor of the employee over the employer • Protects workers over 40 years of age under the Age Discrimination in Employment Act • Can be an implied contract to which the employer and the employee are bound • Provides triple damages in age discrimination cases Feedback 12 / 12 (100.0%) • Susan tries to explain to Kari that her job duties were unclear. If Susan sues for discrimination under the ADEA, this fact __________. • Is irrelevant to the case • Provides a defense for Kari and her company • May help Susan if employees under 40 years old were given express instructions about job duties and she was not • Will not help her, because it was Susan’s duty to ask about her job performance Feedback 13 / 13 (100.0%) • Kari tells Susan that she is being fired because she is not getting the work done, talking too much about relatives, and not pulling her weight on her team. According to the ADEA, which of the following statements pertains to these facts? ...
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