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Week 3 apply assignment 1

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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• 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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• 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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