Mary, an apprentice at Baby Bear Kitchens, is learning how to assemble and install kitchen cabinets.  BBK pays her $5.50 per hour, which is less than the government-approved minimum wage. Which of the following is most likely to be true in this case?

Courts have found that it would be an undue hardship if an employer had to pay out more than a de minimis cost (in terms of money or efficiency) to replace a worker who has religious conflicts.

U.S. labor law requires only that the parties bargain in good faith about appropriate matters, not that one party necessarily agree with the other’s position and agree to include the other’s position in the collective bargaining agreement.

Mary joins the Freewill Church, and as a member, she is not allowed to wear pants. Her employer, Bob’s Seafood, requires all employees to wear coveralls provided by the company for safety reasons. Although Mary wore the uniform prior to joining the church, she now refuses to wear the coverall. She explains to Bob, the owner of the restaurant, that wearing pants is against her beliefs. Bob makes an exception in her case and allows her to wear knee-length boots with a protective jacket, but Mary refuses to wear the boots because they are unfashionable. Bob fires her for insubordination. Which of the following holds true in this case?

The employees of Poodle Manufacturing Corp. are represented by a union. All the mechanics who repair the company’s equipment work day shifts, which means that if equipment breaks down in one of the other shifts, Poodle has to pay overtime or suffer lost production. Poodle proposes to the union that the mechanics be assigned rotating shifts to solve the problem, but the union refuses. Poodle then unilaterally changes the shift assignments in accordance with its proposal. The union, sensing malpractice, goes on strike, and Poodle replaces the striking mechanics. Later, the National Labor Relations Board finds that Poodle has indeed committed malpractice. If the striking mechanics make an unconditional offer to return to work, Poodle:

Unlike Title VII of the Civil Rights Act of 1964, there is no protection from reverse discrimination.

When a claim is pretextual, it means that it is the true reason for an action, that there is no other underlying motivation.

If the disability claimed by an employee is based on a disease, the court will determine whether the employee is otherwise qualified by:

The term essential functions of a job, as used in the Americans with Disabilities Act (ADA), best refers to:

If an employee-plaintiff proves that the employer-defendant “willfully violated” the Age Discrimination in Employment Act (ADEA), then the court is also allowed to award liquidated damages in an amount equal to unpaid wage liability.