The duty to reasonably accommodate an employee’s legitimate religious practices requires an employer to: 

Mary has been a customer service associate at Allen Department Store for 10 years. Her role involves providing assistance to customers in the store. Though she had been a Methodist at the time of her hire, she converts to Islam and reports to work wearing a hijab, which is a full-body cloak with a small mesh-like screen to see through. Her employer tells her that wearing a hijab violates the company’s dress code for her job profile and asks her to change her attire. Mary refuses to oblige. Her employer, after much deliberation, informs her that she can continue to work in the customer service department and provide assistance over the telephone—a role that requires no face-to-face interaction with a customer. This role change is offered to her without any reduction in pay or other benefits. Which of the following is most likely to be true in this case?

Bob, who is 22 years old, is employed as a security officer at Owl Security Corp., which is a private firm. The manager of Owl Security intends to retain employees who are older as he feels that they are likely to perform better. He fires Bob and replaces him with Larry, who is 54 years old. Which of the following statements is most likely to be true in this case?

Garter Snake Industries approaches union representatives about scheduling midterm negotiations in accordance with the collective bargaining agreement. The union refuses to meet with management, claiming that there is nothing to negotiate. Which of the following is most likely to be true in this case?

The Landrum-Griffin Act includes a bill of rights for union members, which provides that union members have the right to:

In the context of proof of pretext, which of the following statements is true?

In the event of a reduction in force, age discrimination may be proven where: a) an employer refuses to allow the discharged (or demoted) employee to bump others with less seniority, and b) an employer hires younger workers at the prior salary of the older worker when the jobs become available after the older worker was discharged (or demoted).

Absent a particular contract or other legal obligation that specifies the length or conditions of employment, all employees are employed at will.

Bob works as a machine operator at Dancing Tiger Industries, which is a workers compensation subscriber. One day, while getting a machine started, Bob slips and falls from a ladder and breaks his elbow. Which of the following holds true in this case?

Bob worked for Stork Delivery Service for 35 years. His job included loading trucks, driving trucks to residential and commercial locations, and handing over items to the recipient. He is 60 years old and was fired recently. He claimed age discrimination under the Age Discrimination in Employment Act (ADEA). Stork Delivery Service will prevail if it can show that: