Employees can sue under the state or federal Constitution for a denial of equal protection if they work for the government or for a private employer.

Employers are liable for most torts committed by an independent contractor within the scope of the working relationship.

An independent contractor must pay all employment-related taxes on his or her own.

Mary, an electronics assembler at Fox Industries Factory, is sexually propositioned by Bob, who is the head of the quality control department. Upon Mary’s refusal, Bob starts finding fault with the quality of her work, and she is eventually demoted. Mary believes that if she complains against Bob to the company’s management, no action will be taken against him because of his reputation with senior management. Though Fox Industries has a sexual harassment policy in place, Mary does not use it. Instead, she files a complaint with the Equal Employment Opportunity Commission (EEOC). Which of the following holds true in this case?

Mary was employed as a nutritionist at Fighting Elephant Gym and Spa. At work, she was constantly subjected to her manager’s vulgar sexual comments and inappropriate sexual gestures. Unable to bear the harassment, Mary decided to quit her job instead of going through her employer’s sexual harassment complaint process. Which of the following holds true in this scenario?

Camel Computers Inc., a U.S.-based company, has its operations in United Northlandia, a developing country. The culture of the country does not permit women to deal with men professionally, though there is no law limiting women to jobs that do not require much interaction with men. Mary, a U.S. citizen working for Camel Computers in United Northlandia, is denied a promotion to the position of senior client manager because the job would require Mary to interact with men inside and outside the company, and this would violate the cultural norms of United Northlandia. Mary believes this to be gender discrimination under Title VII of the Civil Rights Act of 1964. Is she correct?

The Immigration Reform and Control Act (IRCA) prohibits discrimination against a legal aliens in favor of a U.S. citizen if the U.S. citizen is equally qualified for the position.

The Pregnancy Discrimination Act mandated preferential hiring treatment of women who were pregnant.

The Immigration Reform and Control Act (IRCA) of 1986:

Disparate impact cases are generally statistically based group cases alleging that the employer’s policy, while neutral on its face (facially neutral), has a disparate or adverse impact on a protected group. If such a policy impacts protected groups more harshly than others, illegal discrimination may be found if the employer cannot show that the requirement is a legitimate business necessity.