BUS/415 Final Exam — Employment Law

An employee is fired the day after refusing his supervisor's instruction to falsify safety inspection records. The strongest theory is:

The employer-size threshold for Title VII and ADA coverage, and for the ADEA, respectively, is:

At step three of the McDonnell Douglas framework, the plaintiff must show that the employer's stated reason is:

An employer may raise the Faragher–Ellerth affirmative defense when:

Under Burlington Northern v. White, an adverse action for retaliation purposes is one that:

A salaried employee earning above the threshold spends her days performing routine data entry with no discretion over matters of significance. She is most likely:

FMLA eligibility requires that the employee have worked:

Which is the best example of protected concerted activity under NLRA Section 7 in a non-union workplace?

Under the ADAAA, an employee whose epilepsy is fully controlled by medication:

Where a state employment standard is more protective than the federal standard, the general rule is that:

Title VII compensatory and punitive damages caps range from $50,000 to $300,000 by employer size. Which recovery falls OUTSIDE that cap?

Which factors are considered under the FLSA's economic realities test for worker classification? (Select all that apply.)

Which statements about the interaction between the FMLA and the ADA are accurate? (Select all that apply.)

A manager wants to terminate an employee who has performed poorly for a year. The employee filed an internal harassment complaint three weeks ago, and her personnel file contains only positive annual reviews. Identify every legal risk, and advise the manager on how to proceed.

Compare disparate treatment and disparate impact analysis in full: what the plaintiff must prove, how the burden shifts, what defenses are available, and the role of intent in each.

An employee with a chronic medical condition has exhausted twelve weeks of FMLA leave and requests four additional weeks. Analyze the employer's obligations under both the FMLA and the ADA, and explain what an appropriate response would look like.

Design a compliance program for a 400-employee multi-state company. Identify the six most important components, explain the specific legal exposure each addresses, and explain why relying on federal law alone is insufficient.

Explain why misclassifying employees as exempt or as independent contractors creates disproportionately large exposure compared with an individual discrimination claim, referencing remedies, limitations periods, and collective actions.