Question 13 (2 points) What doctrine arose from cases in England in which parties, who had contracted for rooms along a parade route for the king's coronation, received their money back! when the coronation was canceled because the king became ill? Frustration of purpose Commercial impracticability Substantial performance Anticipatory repudiation Impossibility of performance Question 15 (2 points) Which of the following refer(s) to the basic fairness of laws that may deprive an individual of her life, liberty, or property? The Takings Clause Substantive due process Double jeopardy Equal protection The Privileges and Immunities Clause of the United States Constitution Question 16 (2 points) The Miranda rights provide that a law enforcement officer must inform an arrested individual of which of the following before the officer questions the individual? That the individual must answer all of the officer's questions or there will be a presumption of guilt at trial. That statements made to a law enforcement officer before arraignment may not be used against him in court. That the individual has the right to consult with an attorney before speaking to the officer. That the individual will not have the assistance of legal counsel unless he or she can afford to pay for the services of an attorney. That the right to legal counsel does not begin until after the defendant is! arraigned. Question 17 (2 points) Which of the following is true regarding whether a customer's sexual harassment of an employee may result in employer liability under Title VII of the Civil Rights Act of 1964? An employer cannot be held liable in such cases because the employer has no control over the customer. An employer is liable as a matter of law in such cases because the employer has an absolute duty to provide a work environment that is free of harassment. An employer may be held liable in such cases if the employer knew that the customer repeatedly harassed the employee, yet the employer did nothing to remedy the situation. An employer may be held liable in such cases, but only if quid pro quo harassment is involved. An employer may be held liable in such cases, but only if disparate-impact harassment is involved