The fast food restaurant is focused on providing customers with what they order in less than 2 minutes.One worker, Mary, has had difficulties preparing orders within the 2 minutes.When she meets with her boss to discuss the matter they will review the criteria and the standards.In this situation, the sole criterion is _____ and the standard is _______.

Group of answer choices

Mary's customer; speed of providing the food

2 minutes or fewer; elapsed time

providing food within 2 minutes of order;Mary's mean time per customer.

the time elapsed from order to providing the food; 2 minutes or fewer.

Question 210pts

The restaurant where Mary works has hired Melody as another worker.Melody has a great work ethic and attitude but she gets confused when things move too fast, and has learned that this is the result of a cognitive disability that is recognized under the ADA.When Melody's supervisor discussed Melody's difficulty achieving the 2-minute standard for food orders, Melody responded that a reasonable accommodation for her cognitive disability would be to extend her standard from 2 minutes to 3 minutes.The supervisor explains that this restaurant chain advertises that it will have food readyin two minutes. She provided the supervisor with evidence that her slowness is directly related to the cognitive disability recognized by the ADA.Which of the following is most correct?

Group of answer choices

The supervisor can legally refuse to change the 2-minute standard to 3 minutes for Melody, because that would not be a reasonable accommodation.

The supervisor is not legally required to change the 2-minute standard unless there is no less significant way to accommodate Melody's disability.

The supervisor is legally required to change the 2-minute standard if there is no less significant way to accommodate Melody's disability.

The supervisor is legally required to change the 2-minute standard to 3 minutes for Melody, because that would be the reasonable accommodation.

Question 310pts

Homer had worked at the public utility company for several years before his boss approached him with the news that his continued unsatisfactory performance must improve.Homer disagreed that his performance was unsatisfactory, but the boss ignored Homer's responses and told Homer he was being enrolled in a structured program designed to improve his results.Homer was very upset that he had been identified in this way and that his explanations to his boss were ignored.Homer believed that the discussion about his work was simply an excuse for the company to remove him and give his job to someone younger.He filed a discrimination complaint with the local EEOC intake agency, claiming that his placement in this structured improvement program was an adverse employment action that was taken against him because of his age.What is the most likely outcome of his complaint?

Group of answer choices

The age discrimination complaint will not be pursued by the discrimination agency because this is not an age discrimination matter.It is a performance matter.

The age discrimination complaint will not be pursued by the discrimination agency because there has been no adverse employment action against Homer.

The age discrimination complaint will be pursued by the discrimination agency because the employer did not listen to and consider Homer's proferred explanation about his performance.

Homer will prevail in the age discrimination suit which he brought based on being placed in this structured program.

Question 410pts

Homer finally had an opportunity to present his explanation to his boss about why his performance was not entirely satisfactory.Homer also pointed out that he was not given an opportunity to participate in an apprenticeship program that he believed would have helped him in the performance of his current job.Homer said that this, too, was an example of age discriminationHomer's supervisor interrupted, saying that such programs are discretionary and that there is no requirement that the programs be offered to 'older' workers.In fact, the supervisor said, apprenticeship programs are targeted for younger workers in the same way that high school is for the young.

Which of the following is most correct?

Group of answer choices

Apprenticeship programs can legally be targeted for those 18-35 years old, because of the nature of apprenticeships as a training mechanism.

Because apprenticeships have a high financial cost for the employer, such programs can legally consider the age of the employee when determining which applicants to admit to a program, so that the employer can be better assured that the company will recover the investment costs.

Apprenticeship program opportunities must be open to workers without regard to their age.

Apprenticeship programs must admit all employees regardless of age, race, gender, national origin, disability, religion, or sexual orientation.

Question 510pts

During Homer's discussion with his boss, Homer learned that when Homer had been on vacation last month, the supervisor had searched Homer's office to see if there was any evidence of alcohol or drugs that might explain Homer's unsatisfactory performance.Upon learning this, Homer was shocked and he is considering a lawsuit for violation of his right to privacy.Which of the following best describes the prospects for Homer winning such a lawsuit against the employer.

Group of answer choices

Homer will win because the employer breached Homer's expectation of privacy in the workplace.

Homer will win if the employer breached Homer's expectation of privacy in the workplace.

Homer will win if the employer breached a reasonable expectation of privacy in the workplace.

Homer will not win.

Question 610pts

Mike was preparing to marry for a second time.His first marriage had ended in divorce, and while he still had a great relationship with his two children from the first marriage, his new bride wanted to have children of her own.Mike consulted with his employer's H.R. office to see about using Family and Medical Leave Act provisions to take time off for the reversal of his vasectomy so that he could father children again.

When Mike's wedding day was near, many fellow employees signed a congratulatory card for Mike and his bride.Bob, one of the H.R. employees who knew about the vasectomy reversal surgery because of Mike's consultation with H.R., wrote "Congratulations, Mike!Now let's get busy and make that vasectomy reversal worth the money!"The only people who saw Bob's message were a couple of other employees plus Mike's fiance.

If Mike is upset about this message from Bob, will the employer be liable for a violation of Mike's privacy?

Group of answer choices

No.This was not a public disclosure.

No, unless Bob's disclosure would be highly offensive to Mike.

Yes, if Bob's disclosure in the card would be highly offensive to a reasonable person.

Yes.

Question 710pts

Mike was very upset that Bob from the H.R. department had commented about his vasectomy reversal on the congratulatory card Bob signed for Mike's wedding.To cool Mike down a little, Bob spoke to Mike, saying "Look, Mike.I'm sorry you were upset by my comment, and maybe it was dumb of me.But keep in mind that all your medical information is kept in the same personnel folder with your annual paperwork for your 401-k, for your charitable donations, and your vacation requests.It's not like your medical information is all that secret."

Which of the following is most correct?

Group of answer choices

Bob is correct.The medical information Mike provided is accessible to any person who has access to Mike's personnel folder and Mike made the vasectomy reversal information available when he asked for time off for the surgery.

Bob is partially correct.While the medical and other information is kept in Mike's personnel folder, usually only the H.R. employees have access to the files - not 'any person'.

Bob is partially incorrect.Mike's personnel records are accessible only to H.R. employees with a 'need to know' something contained in the general personnel file that contains Mike's financial, general and medical information.

Bob is incorrect.Employers must keep employee medical information in a location apart from other personnel records and treat it as a confidential medical record.

Question 810pts

An employee of the college was responsible for collecting payments from faculty and students for parking lot passes each semester.The employee's work station is similar to a bank lobby or a fast food restaurant, where customers wanting parking lot passes come to the counter and purchase the passes either for cash or a credit card payment.The employee is relatively new and has been through the annual training that tells every employee that college facilities open to the public are usually subject to observation by hidden cameras.The college had installed the cameras so that if the financial area was robbed, the robber would be visible on the video.In this case, though, the video disclosed that the employee had been handing out parking passes to some people and putting the money in her pocket, not in the cash drawer.

The employee was fired, and she responded that the video is inadmissible to prove her theft because she was not aware of the fact that she was on camera in her job. She threatened to sue for invasion of privacy, too.

Which of the following is most correct?

Group of answer choices

Management has the right to observe electronically anything that it could observe with the naked eye by being there in person.

Management has the right to observe electronically, but because she was not notified that this would occur, the video evidence is not admissible to support her discharge.

The employee was subject to an intrusion into her privacy and the college is liable for videotaping her, whether or not she is notified.

Because she has not received the annual training yet, she is not responsible for any behavior that is addressed in that training, including improper handling of money.

Question 910pts

Marie had worked in the office for several years, and often worked through her lunch hour and after her work day ended.She would do what it took to get the work done on time.Her new supervisor, Mark, seemed nice enough, so she was shocked when Mark commented that he hoped her son was feeling better now.Her son had been sick and she had talked to the sick boy on her company phone a few times during the past couple of days.When she pressed Mark to explain how he knew that her son had been sick, Mark explained that because Marie's work involved talking with customers and others on the phone, her conversations were randomly monitored by Mark. "Not often, Marie - just enough to provide a sample of conversations that proves that you are doing what we all know - serving your customers with exceptional skill and courtesy!"

Marie was very upset and wondered if this violated her privacy rights in the workplace.

Which of the following is most correct?

Group of answer choices

Mark is entitled to monitor her business calls, but by hearing that her son was sick, Mark demonstrated that he was listening in on her personal calls, which is not allowed.

Mark is entitled to monitor her business calls, but when he is listening to her call and determines that it is a personal call he must hang up.

Mark is entitled to monitor her business calls, but only if he notifies her in advance that this may occur from time to time.

Mark, as her supervisor, is not entitled to listen to her calls.That can only be done by an independent quality assurance employee who is not otherwise associated with either the supervisor or the employee.

Question 1010pts

Charles was one of three employees who had access to some very sensitive computer-based data that was discovered to have been copied without permission.The data could provide a competitor with significant business advantage over the company, and the company suspected that one of the three was engaged in selling the information.The three were called into a conference room, then each placed in separate rooms.They were told that they were the employees with access to the data, and that someone had copied it.Security personnel were placed at the door to each of the three rooms, and the employees were each questioned separately by various managers and investigators.After six hours, the employees were told they could go home and report back to work as usual the next day.

Which of the following is most correct?

Group of answer choices

The use of security personnel at the doors of the rooms containing the employees tends to make the employer liable for claims by the employees.

Keeping the employees in the rooms for six hours tends to make the employer liable for claims by the employees.

Both A and B are true.

Neither A nor B are true.