this is business law and I really need help with these please !!

7. Acme's owner, a bom-again Christian, enacted a requirement in 2016 that new-hires must be Christians. Title VII requires covered employers to submit to the federal government detailed information on the race, color, religion, national origin, and sex of everyone who applies for a job, is or is not interviewed, and is or is not hired. 400 people have applied for employment with Acme since the requirement was enacted; 4% were rejected for stating no religious preference on the job application and 34% were rejected for listing a non-Christian preference. A group of rejected applicants filed a Title VII class action claiming the policy discriminates on religious grounds. The owner denied liability on these grounds: (1) the policy is non- discriminatory because it applies to all applicants; (2) being Christian is a BFOQ for employment at Acme; and (3) any discriminatory effect of the policy is statistically insignificant. What defense may succeed: (a) (L). (b) (2) (c) (3) (d) more than one, (e) none. 8. Acme's independent contractors are involved in plhysical labor so Acme does not retain them beyond age 60. Some contractors who lost their job complained to the EEOC based on the Age Discrimination in Employment Act (ADEA), Acme's defense is that (1) it is not covered by the act, and (2) even if it were covered, its independent contractors are not protected so its policy is permissible. What defense is valid: (a) (I), (b) (2), (c) both, (d) neither 9. Acme bad intended to send an experienced, knowledgeable woman named Jane to represent it in contract negotiations with a prospective overseas client until the client made it clear that, in its culture, women are not accepted in such a managerial position and it would take its business elsewhere unless Acme sent a male. True-False: This is a valid reason for Acme to choose a male as its representative, even if he is not as experienced or knowledgeable as Jane. 10. Acme policy forbids hiring applicants accused or convicted of crimes. According to the second part of the resume fraud article on TRACS, (a) the accused" part is illegal but the "couvicted" part is legal, (b) the reverse is true, (c) the "accused" part is legal but employers should assess whether the nature of the crime and when it occurred make an applicant unsuitable for the job they're seeking. (d) choice c is true except the accused" part is illegal, (e) employers may enact whatever policy they desire in these areas. 11. Sue complained to the EEOC that her manager was harassing her in violation of Title VII because she was born in Mexico. The EEOC investigated by contacting Acme management and discussing the matter and it issued her a "right to sue"letter. Two months later Sue was demoted to a position with less pay and duties. Acme claims this was due to poor performance; Sue claims it was retaliation for exercising ber legal right to complain about alleged discrimination Sue appears to have: (a) two causes of action, one for national-origin harassment and one for retaliation, and either can succeed even if the other doesn't: (b) choice a is true except that she can win ber retaliation claim only if she wins her national-origin claim; (c) only a retaliation claim because national-origin harassment is not a recognized cause of action, (d) no claim because neither retaliation nor national-origin harassment is a recognized cause of action