Must try to find insurance on her own or try to find another job with health insurance benefits.
Is protected under COBRA, which allows her continued health insurance coverage for 18 months as long as she pays the cost.
Is protected under COBRA, which requires her employer to continue her health insurance coverage for six months under whatever copayment arrangements she had while she was employed.
Has some protection under the NLRA, which requires her employer to pay for continued health insurance for three months following her termination if she did not leave the company voluntarily.
Lose, as the weight requirement seems like a reasonable occupational requirement.
Lose, as the 160-pound requirement doesn't discriminate.
Win, as the weight requirement is discriminatory and doesn't appear necessary for the requirement of lifting 100 pounds.
Win, as the employer specifically cannot have a weight requirement.
Jim cannot recover if it is shown that his negligent conduct caused the explosion.
Jim cannot recover if it is shown that he violated the express regulations of his employer.
Workers' compensation doesn't apply in situations like this.
Jim can recover even if he was negligent and violated the employer's rules.
The company has wrongfully fired Roxanne and is liable to her for damages.
The company would be liable to Roxanne only if there is a state statute prohibiting employers from passing such job-related requirements.
The company is not liable to Roxanne since the nonsmoking requirement is reasonable given the high cost of treating smoking-related illness.
The company is not liable to Roxanne since the United States Supreme Court has expressly ruled such a company policy does not violate the worker's right to privacy.
It is much easier for the government, as an employer, to test an employee for drugs or alcohol than it is for a private employer.
Generally speaking, in most states, it is easier for a private employer than the government to test an employee for drugs or alcohol.
Neither the government nor private employers may test employees for drugs or alcohol.
Both the government and private employers may test employees for drugs or alcohol without restriction.
The Sherman Act.
The Norris-LaGuardia Act.
The National Labor Relations Act.
Labor-Management Relations Act.
Diane, a shoe salesperson for a retail store.
Tim, a real estate broker for a large real estate company.
Craig, a telephone marketing employee.
All the above.
Yes, under the equal dignities rule.
Yes, provided the agent discloses to both principals that she is representing both persons and the principals agree to the dual relationship.
No, dual agency relationships are per se illegal.
No, this would be power coupled with an interest.
Consent of the parties to act as agent or principal.
Control of principal over agent's conduct.
Yes. The bracelet was given to Janet personally and intended for her.
Yes, but only if she discloses the gift to Esday and Esday consents to her keeping the bracelet.
No. An agent is not allowed under any circumstances to personally profit as a result of the agency relationship.
No. The bracelet is regarded as an unfair trade practice and violates antitrust law.
Nikki has not breached a fiduciary duty to HBR since her consulting is done after her work for HBR.
Nikki has not breached a fiduciary duty to HBR since her behavior does not reflect badly on the accounting firm.
Nikki has not breached a fiduciary duty to HBR since Nikki has a contractual relationship with her clients, not her employer.
Nikki has breached a fiduciary duty to HBR since she is competing with HBR.
The contract is void since the agency terminated May 29.
The contract is valid since the agency’s purpose was achieved before Jenna was notified of Mrs. O'Leary's death.
The contract is voidable at the option of Mrs. O'Leary's estate.
The contract is voidable at the option of Brandon.
Yes. An at-will employee does not have a legal right to claim wrongful discharge of employment.
Yes. As an employee, Megan owes a duty of loyalty to her employer. If the company was found to have acted illegally by falsifying the reports, it (not Megan) would be liable.
No. Even though Megan was an at-will employee, such employees may not be fired without just cause.
No. Though at-will employees do not have extensive rights relative to job security, they may not be legally fired for refusing to perform an illegal act.
Vicy has committed an unfair labor practice. Vicy must remain neutral during the organizing drive.
Vicy has committed an unfair labor practice. The bulletin constitutes outrageous interference with the union organizing campaign.
Vicy has not committed an unfair labor practice. An employer may vigorously present anti-union views to its employees.
Whether Vicy has committed an unfair labor practice depends on whether the bulletin was approved by the NLRB.
Yes, but only if expressly authorized by state law.
Yes, but only if expressly authorized by the National Labor Relations Board.
The NLRB had to be convinced that the employer's interference with the union's attempt to organize the workers was outrageous.
The NLRB has the authority to waive the requirement of a union election if it believes the employer has shown anti-union bias.
The NLRB may waive an election if the employer has distributed written materials stating it is opposed to a union.
None of the above.
The union has a legal right to inspect the financial records of the company to verify that the employer cannot pay the proposed wage increase.
It is an unfair labor practice if the employer claims it cannot pay the higher wages but refuses to allow the union to inspect its financial records.
Both of the above are correct.
None of the above.
The employer is correct. The union must either strike or work—it cannot alternate between working and striking.
The employer is correct only if the union does not state the specific hours or days workers will be off the job. The law requires the union to provide the employer with at least seven days' notice of when workers will be off the job.
The employer is not correct since the NLRA expressly states workers have a right to engage in a partial strike.
Whether the employer is correct depends on state law.
Entitled to get their jobs back.
Not entitled to get their jobs back.
Entitled to get their jobs back but only as they become available.
Limited liability company.
Subchapter "S" corporation.
A general partnership.
A limited partnership.
Two sole proprietorships.
Frank has a right to take over for his father in the partnership.
Frank is entitled to the value of his father’s interest in the partnership, but not to become a full partner.
Frank has no rights to his father's partnership interest.
None of the above.
Jill has no potential liability to the customer.
Jill can be held personally liable to the customer since she is a partner.
Jill can only be liable to the amount of her investment.
Jill is personally liable, but the woman must first collect from the general partners before collecting from Jill.
Limited liability company.
An S corporation.
A C corporation.
A closely held corporation.
The washer, dryer, and furnace are all fixtures.
The furnace is a fixture, but the washer and dryer are not.
The washer and dryer are fixtures, but the furnace is not.
The furnace and the washer are fixtures, but the dryer is not.
Establish the rights between the grantor and the grantee.
Assure the grantee that a transfer of real property is now complete.
Establish the type of deed granted (i.e. warranty deed, special warranty deed, or quitclaim deed).
Put the rest of the world on notice that the transaction occurred between the grantor and the grantee.