LET 6e-TB-Ch17

27
CHAPTER 17: EMPLOYMENT, IMMIGRATION, AND LABOR LAW
Chapter 17
Employment, Immigration,
and Labor Law
TRUE/FALSE QUESTIONS
1.
There are no exceptions to the employment-at-will doctrine.

ANSWER: F
NAT: AACSB Analytic
2.
PAGE:
567
AICPA Legal
TYPE:
PAGE:
568
AICPA Legal
TYPE:
Firing a worker who refuses to perform an illegal act violates public

policy.
ANSWER: T
NAT: AACSB Analytic
5.
TYPE:
The whistleblower doctrine protects employers from workers

disclosure of the employers wrongdoing.
ANSWER: F
NAT: AACSB Analytic
4.
567
AICPA Legal
An oral promise that an employer makes to employees regarding

discharge policy may be considered part of an implied contract.
ANSWER: T
NAT: AACSB Analytic
3.
PAGE:
PAGE:
568
AICPA Legal
TYPE:
Children under fourteen years of age cannot work in hazardous

occupations.
ANSWER: T
NAT: AACSB Analytic
PAGE:
569
AICPA Legal
TYPE:
28
6.
UNIT THREE: BUSINESS AND EMPLOYMENT
Federal wage-hour laws cover all employers engaged in interstate

commerce.
ANSWER: T
NAT: AACSB Analytic
PAGE:
569
AICPA Legal
TYPE:
29
7.
All employees are entitled to overtime pay.

ANSWER: F
NAT: AACSB Analytic
8.
570
AICPA Legal
TYPE:
PAGE:
574
AICPA Legal
TYPE:
PAGE:
575
AICPA Legal
TYPE:
PAGE:
575
AICPA Legal
TYPE:
The basis for contributions to help pay for an employees loss of

income on retirement is the employees annual wage base.
ANSWER: T
NAT: AACSB Analytic
13.
PAGE:
An employee who receives workers compensation can maintain a

suit against the employer for negligence.
ANSWER: F
NAT: AACSB Analytic
12.
To recover workers compensation, an employee must prove that an

injury was the fault of the employer.
ANSWER: F
NAT: AACSB Analytic
11.
TYPE:
Employers who willfully violate safety regulations can be prosecuted

under state criminal laws.
ANSWER: T
NAT: AACSB Analytic
10.
570
AICPA Legal
Under federal law, the term wages includes only a set amount of pay
expressed in dollars.
ANSWER: F
NAT: AACSB Analytic
9.
PAGE:
PAGE:
575
AICPA Legal
TYPE:
Employers who provide pension plans for retired workers must

comply with certain standards in how the pension funds are
invested.
ANSWER: T
NAT: AACSB Analytic
PAGE:
576
AICPA Legal
TYPE:
30
14.
Most employees can continue the group health benefits provided by

their employers for a limited period of time after the loss of
employment.
ANSWER: T
NAT: AACSB Analytic
15.
578
AICPA Legal
TYPE:
PAGE:
581
AICPA Legal
TYPE:
PAGE:
582
AICPA Legal
TYPE:
PAGE:
586
AICPA Legal
TYPE:
Good faith is not a defense to a charge that an employer fails to

possess certain paperwork with respect to its employees.
ANSWER: T
NAT: AACSB Analytic
20.
PAGE:
An employer may hire an illegal immigrant if the employer files a

special form.
ANSWER: F
NAT: AACSB Analytic
19.
Generally, an employers monitoring of electronic communications in

the workplace does not violate employees privacy rights.
ANSWER: T
NAT: AACSB Analytic
18.
TYPE:
No employee has a reasonable expectation of privacy in the

workplace.
ANSWER: F
NAT: AACSB Analytic
17.
577
AICPA Legal
Certain employers must provide their employees with up to twelve

weeks of family or medical leave during any twelve-month period.
ANSWER: T
NAT: AACSB Analytic
16.
PAGE:
PAGE:
586
AICPA Legal
TYPE:
An employee is the party legally responsible for any problems in

verifying his or her identity and eligibility to work in the United
States.
ANSWER: F
NAT: AACSB Analytic
PAGE:
586
AICPA Legal
TYPE:
31
21.
An employer must verify documents establishing a prospective

workers identity and eligibility to work in the United States.
ANSWER: T
NAT: AACSB Analytic
22.
590
AICPA Legal
TYPE:
PAGE:
590
AICPA Legal
TYPE:
PAGE:
591
AICPA Legal
TYPE:
PAGE:
592
AICPA Legal
TYPE:
An employer can refuse to bargain collectively with an elected

employee representative.
ANSWER: F
NAT: AACSB Analytic
27.
PAGE:
To hire noncitizen workers from other countries, an employer must

first complete a labor certification process.
ANSWER: T
NAT: AACSB Analytic
26.
A company seeking to hire a noncitizen worker may do so if the

worker is self-authorized.
ANSWER: T
NAT: AACSB Analytic
25.
TYPE:
In general, the state governments enforce the current immigration

laws.
ANSWER: F
NAT: AACSB Analytic
24.
586
AICPA Legal
Criminal penalties apply to employers who engage in a pattern or

practice of immigration law violations.
ANSWER: T
NAT: AACSB Analytic
23.
PAGE:
PAGE:
593
AICPA Legal
TYPE:
It is an unfair employer practice to discriminate against an employee

on the basis of union affiliation.
ANSWER: T
NAT: AACSB Analytic
PAGE:
593
AICPA Legal
TYPE:
32
28.
Federal labor law protects employees right to strike.

ANSWER: T
NAT: AACSB Analytic
29.
593
AICPA Legal
Requiring union membership as a condition

employment is illegal in twenty-three states.
ANSWER: T
NAT: AACSB Analytic
30.
PAGE:
PAGE:
594
AICPA Legal
TYPE:
of
TYPE:
N
continued
N
The law guarantees union members higher wages than nonunion

workers.
ANSWER: F
NAT: AACSB Analytic
PAGE:
594
AICPA Legal
TYPE:
33
31.
Unions must report on their activities to their members.

ANSWER: T
NAT: AACSB Analytic
32.
PAGE:
595
AICPA Legal
TYPE:
PAGE:
597
AICPA Legal
TYPE:
An employer may not hire permanent substitute workers to replace

strikers.
ANSWER: F
NAT: AACSB Analytic
35.
TYPE:
A strike occurs when unionized workers leave their jobs and refuse to
work.
ANSWER: T
NAT: AACSB Analytic
34.
594
AICPA Legal
A union obtains authorization cards from a majority of workers to

justify an election among the workers for unionization.
ANSWER: T
NAT: AACSB Analytic
33.
PAGE:
PAGE:
598
AICPA Legal
TYPE:
An employer may hire temporary substitute workers to replace

strikers.
ANSWER: T
NAT: AACSB Analytic
PAGE:
598
AICPA Legal
TYPE:
MULTIPLE CHOICE QUESTIONS

1.
Myron is an employee of Nero. Either party can terminate the

employment relationship at any time for any reason without liability.
With respect to the employment-at-will doctrine, this is
a.
b.
c.
d.
an
an
an
an
example of the doctrine.

exception based on contract theory.
exception based on public policy.
exception based on tort theory.
ANSWER: A
PAGE:
567
NAT: AACSB Reflective AICPA Legal
TYPE:
34
35
2.
Thalia is an employee of Universal Insurance Company. Universals

employee manual states that workers will be dismissed only for good
cause. With respect to the employment-at-will doctrine, this is
a.
b.
c.
d.
an
an
an
an

ANSWER: B
PAGE:
567
3.
Fresh Foods liability for damages.

Gregors deportation under the Immigration Act.
discontinuance of Gregors health-plan coverage.
monitoring Fresh Foods communications for privacy violations.
ANSWER: A
PAGE:
567
TYPE:
Nita works as an employee for Optimal Sales Corporation. To protect

Nita and other employees from arbitrary discharge, courts have
created exceptions to the employment-at-will doctrine based on
a.
b.
c.
d.
an implied agency theory.

a public policy theory.
a standard operating agreement theory.
a fair and balanced theory.
ANSWER: B
PAGE:
568
5.
Fresh Food Packaging Company employs workers, including Gregor,

at six locations in two states. Fresh Foods discharge of Gregor
outside the terms of an employment contract may result in
a.
b.
c.
d.
4.
TYPE:
TYPE:
Lena offers Miguel a job, representing falsely that it will be long

term. In reliance, Miguel takes the job but is laid off shortly
thereafter and successfully sues Lena for fraud. With respect to the
employment-at-will doctrine, this is
a.
b.
an example of the doctrine.

an exception based on contract theory.
36
c.
d.
an exception based on public policy.

an exception based on tort theory.
ANSWER: D
PAGE:
568
TYPE:
37
6.
Lyra is an employee of Micro Brewing Company. Micro fires Lyra on

the basis of her gender, which violates a clear expression in a
statute that does not cover Micro only because Micro has too few
employees. Lyra successfully sues Micro for wrongful discharge on
this basis, however. With respect to the employment-at-will doctrine,
this is
a.
b.
c.
d.
an
an
an
an

ANSWER: C
PAGE:
568
7.
an
an
an
an

ANSWER: C
PAGE:
568
TYPE:
Uri is an employee of Verity Security Services. For Uri to obtain the

benefits of federal wage-hour requirements, Verity must be engaged
in
a.
b.
c.
d.
business activity.
employment at will.
international commerce.
interstate commerce.
ANSWER: D
PAGE:
569
9.
Flem is an employee of Glo Goods, Inc. Flem reports to state officials

that Glo is illegally shipping unsafe goods to unsuspecting
customers. When Glo learns of Flems report, Glo fires him. He
successfully sues Glo for wrongful discharge. With respect to the
employment-at-will doctrine, this is
a.
b.
c.
d.
8.
TYPE:
TYPE:
Bunky is seventeen years old. Under the Fair Labor Standards Act,
Bunky cannot work
38
a.
b.
c.
d.
during school hours.

in a hazardous occupation.
more than eighteen hours per week.
without a special permit.
ANSWER: B
PAGE:
569
TYPE:
39
10.
Cash is an employee of Drowsy Resort, Inc., covered by federal

overtime provisions, which apply only after an employee has worked
more than
a.
b.
c.
d.
eight hours in a day.

forty hours in a week.
160 hours in a month.
one year for the same employer.
ANSWER: B
PAGE:
570
11.
lodging and meals.

lodging only.
meals only.
neither lodging nor meals.
ANSWER: A
PAGE:
570
TYPE:
Eduardo is an employee of Free-Flo Plumbing Corporation. With

respect to the workplace, under federal health and safety statutes,
Free-Flo has
a.
b.
c.
d.
a general duty to keep it safe and to meet specific standards.

no general duty to keep it safe but must meet specific
standards.
no general duty to keep it safe or to meet specific standards.
only a general duty to keep it safe.
ANSWER: A
PAGE:
573
13.
Super Sales Corporation provides Tyrone and other salespersons with

meals and lodging when they are on the road. Under federal law, the
term wages may include, besides pay, the reasonable cost to
Standard of furnishing Tyrone with
a.
b.
c.
d.
12.
TYPE:
TYPE:
Hoppy, who works as an employee for Imperial Power Corporation,

suffers an injury in an accident. Hoppy may be compensated under
state workers compensation laws
a.
only if the injury occurred during working hours.
40
b.
c.
d.
only if the injury occurred off the job.

only if the injury occurred on the job.
whenever and wherever the injury occurred.
ANSWER: C
PAGE:
575
14.
eleven or more employees.

twenty-one or more employees.
thirty-one or more employees.
fifty-one or more employees.
ANSWER: A
PAGE:
575
TYPE:
Recycled & Disposed Waste, Inc. (R&D), lays off fifty of its five
hundred workers, including Sven. R&D can eliminate Svens medical
insurance coverage
a.
b.
c.
d.
if R&D changes its group insurer.

if R&D completely eliminates its group benefit plan.
if Sven files a suit against R&D for wrongful discharge.
under any circumstances.
ANSWER: B
PAGE:
577
16.
Heavy Hydraulics Corporation has a staff of ten, which will increase

to fifty if it obtains a certain contract. Employers are required to keep
occupational injury and illness records for each employee if the
employers have
a.
b.
c.
d.
15.
TYPE:
TYPE:
Machine Operations, Inc. (MO) employs four hundred workers at

three locations in three states. Workers who do not have a right to
continue group health benefits provided by MO for a limited time
after the loss of their jobs include those who
a.
b.
c.
d.
are fired for gross misconduct.

are laid off for budgetary reasons.
have their hours decreased from full-time to part-time.
quit their jobs voluntarily.
ANSWER:
PAGE:
577
TYPE:
41
42
17.
Holly takes temporary leave from her job at Interstate Trucking

Company to care for her new baby. When she attempts to return to
work, Interstate refuses to reinstate her. Under the Family and
Medical Leave Act, Holly may be entitled to
a.
b.
c.
d.
damages only.
damages or job reinstatement only.
double damages, job reinstatement, a promotion, and more.
nothing.
ANSWER: C
PAGE:
581
18.
drug tests.
electronic monitoring of business communications.
genetic tests.
lie-detector tests.
ANSWER: D
PAGE:
583
TYPE:
Lee works as an employee for Maximum Industries, Inc., a private

employer. Maximum announces that it will start random drug testing
of its employees. If Lee resists this policy, he may look for protection
under
a.
b.
c.
d.
a federal administrative agency rule.

a state constitution or statute.
the U.S. Constitution.
all of the choices.
ANSWER: B
PAGE:
584
20.
Tedium Accounting Corporation, a private employer, handles

bookkeeping for small employers. In most circumstances, with
exceptions, federal law clearly prohibits Tedium from subjecting its
employees to
a.
b.
c.
d.
19.
TYPE:
TYPE:
Fruits & Vegetables, Inc., employs hundreds of seasonal and

permanent workers, both skilled and unskilled, in seven states. Fruits
& Vegetables can hire illegal immigrants
a.
if either the employer or the immigrants file special forms.
43
b.
c.
d.
only if the employer files a special form.

only if the immigrants file special forms.
under no circumstances.
ANSWER: D
PAGE:
585
TYPE:
44
21.
Southwestern Foods Corporation operates a packaging plant near the

border between the United States and Mexico. Due to the location, it would
be easier for Southwestern to employ noncitizens. It is legal for a U.S.
employer to
a.
b.
c.
d.
hire persons not authorized to work in the United States.

recruit persons not authorized to work in the United States.
refer for a fee persons not authorized to work in the United States.
none of the choices.
ANSWER: D
PAGE:
585
22.
excluding contractors and day workers.

excluding contractors but including day workers.
excluding day workers but including contractors.
including contractors and day workers.
ANSWER: D
PAGE:
586
TYPE:
Hu, Ivan, and Juana apply to work for King Meatpacking Company. These
individuals identities and eligibility to work must be verified by
a.
b.
c.
d.
the
the
the
the
employer.
individuals.
individuals countries of origin.
U.S. Citizenship and Immigration Services.
ANSWER: A
PAGE:
586
24.
Mineral Mining Corporation is a U.S. employer. Mineral, and other U.S.

employers, must perform I-9 verifications for new hires who work under
the employers direct supervision
a.
b.
c.
d.
23.
TYPE:
TYPE:
Unity Production Company is suspected of employing illegal immigrants.

The government conducts random compliance audits and other
enforcement measures against those who might violate immigration laws
through
a.
b.
CIS.
H1-B.
45
c.
d.
ICE.
RICO.
ANSWER: C
PAGE:
586
25.
no current law.
the Immigration Act of 1990.
the Immigration Reform and Control Act of 1986.
the McCarran-Walter Act of 1952.
ANSWER: A
PAGE:
587
a subpoena and a warrant.

a subpoena or a warrant, but not both.
not a subpoena, a warrant, or the employers consent.
the employers consent.
ANSWER: C
PAGE:
587
TYPE:
Socrates Software Corporation wants to hire Tomas, a noncitizen. To hire

Tomas, Socrates must petition
a.
b.
c.
d.
CIS.
H1-B.
ICE.
RICO.
ANSWER: A
PAGE:
590
28.
TYPE:
Seafood Canning Corporation keeps a file of I-9 verifications forms. To

inspect this file, the appropriate government officer must obtain
a.
b.
c.
d.
27.
Sol believes that he has suffered as a result of Tom Turkey Processing,

Inc.s hiring of illegal immigrants. Sol has a direct cause of action against
Tom Turkey under
a.
b.
c.
d.
26.
TYPE:
TYPE:
General Auto Corporation, a U.S. employer, may hire Hilo, a noncitizen, if

Hilo is
46
a.
b.
c.
d.
a lawful permanent resident of the United States.

an unlawful but hopefully permanent resident in the United States.
an unlawful but only temporary resident in the United States.
any of the choices.
ANSWER: A
PAGE:
591
29.
a
a
a
a
person
person
person
person
of ethnic similarity to the employers workforce.

of extraordinary ability.
of ordinary ability and ambition.
with an extraordinary work ethic.
ANSWER: B
PAGE:
592
TYPE:
Gus is an employee of Harden Steel Company. Under federal labor

law, Gus and other employees have the right to
a.
b.
c.
d.
bargain collectively with Harden through their representatives.

insist that Harden require union membership as a condition of
work.
interfere with the efforts of others to form labor organizations.
refuse to bargain with Harden through their representatives.
ANSWER: A
PAGE:
593
31.
Detailed Designs Company, an architectural firm, wants to hire Eduardo, a

noncitizen. A temporary work visa is most likely to be set aside for a
noncitizen who is
a.
b.
c.
d.
30.
TYPE:
TYPE:
Harde Work, Inc., employs 2,000 workers, of whom half are members
of Industrial Employees Union (IEU). LaZee Daze Company employs
1,000 workers, of whom none are union members. A hot-cargo
agreement would be an agreement between Harde and
a.
b.
c.
d.
Hardes employees if the agreement covers

dangerous substances.
IEU to boycott non-union products.
LaZee Daze to boycott a product.
LaZee Daze to refuse to hire IEU employees.
ANSWER:
PAGE:
594
TYPE:
handling
47

32.
Employees at Energy Resource Industries, Inc., want to form into a

single union. To constitute an appropriate bargaining unit, a group of
workers must have
a.
b.
c.
d.
a mutuality of interest.
at least one member of management willing to join the union.
a variety of job skills and qualifications.
geographical disparity.
ANSWER: A
PAGE:
595
TYPE:
48
33.
BioGene Corporation learns that several employees are attempting

to persuade other employees to support a union as their
representative. BioGene may
a.
b.
c.
d.
discharge the unionizers after a union election.

discharge the unionizers before a union election.
discipline employees who accept pamphlets from, or listen to,
the unionizers.
limit union solicitation on BioGenes premises.
ANSWER: D
PAGE:
595
34.
Restaurant Employees Union is engaged in collective bargaining with

Seaside Seafood Dining, Inc. The employer would show bad faith by
a.
b.
c.
d.
compromising on particular issues.

constantly shifting positions on disputed contract terms.
not discussing union positions with employees.
sending only bargainers who have authority to commit to a
contract.
ANSWER: B
PAGE:
596
35.
TYPE:
TYPE:
Boz, a clerk for a Cheezy Burger, Inc., restaurant goes out on strike
with the other employees. After the strike, Boz must be given his job
back if there is still work at the restaurant and the strike was
a.
b.
c.
d.
a lawful economic strike.

an excuse for a few days off.
an unustified strike.
an unlawful practice strike.
ANSWER: A
PAGE:
598
TYPE:
ESSAY QUESTIONS
1.
Borealis Power Company is subject to mandatory workers

compensation laws in the states in which it does business. Chad and
Dex work for Borealis as part of a crew that travels to remote
49
locations to repair downed power lines and other damaged

equipment. At a distant site, Chad is injured in an accident that is
entirely Dexs fault. Chad files a claim for workers compensation.
Should the claim be granted? What would be Borealiss best defense
against it?
ANSWER: Chads claim should probably be granted. Borealiss best
defense in this situation, as in all workers compensation cases, is
that Chads injury did not arise out of and in the course of
employment. That defense would not likely be successful here,
however. Under workers compensation laws, employers are strictly
liable without regard to whether or not they are at fault. Even if the
employer is not negligent, he or she is liable if an employees injury
arose out of and in the course of employment. Liability in this
context means that an injured employee is entitled to workers
compensation benefits for his or her injury. An injury must be workrelated, arising out of activity that is normal for the kind of job
involved. In the course of employment means that the employee
was either at work or performing work at a different location. That a
co-worker caused an injury to an employee does not block the employees recovery of workers compensation benefits. Also, although
an employee is not covered while driving to work from home, the
employee is covered while performing a work-related service at an
off-site location.
PAGES:
574575
TYPE: N
NAT: AACSB Reflective AICPA Decision Modeling
2.
Healthy Harvest Company runs a candy and fruit processing and

packaging plant. Most of Healthy Harvests business is done during
holiday seasons, especially between Halloween and New Years Day,
and in the spring. The company hires a large temporary workforce
during its busiest times. Occasionally, a position opens for an
individual with highly specialized skills, particularly to operate and
maintain the companys inventory and sales control systems. Can
Healthy Harvest hire noncitizens for its temporary, seasonal work?
Can the company hire a noncitizen with special skills for certain jobs?
If so, what procedures must the employer follow in both situations to
do this hiring? If not, how can Healthy Harvest be assured that it is
hiring only citizens?
ANSWER:
It is illegal to hire for work in the United States a
person who is not authorized to work here. Thus, under no
50
circumstances can an employer legally hire a noncitizen who is in the

United States unlawfully. But an employer may hire a noncitizen who
is a lawful permanent resident. The principal responsibility to verify
an individuals identity and eligibility to work rests with the
employer. The U.S. Citizenship and Immigration Services (CIS)
supplies a formForm I-9, Employment Eligibility Verificationthat
an employer must complete within three days of hiring an employee
(and retain for three years). An employer has some defenses against
alleged violations but is otherwise subject to penalties for illegally
employing noncitizens. Lawful permanent residency can be proved
by an I-531 Alien Registration Receipt, or green card. Subject to
certain strict requirements, an employer may apply for a green
card for a noncitizen. Persons who immigrate to the United States
to work include those with special skills, such as an individual who
might qualify to fill the job with Healthy Harvest in this question. To
hire such an individual who is not otherwise authorized to work here,
an employer must petition the CIS. The employer can obtain a visa
for a person to work in the United States in a highly qualified,
specialty occupation as part of the H-1B visa program.
PAGES:
585592
TYPE: N
NAT: AACSB Reflective AICPA Decision Modeling

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27

CHAPTER 17: EMPLOYMENT, IMMIGRATION, AND LABOR LAW

There are no exceptions to the employment-at-will doctrine.

Firing a worker who refuses to perform an illegal act violates public

The whistleblower doctrine protects employers from workers

An oral promise that an employer makes to employees regarding

Children under fourteen years of age cannot work in hazardous

UNIT THREE: BUSINESS AND EMPLOYMENT

Federal wage-hour laws cover all employers engaged in interstate

CHAPTER 17: EMPLOYMENT, IMMIGRATION, AND LABOR LAW

All employees are entitled to overtime pay.

The basis for contributions to help pay for an employees loss of

An employee who receives workers compensation can maintain a

To recover workers compensation, an employee must prove that an

Employers who willfully violate safety regulations can be prosecuted

Employers who provide pension plans for retired workers must

UNIT THREE: BUSINESS AND EMPLOYMENT

Most employees can continue the group health benefits provided by

Good faith is not a defense to a charge that an employer fails to

An employer may hire an illegal immigrant if the employer files a

Generally, an employers monitoring of electronic communications in

No employee has a reasonable expectation of privacy in the

Certain employers must provide their employees with up to twelve

An employee is the party legally responsible for any problems in

CHAPTER 17: EMPLOYMENT, IMMIGRATION, AND LABOR LAW

An employer must verify documents establishing a prospective

An employer can refuse to bargain collectively with an elected

To hire noncitizen workers from other countries, an employer must

A company seeking to hire a noncitizen worker may do so if the

In general, the state governments enforce the current immigration

Criminal penalties apply to employers who engage in a pattern or

It is an unfair employer practice to discriminate against an employee

UNIT THREE: BUSINESS AND EMPLOYMENT

Federal labor law protects employees right to strike.

Requiring union membership as a condition

The law guarantees union members higher wages than nonunion

CHAPTER 17: EMPLOYMENT, IMMIGRATION, AND LABOR LAW

Unions must report on their activities to their members.

An employer may not hire permanent substitute workers to replace

A union obtains authorization cards from a majority of workers to

An employer may hire temporary substitute workers to replace

MULTIPLE CHOICE QUESTIONS

Myron is an employee of Nero. Either party can terminate the

example of the doctrine.

UNIT THREE: BUSINESS AND EMPLOYMENT

CHAPTER 17: EMPLOYMENT, IMMIGRATION, AND LABOR LAW

Thalia is an employee of Universal Insurance Company. Universals

example of the doctrine.

Fresh Foods liability for damages.

Nita works as an employee for Optimal Sales Corporation. To protect

an implied agency theory.

Fresh Food Packaging Company employs workers, including Gregor,

Lena offers Miguel a job, representing falsely that it will be long

an example of the doctrine.

UNIT THREE: BUSINESS AND EMPLOYMENT

an exception based on public policy.

CHAPTER 17: EMPLOYMENT, IMMIGRATION, AND LABOR LAW

Lyra is an employee of Micro Brewing Company. Micro fires Lyra on

example of the doctrine.

example of the doctrine.

Uri is an employee of Verity Security Services. For Uri to obtain the

Flem is an employee of Glo Goods, Inc. Flem reports to state officials

UNIT THREE: BUSINESS AND EMPLOYMENT

during school hours.