$1)$Please answer the question: Although there are some narrow exceptions to this general rule, when federal and state law conflict, federal law prevails. This is known as $\_\_\_\_\_\_\_\_(***$ please choose the correct option A$-$D$)$

A$)$the Supremacy Clause

B$)$the Rule of Four

C$)$the right to appeal

D$)$precedent

$2)$ Please answer the question: In order to be successful in a hostile work environment claim, the plaintiff must show that the conduct in question was unwelcome, was based on a protected characteristic, affected the employee's work performance, was $\_\_\_\_\_\_\_\_\_\_\_$enough to create an intimidating, hostile, or abusive work environment, and that the employer knew or should have known about the conduct and failed to take appropriate corrective action $(***$ please choose the correct option A$-$D$)$

A$)$outrageous and offensive

B$)$racist and sexist

C$)$severe or pervasive

D$)$All of these

$3)$ Please answer the question: The EEOC $4/5$ rule states that $(***$ please choose the correct option A$-$E$)$

A$)$the selection rate for any protected group that is less $4/5$ths of the selection B$)$rate for the group with the highest selection rate may indicate potential discrimination and warrant further investigation.

C$)$the selection rate for any protected group must be exactly $4/5$ of the selection rate for the group with the highest selection rate or it is illegal.

D$)$employers must hire at least $4/5$ of applicants from each protected group and provide documentary evidence that is has met this quota.

E$)$None of these are correct.

$4)$ Please answer the question True or False: An employee can collect worker's compensation benefits even if the work accident was the employee's fault $(***$ Please choose if it is True or False$)$

$5)$Please answer the question: Which of the following is NOT a requirement under the Immigration Reform and Control Act $($IRCA$)$ for verifying employment eligibility? $(***$ please choose the correct option A$-$D$)$

A$)$Employers must verify the identity and employment authorization of employees using acceptable documents.

B$)$Employers must retain completed Form I$-9$ for three years after the date of hire or one year after the date employment ends, whichever is later.

C$)$Employers must not discriminate against individuals based on national origin, citizenship status, or immigration status.

D$)$All of the above things are requirements.

$6)$Please answer the question: In order to be successful in a sexual harassment claim, the plaintiff must show that the conduct was unwelcome, based on sex, severe or pervasive, affected the $\_\_\_\_\_\_\_\_\_,$ and that the employer knew or should have known about the conduct and failed to take appropriate corrective action $(***$ please choose the correct option A$-$D$)$

A$)$Affirmative Action goals of the employer

B$)$shareholder$\text{'}$s profits

C$)$employee$\text{'}$s physical, mental, and occupational health

D$)$employee$\text{'}$s work performance or environment

$7)$ Please answer the question: The Lilly Ledbetter Fair Pay Act of $2009$ amends Title VII of the Civil Rights Act of $1964$ and seeks to address the pay gap and eliminate pay disparities between men and women in the workplace. The most groundbreaking part of the Lily Ledbetter Act, at least according to most historians and political scientists, is that $(***$ please choose the correct option A$-$D$)$

A$)$it specifies that each discriminatorily low paycheck is a separate legal violation that restarts the statute of limitations period.

B$)$it mandates that all males and females in a workplace be paid the exact same amount, regardless of the industry or job description.

C$)$it is the very first law in United States history to provide employment rights for women in both large and small company settings.

D$)$None of the above.

$8)$ Please answer the question True or False: States are allowed to have a minimum wage that is lower than the federal minimum wage $(***$ Please choose if it is True or False$)$