$8)$ Please answer the question: Joe works at ABC Kitchen Construction as a cabinet painter. His main task is painting ABC's custom$-$made cabinets. Joe performs this task at the ABC factory in a separate room that has been set aside for painting, and he uses all of his own equipment, including a custom$-$blended paint that he purchases on his own. His arrangement with the owners allows him to arrive and leave when he wants, as long as he meets project deadlines in a timely fashion. Joe gets paid after he completes each cabinet$-$painting project and receives no benefits. Joe completes $5-6$ projects per year. The ABC owners are nice enough to allow him to use their painting room to do work for his other customers, as long as his ABC jobs are done on time, which is not a frequent problem because Joe doesn't usually have time for other work, unless ABC has downtime between customers. What is the best title for Joe's work relationship with ABC? $(***$ please choose the correct option A$-$D$)$

A$)$independent contractor

B$)$intern

C$)$consultant

D$)$employee

$9)$Please answer the question True or False: The Pregnancy Discrimination Act prohibits employers from discriminating against employees on the basis of pregnancy, childbirth, or related medical conditions $(***$ Please choose if it is True or False$)$

$10)$ Please answer the question: We know the difference between at$-$will employees and employees who have a contract with their employers. We also know that, generally speaking, an employer can fire an at$-$will employee for $"$no reason" but not for an "illegal reason", like racism, sexism, homophobia, or another discriminatory basis. What other "illegal reasons" are there for firing at$-$will employees? $(***$ please choose the correct option A$-$D$)$

A$)$For refusing to engage in illegal activity

B$)$For reporting illegal employer behavior $($whistleblowing$)$

C$)$For exercising a legal right

D$)$All of the above.

$11)$ 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.

$12)$ Please answer the question True or False: When analyzing a law that treats individuals differently based on race and$/$or national origin, the Supreme Court will use "strict scrutiny" $(***$ Please choose if it is True or False$)$

$13)$ Please answer the question: Disparate $\_\_\_\_\_\_\_$ occurs when an individual is treated less favorably than others because of their membership in a protected class, such as race, gender, age, religion, or disability. This form of discrimination involves intentional actions or policies that directly target specific individuals or groups based on their protected characteristics that $(***$ please choose the correct option A$-$D$)$

A$)$impact

B$)$accommodations

C$)$pretext

D$)$treatment

$14)$ Please answer the question: Which of the following scenarios is a legitimate example of a Bona Fide Occupational Qualification $($BFOQ$)?(***$ please choose the correct option A$-$D$)$

A$)$A luxury hotel specifying that all front desk staff must be female.

B$)$A retail store hiring only employees of a specific race for customer$-$facing roles.

C$)$A tech company requiring all software engineers to be under $30$ years old.

D$)$A Catholic school requiring religious teachers to be members of the Catholic faith.

$15)$ Please answer the question: The EEOC $4/5$ rule states that $(***$ please choose the correct option A$-$D$)$

A$)$only $4/5$ of managerial positions can be held by white heterosexual males over the age of $30,$ unless no other applicants applied for those roles.

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

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