$8)$ Please answer the questions $($A & B$)$ based on the given scenario: a young woman applied to be a sales associate and makeup artist at a store like Sephora or Ulta. At her interview, she was dressed nicely, and her makeup and hair were impeccable. She had great references and soft skills at the interview. When she followed up with the manager, she was told that she didn't get the position because she didn't "have the right look". She is a plus sized woman and thinks she was rejected due to her weight. A$)$ What rights and remedies spelled out in Chapter $7$ textbook: Employment Law for Human Resource Practice, $7$th Edition, $(2024)$ David J$.$ Walsh.

should she pursue? B$)$ What is the likely outcome? NOTE: Please apply the correct elements to the facts of this case$).$

$9)$ What are the top $5$ tips the individual would have for a company writing an employee dress code, considering the language in bold on page $319$ textbook: Employment Law for Human Resource Practice, $7$th Edition, $(2024)$ David J$.$ Walsh? $(*$Bullet points or a list is fine$).$

$10)$ Please answer the question: What is not a recommendation from the textbook for employers when it comes to interviewing candidates? $(***$ please choose the correct option A$-$F$)$

A$)$ Maintain written documentation of interviews, particularly observations relied on in making decisions about candidates.

B$)$ Use multiple interviewers, preferably differing in race and sex.

C$)$ Give less preference to candidates who are nearing retirement age.

D$)$ Make interviews as standard as possible by using structured interviews and scoring them according to pre$-$established criteria.

E$)$ Give substantial weight to impressions drawn from interviews only if they are specific and clearly grounded in statements or actions of job candidates.

F$)$ Refrain from questions or comments pertaining to protected class characteristics.

$11)$ Please answer the question: What is recommended when it comes to making a formal offer of employment? $(***$ please choose the correct option A$-$E$)$

A$)$ Make it a verbal offer, not written.

B$)$ Do not specify whether it is employment$-$at$-$will or a contract position.

C$)$ If an offer of employment is conditional, the condition$($s$)$ should be clearly stated.

D$)$ Don't let HR get any legal assistance in drafting the offer.

E$)$ Do not specify any terms, like salary or hours or the start date.

$12)$ Please answer the question: When it comes to promotions, textbook: Employment Law for Human Resource Practice, $7$th Edition, $(2024)$ David J$.$ Walsh recommends specific "fixes" for inequities in Chapter $7.$

"Employers must avoid segregating women and people of color into dead$-$end positions that offer little prospect of advancement. Discrimination in promotions is less likely when a formal application process is used for promotional positions. Employers should establish formal application procedures for promotions, communicate the availability of promotional opportunities, and facilitate applications from all interested employees. Developmental opportunities should be extended as widely as is feasible, and particular care should be taken in designating individuals as 'high$-$potential' or 'fast$-$track' employees." $(***$ please answer the correct option A$-$C$)$

A$)$ What does this mean in plain English?

B$)$ If an individual was the HR manager for a company, what are the top five "golden rules" the individual would have for maintaining equity when it comes to promotions?

C$)$ Please incorporate some of the suggestions from the section on Glass Ceilings talked about in Chapter $7$ textbook: Employment Law for Human Resource Practice, $7$th Edition, $(2024)$ David J$.$ Walsh. $(*$ A list or $5$ bullet points is sufficient$).$

$14)$ Please answer the question: The $4$ common law elements of a harassment claim that are discussed on page $347$ Chapter $8$ textbook: Employment Law for Human Resource Practice, $7$th Edition, $(2024)$ David J$.$ Walsh are that the plaintiff must show:

$$ the harassment resulted in a tangible employment action or was sufficiently severe or pervasive to alter working conditions and create a hostile environment;

$$ the harassment was unwelcome;

$$ there is a basis for attributing liability to the employer:

and $\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_?(***$ please choose the correct option A$-$D$)$

$$

A$)$ they were subjected to harassment based on a protected class characteristic

B$)$ they were denied a promotion within $6$ months of the harassing activity

C$)$ they were subjected to public scrutiny

D$)$ the were fired due to their gender or race