Deck 8: Gender Discrimination

Question 1

Pam worked as a security guard.The other security guards,all men,routinely verbally harassed her because she was doing a "man's work." Additionally,they would hide her badge and keys to the client's doors.Her uniform was greased and motor oil was poured inside her purse while it was in her locker.Pam complained to her supervisor who asked immediately if any of the men had ever touched her.When she said no,the supervisor said there was nothing he could do to stop it,that it was just horseplay.

A)Pam does not have a claim for sexual harassment because none of the men have touched her in a sexual way.
B)Pam does have a claim for sexual harassment because the she is being harassed because she is a woman.
C)Pam does not have a claim for sexual harassment because no tangible employment action has been taken with regard to Pam's job.
D)None of the choices are correct.

Answer 1

B

Question 2

Quid pro quo sexual harassment occurs when the harasser creates an abusive or intimidating work environment.

Answer 2

False

Question 3

Hostile work environment sexual harassment requires proof that the harassing conduct was severe and/or pervasive.

Answer 3

True

Question 4

Sandra dated Henry,her supervisor,for 3 months.She told him that she didn't want to see him anymore and couldn't they just be friends.Henry became obsessed with Sandra,calling her at her desk,emailing her at work and dropping by her house.Sandra cannot file a claim with EEOC for sexual harassment because she had been in a voluntary consensual relationship with him.

Question 5

The fact that sex-related conduct was voluntary on the part of the plaintiff,in the sense that the plaintiff was not forced to participate against her or his will is a legitimate defense to a sexual harassment suit brought under Title VII.

Question 6

Gregory invariably yells at all of his employees,calling them "stupid," "idiot","doofus" or similar terms.However,when he shouts at his female staff members,he usually adds an additional word such as "bitch," "whore" or some obscene reference to the female anatomy.Adrianne is fed up with this behavior and decides to file an EEO complaint.

A)Adrianne can prevail on a complaint of hostile environment gender discrimination because Gregory's hostility has a component specifically directed to women.
B)Adrianne cannot prevail on a complaint of hostile environment gender discrimination because Gregory is an equal opportunity harasser of both men and women.
C)Adrianne cannot prevail on a complaint of hostile environment gender discrimination because Gregory has not asked her for sexual favors.
D)Adrianne cannot prevail on a complaint of hostile environment gender discrimination because none of her female colleagues have complained about Gregory's behavior.

Question 7

Rosalind has been approached a number of times,for dates,by her male coworkers.On one occasion she accepted,and the date became rather intimate.The next day,she rebuffed any further advances by her date from the previous night.On subsequent days,however,she was sometimes receptive to his advances and,at other times,she indicated either ambivalence or disinterest.If Rosalind attempts to make a claim of sexual harassment on the basis of this pattern,the chief flaw in her claim will be that she was sending mixed signals to her suitor and that it was impossible for him to determine whether his advances were unwelcome.

Question 8

Doug occasionally compliments his secretary when he arrives at the office,saying things like,"Mrs.Woods,you look nice today" or "That's a nice dress." Mrs.Woods would not have a claim for sexual harassment.

Question 9

Jason was being asked for sex by his boss,Katrina.She told him if he is nice to her,she will be nice to him,hinting about a promotion.Katrina started to call Jason at home and she insisted that Jason accompany her to lunch where she would fondle his genitals under the table.Jason eventually had sex with Katrina and he got the promotion.When he tried to end the relationship,she fired him.

A)Jason cannot file a claim for sexual harassment because he is a man.
B)Jason cannot file a claim for sexual harassment because he participated by going out to lunch with Katrina.
C)Jason can file a claim for quid pro quo sexual harassment.
D)Jason can file a claim for hostile work environment sexual harassment.

Question 10

Employers are liable for sexual harassment by a supervisor even if the harassment takes place outside the workplace.

Question 11

A claimant cannot file a claim for sexual harassment unless the harassing activity occurred during the work day or on the employer's premises.

Question 12

Simone is the only female marketing manager at the Aged in Oak Distillery.The other managers constantly referred to her as their "chicky-babe." Additionally,they left nude pictures on her desk and sent her vulgar emails.When she went to the bathroom,they would follow her,pretending to go in behind her.David,the worst offender,would intentionally rub up against Simone when he passed her in the hall.Simone complained to the Vice-President of Human Resources and he told her that the guys were just having a little fun and to be a good sport

A)Aged in Oak is not liable for sexual harassment because Simone did not file a formal complaint.
B)Aged in Oak is liable for quid pro quo sexual harassment.
C)Aged in Oak is liable for hostile work environment sexual harassment.
D)Aged in Oak is not liable for sexual harassment because none of the men were her supervisor.

Question 13

In Ellison v.Brady,the court determined whether the sexual harassment was severe and pervasive enough to constitute hostile work environment by

A)asking whether a reasonable person would have found the harasser's conduct offensive
B)asking whether a reasonable victim would have found the harasser's conduct offensive
C)asking whether anyone would have found the harasser's conduct offensive
D)None of the choices are correct.

Question 14

Claims for sexual harassment do not have to be based on sex,sexual comments or requests for sexual activity.

Question 15

John is an openly gay man.During the course of the work day,he teased his co-worker,Paul,telling him that he should go ahead and "come out of the closet," asking him out and telling him that he was so hot.Paul does not have a claim for sexual harassment because John is not his supervisor and because John is a man.

Question 16

Trevor hires Zoe to work as a customer relations representative at the Apples to Zucchini Produce Wholesalers.He is the general manager.A few weeks later,Trevor asks Zoe to go to dinner with him.At dinner,he asks her how she likes her new job.She tells him that she enjoys the work.He tells her she has a great future with the company if she will be his special friend.The next day,Trevor calls Zoe into his office to tell her that he is promoting her to shift supervisor.He suggests that they have sex in his office.Fearful about her job,Zoe agrees.After a year of intermittent sexual relations with Trevor,Zoe tells him that the relationship is over.When Zoe applies for the job of customer service manager,Trevor selects a new customer service representative for the job.The company has a well-developed harassment policy that includes an easily accessible complaint system.Zoe files a complaint with the EEOC.

A)the employer is not liable for the unauthorized sexual harassment of Zoe by Trevor because the employer did not know about the misconduct.
B)the employer is not liable for the unauthorized sexual harassment of Zoe by Trevor because the employer prohibited the specific acts taken by the supervisor.
C)the employer is liable for the unauthorized sexual harassment of Zoe by Trevor because an employer has strict liability for the actions of a supervisor .
D)the employer is not liable for the unauthorized sexual harassment of Zoe by Trevor because the employer had a policy in place for employees to complain about sexual harassment.

Question 17

Lakeisha is a management assistant at the Fourth Bank and Trust Company of Pasadena.Wilson is a senior vice president of the bank.The romantic attraction between Lakeisha and Wilson was very strong and they have become lovers.Wilson is concerned that the bank and he could be accused of sexual harassment.The director of human resources recommends that Wilson and Lakeisha sign a "love contract." Although such arrangements are not a perfect solution to liability in such a situation,Wilson decides to send Lakeisha a letter that

A)restates the voluntary nature of the relationship.
B)affirms that the parties will use the company's sexual harassment policies if a problem arises.
C)he and Lakeisha agree to resolve any work-related dispute differences using alternative dispute resolution (ADR)rather than resorting to the courts.
D)All of the choices are correct.

Question 18

Marlena is a laborer in the Super Buzz Cola warehouse.Sometimes she flirts with her coworkers.Larry is a truck driver for a local supermarket chain who picks up pallets of soft drinks at the warehouse.Whenever he sees Marlena he complements her on her good looks,asks her if she will have sex with him and makes lewd remarks.Marlena has told him to stop but he continues his behavior.Marlena has complained to her supervisor who tells her to ignore Larry because "everyone knows he is a jerk."

A)Super Buzz is not liable for sexual harassment because Larry is not their employee.
B)Super Buzz is not liable for sexual harassment because Marlena is a very good looking woman.
C)Super Buzz is not liable for sexual harassment because Marlena sometimes flirts with her coworkers.
D)Super Buzz is liable for sexual harassment because liability for sexual harassment by nonemployees is judged by the same standard as for coworkers.

Question 19

The U.S.Supreme Court held that sexual harassment can occur if the harasser and the harassee are of the same gender in the case of

A)Jensen v.Eveleth Taconite Co
B)Meritor Savings Bank,FSB v.Vinson.
C)Blakely v.Continental Airlines.
D)Oncale v.Sundowner Offshore Services Inc

Question 20

Consensual sexual relationships between a supervisor and a subordinate constitute sexual harassment and would result in liability for the employer.

Question 21

In order for the pattern of activity necessary to prove a claim of sexual harassment be demonstrated,the plaintiff:

A)must show premeditation.
B)need not show that the complained of activity occurred over a protracted period of time,if it was sufficiently frequent or intensely offensive.
C)must show that more than one harasser was involved.
D)must demonstrate,by clear and convincing evidence,that he or she was never complicit with any sexually oriented behavior involving the defendant.

Question 22

The reasonable person standard used to evaluate whether the harasser's activity was sufficiently severe and pervasive to sustain a complaint of sexual harassment requires:

A)viewing the harassing activity from the perspective of the average person in society at large.
B)viewing the harassing activity from the perspective of a reasonable judge,hearing similar cases.
C)viewing the harassing activity from the perspective of a reasonable person of the same gender as the person who experienced the activity which is the basis for the complaint.
D)viewing the harassing activity from the perspective of a reasonable person in society at large.

Question 23

Maxwell's interest in an intimate relationship with his supervisor,Gloria,was genuine in the beginning,but later cooled,at which point Gloria immediately ceased any pursuit of the relationship.Should Maxwell later have a professional falling out with Gloria,could he successfully assert the behavior that occurred during his relationship with Gloria as evidence of sexual harassment?

A)No,because,at the time it occurred,it was welcome behavior.
B)No,because claims of sexual harassment must be asserted before the pattern of complained of activity ceases.
C)Yes,because any sexual behavior between members of the same workforce is legally sufficient to prove sexual harassment.
D)Yes,because any sexual behavior between a supervisor and a subordinate is legally sufficient to prove sexual harassment.

Question 24

The requirement that complained of behavior be severe and pervasive in order for it to amount to actionable sexual harassment,means

A)it must be more than occasional or it must be very serious in degree.
B)it must cause severe psychological harm to the victim.
C)that it be part of a protracted and determined campaign of harassment.
D)that it involve physical,as well as emotional,abuse.

Question 25

The EEOC's guidelines on sexual harassment

A)must be followed by the courts because were drafted by the federal agency authorized to enforce Title VII.
B)do not have to be followed by the courts but greatly influence the courts as to how sexual harassment cases are analyzed by the courts
C)make it a clear that retaliatory discharge claims cannot be filed pursuant to claims for sexual harassment.
D)None of the choices are correct.

Question 26

Managers investigating sexual harassment claims by employees should

A)keep the matter confidential and not notify the alleged harasser until the investigation is completed and the company has decided on the corrective action to be taken.
B)let the harassee know that the complaint will be kept confidential to encourage a candid interview.
C)inform the complaining employee that the harasser will be notified of the complaint and that the company will not allow the harasser to retaliate against him/her for filing the complaint.
D)send out a company wide email informing all employees of the allegations of sexual harassment and asking anyone with information as to the true or falsity of the allegations to send that information via email.

Question 27

"Love Contracts" are being used by executives when they engage in personal intimate relationships with co-workers

A)to settle sexual harassment claims after the employee has filed a lawsuit against the employer
B)to settle sexual harassment claims after an employee has filed an official complaint according to the company's sexual harassment policy
C)to defend against sexual harassment claims by having the executive and the employee state that they both have entered into the relationship voluntarily and that they will use the company's sexual harassment policy to resolve any future problems
D)to prevent the employee from hiring a lawyer to draft a contract to resolve a sexual harassment claim filed by the employee.

Question 28

Norbert and Sues are both linemen for a utility company.They have been working together for almost two years.Norbert frequently tells Sue that the job is called "lineman" not "lineperson" or "linewoman" and that it is not for women.He plays practical jokes on her such as hiding some of her tools or sabotaging her truck so it won't start.He asks her when she is going to get pregnant and stay home to take care of her children.He gives her copies of help wanted ads for secretary and waitress jobs.If Sue complains about Norbert's conduct

A)Norbert will not be found to have committed sexual harassment against Sue because he has never made physical contact with her.
B)Norbert will not be found to have committed sexual harassment against Sue because there was nothing sexual in his comments.
C)Norbert will be found to have committed sexual harassment against Sue because his comments violated the Pregnancy Discrimination Act.
D)Norbert will be found to have committed sexual harassment against Sue because his comments are sufficiently severe or pervasive to create a hostile work environment.

Question 29

During the seven months Colleen worked as an assistant to Matt,the director of marketing,the following occurred.Matt constantly referred to Colleen as "the office beauty," as in "Here comes the office beauty." Once,when she wore a leather skirt,he loudly smacked his lips when she came into his office.On another occasion,when she commented that it was hot in his office,he replied that "It got hotter when you came in the door." Finally,when she reminded him to get his wife a Valentine's Day card,he responded that his wife was living in another city due to her job and he was lonely.He then said that all he had for company was his pillow and made a masturbation gesture.If Colleen files a complaint of sexual harassment due to a hostile work atmosphere,which one of the following standards is most likely to result in a finding of sexual harassment?

A)The reasonable person standard
B)The average person standard
C)The reasonable victim standard
D)The reasonable man standard

Question 30

To constitute actionable sexual harassment,the conduct complained of:

A)must include sexual overtones.
B)must require that the receipt of some workplace benefit be conditioned upon the person harassed acceding to the sexual demands of the harasser.
C)need not include sexual overtones.
D)must result in the creation of a sexually hostile workplace.

Question 31

At the end of Rex's the first year as an associate,Patty calls him into her office and tells him that he needs to improve his relationship with her.Rex quits,claiming constructive discharge.Rex files a complaint with the EEOC for sexual harassment.Rex did not file a complaint using the company's sexual harassment policy.

A)Cantor & Gallup may not be liable for sexual harassment because they had a reasonable antidiscrimination policy in place and Rex failed to use it.
B)Cantor & Gallup would not be liable because Patty's conduct was not sexual harassment.
C)Cantor & Gallup would be strictly liable for sexual harassment because Patty had insinuated that Rex should be much nicer to her if he wanted to make partner.
D)Cantor & Gallup would be strictly liable for sexual harassment because Rex quit claiming constructive discharge due to a hostile work environment.

Question 32

Homer and Julia are part of a cheese production team at the Mayberry Dairy.In general there is harmony among the team members,who have worked together effectively for years and often socialize outside of work.However,on the wall over Homer's desk is a calendar which features a different semi-nude woman in a sexually suggestive pose each month.The calendar makes Julia uncomfortable but Homer won't remove it saying he has been getting that same brand of calendar for three decades and he sees no reason to change now.Julia files a complaint of sexual harassment.In order to prevail,she must prove:

A)it was psychologically injurious for her to see the calendar over Homer's desk.
B)the calendar made her feel uncomfortable.
C)the display of Homer's calendar was so severe or pervasive as to alter the conditions of her employment.
D)All of the choices are correct.

Question 33

Allison saw her supervisor,Roger,fondling Kay,one of her co-workers.Later,she asked Kay about the incident and she discovered that Roger had made repeated attempts to get Kay to have sex with him.Kay refused to report the sexual harassment because she was afraid she would be fired.Allison contacted the Human Resources Department and notified them of the sexual harassment.Roger terminated Allison's employment 2 weeks later,alleging insubordination.

A)Allison cannot file a claim with the EEOC because she was not the person that was sexually harassed.
B)Allison cannot file a claim with the EEOC because she was not able to convince Kay to file a complaint for sexual harassment.
C)Allison can file a claim with the EEOC for retaliatory discharge.
D)Allison cannot file a claim with the EEOC for retaliatory discharge because Kay might get fired.

Question 34

At the end of Rex's the first year as an associate,Patty calls him into her office and tells him that he is not partnership material and he should consider looking for a job elsewhere.Rex files a complaint with the EEOC for sexual harassment.Rex did not file a complaint using the company's sexual harassment policy.

A)Cantor & Gallup may not be liable for sexual harassment because they had a reasonable antidiscrimination policy in place and Rex failed to use it.
B)Cantor & Gallup would not be liable for sexual harassment because Rex never complained to anyone,even though they did not have a sexual harassment policy in place.
C)Cantor & Gallup would be strictly liable for sexual harassment because Patty told Rex that he was not partnership material and he should consider looking for a job elsewhere.
D)Cantor & Gallup would be liable for sexual harassment only if Rex quit claiming constructive discharge due to a hostile work environment.

Question 35

The threshold element in every sexual harassment case is that:

A)the complained of behavior is involuntary.
B)the victim has suffered severe psychological injury.
C)the complained of behavior is unwelcome.
D)the victim has suffered some physical injury.

Question 36

An employer can raise an affirmative defense to a sexual harassment claim if (I)no tangible adverse employment action has been taken by the employer with regard to the complaining employee.
(II)the employer exercised reasonable care to prevent and correct promptly any sexually harassing behavior.
(III)the employee unreasonably failed to use the employer's sexual harassment policy
(IV)the employee was fired or demoted by a supervisor.

A)I,II & III.
B)II,III & IV.
C)I,II & IV.
D)I,III & IV.

Question 37

Chuck and Maxine work in the medical records department at the hospital.Chuck stopped by Maxine's office and told her that he had been watching her for a while and that she was beautiful.He asked her to go out to dinner.Maxine thought he was a little weird and politely declined.Even though Chuck never asked her out again,Maxine got the creeps when she saw him because she thought he was watching her.

A)Maxine has a claim for sexual harassment because Chuck has been stalking her.
B)Maxine has a claim for sexual harassment because Chuck's overtures were unwelcome and sexual in nature.
C)Maxine does not have a claim for sexual harassment her because her claim would be based on one isolated incident.
D)Maxine does not have a claim for sexual harassment because he never touched her.

Question 38

Your company is developing a no tolerance sexual harassment policy.Which item should you incorporate into your policy regarding taking "immediate and appropriate corrective action," as required by the EEOC guidelines?

A)Fire any employee who is proven to be a harasser.
B)Remove the complainant from the current work situation by a transfer or relocation
C)Send the harasser and the harassee to mediation to improve their relationship
D)None of the choices are correct.

Question 39

Frank works as a cook at the Breakwater Swim and Tennis Club.He is enamored with Brenda,one of the swimming instructors.She has shown no interest in him but he has been stalking her,and making threats and degrading sexually charged comments to her.Frank has been careful to keep his behavior very low-profile.If Brenda can bring a claim of sexual harassment against Frank,Breakwater:

A)will be liable for Frank's behavior,regardless of the state of its knowledge of her activities.
B)will not be liable for Frank's behavior,unless it can be shown that it knew or should have known of Frank's behavior and took no action.
C)cannot be held liable for Frank's behavior,under any circumstances,since he was not a supervisory employee of Breakwater.
D)will have a cause of action against Frank for intentional infliction of emotional distress.

Question 40

One lawyer called class action sexual harassment cases "a white buffalo" because trials of cases in which there have been multiple victims of sexual harassment at the same workplace are extremely rare.These trials are rare because

A)sexual harassment involving multiple victims is almost unheard of currently
B)after the court certifies the case as appropriate for processing as a class action,most defendants prefer to settle rather than face public testimony by numerous employees about pervasive sexual harassment,with an accompanying risk of high damages
C)lawyers who take these cases can "buffalo" (i.e.,bamboozle)the jury into believing that there was sexual harassment.
D)employers don't want their cases turned into movies like North Country,Nine to Five,Hostile Advances and Working Girl.

Question 41

What is the Ellerth/Faragher defense and what should an employer do to be able to assert the defense?

Question 42

What are the elements of a prima facie case of hostile environment harassment?

Question 43

Lucille is an electronics assembler at a Universal Global Industries factory.Bob is a quality controller for the assembly line on which Lucille works.He is also the son-in-law of the plant manager.He asks Lucille for oral sex.She refuses.Bob tells her that she better reconsider or she will be sorry.Bob starts finding fault with the quality of Lucille's work and she has to re-assemble some of the products on which she has previously worked.As a result,her wages decline because she is paid by the volume of products that she produces.He also tells his mother-in-law,the plant manager,that Lucille has been flirting with him.Lucille is reprimanded for flirting with Bob.Lucille knows that Universal Global has a sexual harassment policy but she does not use it.Instead,she files a complaint with the EEOC.

A)Universal Global will be liable to Lucille for quid pro quo sexual harassment because she has suffered a loss of a tangible employment benefit.
B)Universal Global will not be liable to Lucille for quid pro quo sexual harassment because Bob is not her supervisor.
C)Universal Global may be liable to Lucille for hostile work place sexual harassment because Bob's actions were severe and pervasive.
D)Universal Global will not be liable to Lucille because it did not know about Bob's actions nor could it have reasonably known.

Question 44

Connie was employed by the Beaufort Distributing Company.She worked at an off site location keeping track of the inventory in that facility.Connie was the only female in the building and Milton,her supervisor,subjected her to constant verbal abuse.He used vulgar language to refer to women and told lewd jokes in her presence.Additionally,Milton commented on her breasts daily,usually asking if he could touch them and offering to allow her to leave early if she would let him look at them.After 7 months,Connie couldn't take it anymore and quit.She never complained to Milton's supervisor about his behavior.Explain what Connie must prove in order to maintain a claim for sexual harassment and constructive discharge.Discuss how Beaufort Distributing Company would defend against this claim.

Question 45

A former competitive gymnast,Gail was thrilled to land a job selling ticket for the South Chapippie Bulldogs in the Mid-Eastern Basketball Association,a semi-professional league.Gail hoped this would be a stepping stone to a career in professional sports management.Although very petite,Gail had never let her small stature deter her from accomplishing her goals in life.Two month after began the job,she was called into the office of the team's owner,Vlad,a former body builder and professional heavyweight wrestler.Once Gail was seated,Vlad told her that the real reason that he hired her was to satisfy his sexual needs and that it was time she started.Gail got up to leave but Vlad stood in front of the door and blocked her passage.When she asked him to move from the door,he put her in a headlock and tried to force her head to his groin area.Gail screamed for help and Vlad let her leave the room.In addition to facing a claim for sexual harassment,what other legal problems could Vlad be facing?

Question 46

When an employee alleges sexual harassment based on a hostile workplace environment

A)the more severe the conduct,the less extensive it need be for it to be found to be hostile.
B)the more severe the conduct,the more extensive it should be for it to be found to be hostile.
C)the conduct must be severe and extensive over a protracted period of time.
D)None of the choices are correct.

Question 47

A court will apply the reasonable victim standard to a sexual harassment case when the issue to be decided is

A)liability for hostile work environment sexual harassment.
B)liability for intentional sexual harassment.
C)liability for retaliation.
D)liability for quid pro quo harassment.

Question 48

Alma worked on the assembly line in the New Satellite Radio Company factory.The reputation of the working atmosphere at New Satellite was so bad that it was considered the last resort of anybody who needed a job.Alma's supervisor,Helena,accused her of having sex with the factory owner,Milos,and suggested that Alma date some of the male employees instead.Helena brought a copy of a tattoo magazine,which included nude photos of Alma,to the factory and showed it to some employees.Milos talked to Alma about sex,asked her to watch pornographic movies with him and asked her for dates.Alma gave Milos excuses rather than direct refusals because she feared the loss of her job.Twice,when Alma asked male co-workers to move boxes of parts for her,they refused and she cursed at them.They responded by calling her vulgar names.They told her that some of the guys at work had plans to see her tattoos in person.Alma quit and filed a complaint of sexual harassment.

A)Alma cannot show that she found the behavior in the plant offensive because she posed for nude pictures in a magazine that was circulated in the plant and she cursed at her co-workers.
B)Alma cannot show that she found Milos' sexual advances to be unwelcome because she did not tell him.
C)Alma cannot complain about her supervisor's comments because her supervisor is female.
D)None of the choices are correct.

Question 49

Myrna,a waitress,complains to her boss that,Simon,a frequent patron of the restaurant,has been engaging in what she considers to be sexually harassing behavior.Myrna details Simon's activities to her boss,requests that Simon be asked to stop,and that she not be required to wait on him in the future.Myrna's boss,Stuart,the restaurant owner,says he will look into the matter.Not wishing to upset one of his best customers,Stuart puts the matter off for a few weeks,and when he eventually does get around to dealing with it,he tells Simon only that he should go a little easier on Myrna.Stuart does nothing about Myrna's request to be relieved of any obligation to wait on Simon.Is Stuart in any danger of sexual harassment liability,and what effect,if any,will his handling of the situation have?

Question 50

Distinguish "quid pro quo sexual harassment" from "hostile environment sexual harassment."

Question 51

The definition of sexual harassment is found in

A)Title VII of the Civil Rights Act of 1964.
B)an amendment to Title VII by the Civil Rights Act of 1991.
C)the Fair Labor Standards Act
D)None of the choices is correct.