1. In order for an employer to have a defense to an employee’s claim against the employer that the employee’s supervisors created a hostile work environment based upon gender discrimination,

A. the employee must have had no tangible employment action taken against him or her.

B. the employer must have taken reasonable steps to avoid discrimination, and to have taken reasonable steps to investigate and discipline any supervisors alleged to have discriminated against other employees.

C. the employee must have failed to follow the notification procedures to the employer for any alleged claims, or had a reasonable excuse for not doing so.

D. all of the above must be true.

2. Principals’ duties to agents include

A. reimbursement.

B. cooperation.

C. safe working conditions.

D. all of the above.

3. In Faragher v. City of Boca Raton, the U.S. Supreme Court determined that

A. Two supervisors were acting within the scope of their employment when they created an abusive working environment, and therefore their employer could be held liable under Title VII of the Civil Rights Act.

B. Two supervisors were not acting within the scope of their employment when they created an abusive working environment, and therefore their employer could not be held liable under Title VII of the Civil Rights Act.

C. The employer was liable under a vicarious liability theory to a victimized employee for an actionable hostile environment created by the supervisors with immediate or successively higher authority over the plaintiff employee.

D. None of the above.

4. Abe is terminated from employment, and he believes it is because of race discrimination. He goes to see an attorney about filing a lawsuit, and while the attorney is working on investigating his claim, Abe finds another job. Abe’s action in finding another job is

A. an attempt to punish his former company.

B. a mitigation of damages.

C. substantial performance.

D. a breach of contract.