1. Once an employee has articulated a prima facie case of discrimination based on national origin, the burden falls on his or her employer to:

A. prove that there has been a violation of the doctrine of promissory estoppel.

B. establish that no other employee was subjected to such disparate treatment.

C. identify a bona fide occupational qualification (BFOQ).

D. show that the employee belongs to a protected class.

2. Which of the following is an employer's responsibility under the Immigration Reform and Control Act (IRCA)?

A. Making threats of reporting an employee to the Immigration and Naturalization

B. Accepting a green card for the purposes of Form I-9

C. Storing Form I-9 records in employee personnel files

D. Asking assistance from the Immigration and Naturalization Service when a document submitted by an employee or an applicant does not reasonably appear to be genuine

E. Service (INS) in retaliation for discrimination complaints or other protected activity