Fabulous Fitness for Life ("FFL") is a partnership comprised of four partners. This partnership owns and operates a fitness center/gym. Partner A is at a trade show and sees a great deal on a set of workout equipment. Without consulting the other 3 partners, Partner A signs on the dotted line for FFL to purchase the equipment for $40,000 with payment due 30 days after delivery. When the equipment arrives the following week, Partner A is the
only partner on-site. Thrilled with his new purchase, he signs the required paperwork and takes delivery of the equipment. When the $40,000 bill arrives the following month, Partner B (who handles the finances) immediately calls a meeting of the partners to find out what's going on. Partner A apologizes that he forgot to let them know about the new equipment purchase and tells them how pleased the customers are with the equipment upgrade. Unfortunately, FFL is on shaky financial ground and
simply does not have the $40,000 to pay for this new equipment. In fact, it will likely have to close the business shortly for lack of funds. Show
Java Joint, Inc. is a Delaware corporation owned by four brothers. The corporation owns a
coffee shop in West Haven, Connecticut called Java Joint. To save money, the brothers handled the incorporation of Java Joint, Inc. by themselves without using a lawyer. They filed the Certificate of Incorporation with the Delaware Secretary of State and paid the necessary filing fees to form Java Joint, Inc. However, they have not adopted any organizational documents for the corporation, they have not elected directors of the corporation and they haven't appointed any officers. To save money on
bank fees, they use one of the brother's personal bank account for the business. Lois Lender made a $10,000 loan to the corporation which is now in default. (The shareholders did not personally guarantee this loan.) The total balance due on the loan including unpaid interest is $13,500. In addition to suing the corporation, Lois is also suing each of the four brothers individually. Recommended textbook solutions
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Terms in this set (12)Actions by an employer, either court-ordered or voluntary, that are designed to make up for past discrimination by hiring or promoting previously disadvantaged classes of workers affirmative action Employers may require that employees be of a certain religion, sex, or national origin where that requirement is made in good faith and goes to the essence of the business. Race and color cannot be BFOQs. Bona Fide Occupational Qualifications (BFOQs) A form of employment discrimination resulting from employer practices that appear to be neutral but that have a discriminatory impact on protected classes disparate impact A form of employment discrimination that results when an employer intentionally discriminates against employees who are members of protected classes. disparate treatment The common-law doctrine that allows employers to discharge an employee at any time and for any reason or for no reason. Courts have created exceptions for "bad reasons." employment at will Treating employees or job applicants unequally on the basis of race, color, national origin, religion, sex (gender), age, or disability; prohibited by federal statutes and many state statutes. employment discrimination Demands for sexual favors in return for job promotions or other benefits, or language or conduct so sexually offensive that it creates a hostile work environment, disadvantaging the employee on the basis of sex. sexual harassment Affirmative action in employment.. is a requirement of Title VII of the Civil Rights Act of 1964 is prohibited by Title VII of the Civil Rights Act of 1964 is a federal statute enacted by Congress depends on the circumstances of each case for validity depends on the circumstances of each case for validity The Age Discrimination in Employment Act protects most workers over 40 Federal laws barring discrimination against the handicapped and disabled.. apply to all disabilities apply to most disabilities in private employment apply to all disabilities in public employment apply to most disabilities in public employment apply to most disabilities in private employment Under Title VII, a bona fide occupational qualification exception may never apply to cases involving racial discrimination The employment-at-will doctrine derives from the common law.. Sets with similar termsBusiness Law Unit 6 - Part 228 terms Caitlin_Luccous Chapter 16: Employment Discrimination51 terms james_english3 Chapter 30: Employment Discrimination59 terms jasly LAW 320 Exam 2 (Worker Safety)52 terms beacv1594 Sets found in the same folderchp 14 test 3 genb48 terms tommy_kuban chap 16 test 3 genb33 terms tommy_kuban chap 14 genb30 terms tommy_kuban chap 16 genb30 terms tommy_kuban Other sets by this creatorcircle area2 terms tommy_kuban vectors and polar coordinates24 terms tommy_kuban ethics final57 terms tommy_kuban 8.3 hyperbolas12 terms tommy_kuban Recommended textbook solutionsAmerican Government1st EditionGlen Krutz 412 solutions Mathematics with Business Applications6th EditionMcGraw-Hill Education 3,760 solutions
Mathematics with Business Applications6th EditionMcGraw-Hill Education 3,760 solutions HDEV56th EditionSpencer A. Rathus 380 solutions Other Quizlet setsFlashcard Factory Set36 terms pdflashcardfactory 531 Zhang Lecture 1 Degenerative Diseases31 terms iamatrinity chapter 1950 terms becca_chenault Respiratory Lab Exam60 terms edenleigh2 Related questionsQUESTION A realized gain on the sale or exchange of a personal use asset is recognized, but a realized loss on the sale, exchange, or condemnation of a personal use asset is not recognized. 15 answers QUESTION What is included in a guest's "right to privacy" in a lodging establishment? 8 answers QUESTION If an owner participates for more than 500 hours in a bicycle rental activity located at a beach resort, any loss from that activity is treated as an active loss that can offset active income. 6 answers QUESTION IRS regulations require that you live in a home for a minimum of how many of the previous five years to receive an exemption from taxes ? 2 answers Which of the following can never be considered a bona fide occupational qualification?Race and color, however, are never bona fide occupational qualifications. Bona fide occupational qualifications are present in other federal statutes as well. The Age Discrimination in Employment Act (ADEA) was enacted to prevent age discrimination in the workplace.
What qualifies as a bona fide occupational qualification?What Is a Bona Fide Occupational Qualification? A bona fide occupational qualification (BFOQ) is a legally allowed restriction of hiring and employing a person based on their sex, religion, or national origin.
Which of the following is an example of a bona fide occupational qualification?Examples of Bona Fide Occupational Qualifications
Title VII permits religious organizations to hire and employ people on the basis of religion. A theater hiring performers for male roles may exclude female applicants from consideration. Setting a mandatory retirement age for airline pilots.
Which of the following is an improper application of a bona fide occupational qualification quizlet?Which of the following is an improper application of a bona fide occupational qualification (BFOQ)? It requires an employer to hire and retain an individual alleging a disability regardless of his or her qualification for the job.
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Which of the following can never be a bona fide occupational qualification quizlet?
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