Which of the following is a true statement? a. The breach of duty element in the

Question

Which of the following is a true statement?
a. The breach of duty element in the test for negligence liability in the U.S. is governed predominantly by the reasonable person standard.
b. The doctrine of res ipsa loquitur can apply if an event causing the harm normally does not occur in the absence of negligence.
c. A battery occurs only if the victim suffers actual serious physical harm, that is, the victim is “battered.”
d. One may be able to recover damages for emotional distress in a tort lawsuit for negligence.

Which of the following is a true statement?
a. A legitimate business reason for a neutral employment practice that has a disproportionate effect or adverse impact on minorities may allow the employer in the U.S. to avoid legal liability for discrimination.
b. Under the U.S. Americans with Disabilities Act of 1990, disabled job applicants are not entitled to “reasonable accommodation” in employment since that surely would cost employers some money.
c. Title VII of the Civil Rights Act does not cover or reach employees’ conduct in the online or “virtual” worlds.
d. An employer is not liable for Title VII Civil Rights Acts violations committed by its lower level employees, only by its managers and supervisors since the latter “should know better.”

Explanation / Answer

Which of the following is a true statement?
a. The breach of duty element in the test for negligence liability in the U.S. is governed predominantly by the reasonable person standard.
b. The doctrine of res ipsa loquitur can apply if an event causing the harm normally does not occur in the absence of negligence.
c. A battery occurs only if the victim suffers actual serious physical harm, that is, the victim is “battered.”
d. One may be able to recover damages for emotional distress in a tort lawsuit for negligence.

Which of the following is a true statement?
a. A legitimate business reason for a neutral employment practice that has a disproportionate effect or adverse impact on minorities may allow the employer in the U.S. to avoid legal liability for discrimination.
b. Under the U.S. Americans with Disabilities Act of 1990, disabled job applicants are not entitled to “reasonable accommodation” in employment since that surely would cost employers some money.
c. Title VII of the Civil Rights Act does not cover or reach employees’ conduct in the online or “virtual” worlds.
d. An employer is not liable for Title VII Civil Rights Acts violations committed by its lower level employees, only by its managers and supervisors since the latter “should know better.”

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