Agency Law Quiz

Isabel is an agent for Julian. He gives her clear instructions to enter into contracts on his behalf only on Mondays. She enters into a contract on his behalf on Friday. Isabel has breached

• no duty.

• the duty of loyalty.

• the duty of performance.

• the duty of obedience.

Dalia serves in a representative capacity for Ellen’s Botanicals. To accomplish the objectives of this relationship, Dalia’s authority can be implied by

• contradiction.

• custom.

• any subjective measure.

• a third party.

Claire agrees to act as a sales agent for Homewood Company on a commission basis. They further agree that either party can terminate the agency relationship at will. If Homewood ends their deal, the act of termination is called

• repudiation.

• ratification.

• renunciation.

• revocation.

The waiters who work for Sports Time Grill receive tips on the job. Under the Fair Labor Standards Act, Sports Time is required to pay the wait staff

• $2.13 an hour, plus the tips, to equal at least the federal minimum wage.

• the federal minimum wage, plus the tips.

• the federal minimum wage, minus the tips, which must be remitted.

• the federal minimum wage, plus a tax credit for cash tips.

Devon takes temporary family leave from her job at Equipment Sales Company to care for a newborn baby. With respect to Devon’s health-care coverage, during the leave, under the Family and Medical Leave Act, Equipment

• must continue it.

• may suspend it.

• may terminate it.

• must add the baby to it.

Investment Corporation wants to monitor business communications on phones that the employer provides to the employees. The employer’s best course of action to avoid liability under laws related to employee monitoring is to inform

• no one.

• its employees.

• its clients and others who communicate with the employees.

• the public generally.

Lisa brings a successful suit against her employer Mold & Die Corporation for employment discrimination. Lisa may be awarded

• back pay, but not retroactive promotions.

• retroactive promotions, but not back pay.

• damages, but not back pay.

• back pay, retroactive promotions, and damages.

Yohann lies on his resume and is hired by Catherine because she does not realize his resume contains incorrect facts pertaining to his education and experience. After working at Catherine’s company for six months, Yohann believes he is being discriminated against on the basis of his religion. Yohann files a Title VII claim against Catherine. During discovery in the case, Catherine discovers Yohann lied on his resume. This after-acquired evidence of Yohann’s wrongdoing

• can shield Catherine entirely from liability for employment discrimination.

• cannot shield Catherine entirely from liability for employment discrimination, but it allows Catherine to countersue Yohann in an amount that cannot exceed $10,000.

• cannot shield Catherine entirely from liability for employment discrimination, but it may be used to limit the amount of damages for which Catherine is liable.

• cannot shield Catherine entirely from liability for employment discrimination, but it allows Catherine to countersue Yohann in an unlimited amount.

How was Rodrigo as a TA?

Expected class grade?

• A

• B

• C

• Should have Q-dropped