Give me some trick questions on FLSA, ADEA, FMLA, ADA, and Title VII

Factual Questions
1

I’ve got an interview tomorrow for an Human Resources job that is at just about the limit of my practical experience and I need to study up.

Can a few of you give me some trick(y) questions, and answers, about the Fair Labor Standards Act (FLSA), Americans with Disabilities Act (ADA), Family Medical Leave Act (FMLA), Age Discrimination in Employment Act (ADEA), and Title VII?

Thanks!

2

Under the ADA, how much does a company need to spend on an accomodation before it becomes unreasonable?

3

Answer: there is no set am’t. A company is better off making every reasonbable attempt to accomodate, and some accomodations are not even financial. If an accomodation places a hardship on the company, they best be ready to demonstrate that. And of course, under the ADA, employees must still perfrom their job functions as succesfully as others.

4

Under the ADA, an employer is required to reasonably accomodate an employee to the extent that it does not constitute and undue hardship for the business.

For example, a Mom and Pop operation with more than 16 employees that brings in less than $100,000 per year in revenue should not be required to spend $500,000 to accomodate an otherwise qualified wheelchar-bound applicant. That would constitute and undue hardship, and it can be argued that it is unreasonable.

However, if that same business has had several years to make the changes and come within compliance, it could be held liable for failure to accomdate.

Correct?