Explanation: Because the new employees will be working with the heads of several departments, the panel interview style is best. It enables each of the department heads to be there during the interview process. A behavioral interview might be useful in some cases, but there is nothing specific about this case that would require candidates to indicate how their prior behavior would affect the current position. A patterned interview might be useful, but it will not necessarily be the most useful type of interview for this situation. A stress interview is unnecessary for this type of position (database management). Finally, a nondirective interview has no clear value for the type of position being filled.

Explanation: The exemption status for the first (or last) week of employment only applies if the employee works less than the full week. As the employee is working the full week during the first week of employment, no exemption status is appropriate. The other answer choices-unpaid leave under FMLA, suspensions for inappropriate workplace behavior, and offsetting military pay-are all eligible for exemptions.

Explanation: Children as young as 14 may work in retail, as well as technical and administrative positions (assuming the children in question have the skills/knowledge for such jobs). They may not, however, work in farm jobs; these are reserved for children of at least 16.

Explanation: In Taylor v. Progress Energy, Inc. (2007), the Supreme Court ruled that employees may not waive their Family and Medical Leave Act rights in a severance agreement. Indeed, the ruling states that employees may neither waive nor be induced to waive any of their FMLA rights.

Explanation: Caspar's interview bias is one of contrast; he finds himself, however unconsciously, contrasting the other candidates with the first candidate that he interviews. A cultural noise bias (answer choice A) occurs when the candidate responds with pointed answers that are aimed at making the interviewer happy rather than responding in a more natural or general way. A halo bias (answer choice B) occurs when the interviewer considers only one quality of the candidate over his other qualities, such as shyness that might detract from the candidate's true record of achievement. A leniency bias (answer choice D) means the interviewer is lenient in regard to a candidate's potential weaknesses. A negative emphasis bias (answer choice E) means the interviewer places too much weight on the candidate's weaknesses.