1) How much leniency should people get when they file claims to the EEOC but there is not a specific cause of action? In this instance the woman file a claim based on discrimination because of her weight but that is not a protected class under the EEOC. Should she be able to file for a non-protected class?
2) How far can companies go in controlling a sales representative's working conditions and still keep that person as an independent contractor?
3) How, as a manager, would you know if an employee action was protected by whistle-blower laws or not? How might a manager best deal with situations that could create whistle-blowing?