Gidgits Galore has been busy during this lesson continuing its expansion plans throughout the United States. After all, everyone must have a gidgit, the "must-have" gadget! Gidgits Galore has opened up stores in ten new states, hired hundreds of new employees, built two additional factories, and started an advertising campaign that has caught the US by storm! Its expansion has been featured in news magazines across the country. But Gidgits Galore has encountered a few problems and needs some advice. Must Gidgits Galore provide its employees with benefits?

Does Gidgits Galore have to implement a payroll tax for unemployment, workers' compensation, or Social Security?

Gidgits Galore is concerned about hiring employees from other countries whose language skills may not be proficient and is considering hiring only native English speakers. Is this a good idea?

Does the Commerce Clause have an effect on Gidgits Galore?

Can Gidgits Galore face any repercussions if it disregards Title VII?

Gidgits Galore is concerned about hiring employees from other countries whose language skills may not be proficient and is considering hiring only native English speakers. Would this represent "disparate treatment"?

Gidgits Galore wants a "young and hip" workforce. Is there a problem if it chooses not to hire anyone over the age of forty?

Gidgits Galore wants to put a section in its updated employment manual preventing employees from taking more than thirty days from work without pay, regardless of the reason. Is this a good idea?

What if Gidgits Galore wants to add a provision to its employee manual preventing employees from forming a union? Can this be done?