For each of the questions below determine whether the author has correctly documented the source material.

Source material: "Employer attitudes toward nepotism vary widely from firm to firm. A Minneapolis manufacturing company employs many members of the same family because it has found that a good employee with a strong work ethic has other family members who share that attitude. A tooling and manufacturing firm located near a large Midwestern city takes the opposite approach in its antinepotism policy and will not hire an individual if his or her spouse works for the firm. If two employees marry, the less senior individual must quit his or her job. Another company has a "no-spouse" rule that prohibits an employee from supervising or working in the same department as his or her spouse. . . .

Should an individual be forced to quit his or her job just because he or she marries another employee of the same company? Is it fair to deny employment to an individual because another family member works for the same firm? Or is it fair that a manager places his spouse in a key job even though there are other employees who may be better qualified?" (William S. Hubbartt, The New Battle over Workplace Privacy. New York: American Management Association, 1998; the quotation is from p. 83)

Companies vary widely in their nepotism policies. At one extreme, some firms actively seek to employ members of the same family; at the other extreme, some firms forbid it __1__ (documented correctly/revision needed). According to Hubbartt, some companies require one individual to quit or move to another department if two employees become married __2__ (documented correctly/revision needed). These policies raise a number of questions, such as whether it is fair to force a person to quit a job after marrying a co-worker or to allow a manager to promote his or her spouse __3__ (documented correctly/revision needed)