WGU C233 Employment Law Exam Questions With 100% Correct Answers 2024.
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Course
WGU C233
Institution
Western Governors University
WGU C233 Employment Law Exam Questions With 100% Correct Answers 2024.
Which constitutional provision mandates that federal regulations have priority over state law?
Supremacy Clause
Which doctrine is used by U.S. courts to align current cases with prior legal decisions?
Stare decis
Two corp...
WGU C233 Employment Law Exam Questions With
100% Correct Answers 2024.
Which constitutional provision mandates that federal regulations have priority over state law?
Supremacy Clause
Which doctrine is used by U.S. courts to align current cases with prior legal decisions?
Stare decis
Two corporations have combined their management and operations into a single place with 30
employees. Which type of business relationship is formed that now requires both companies to
comply with federal employment law?
Integrated enterprise
Which test is used to distinguish an independent contractor from an employee?
Economic realities test
The employee handbook used by a temporary employment agency stated, "Employees may not be
terminated except after first receiving an oral warning, them a formal written warning". Which
principle is demonstrated in the handbook?
Implied contract
No employee with a company has ever been terminated without strict adherence to the progressive
procedures outlined in the employ handbook. How does the employee handbook apply in this
situation?
It is an implied contract for employees.
What determines employer liability under the respondent superior doctrine?
The scope of employment
Which term indicates that an employee may terminate an employee at any time, for any legal reason,
without incurring liability?
Employment at will
Which type of employment contract is created by the actions of the employer and employee rather
than through a formal contract negotiation?
Implied
An employee claimed the need for special treatment based on Title VII of the Civil Rights Act of 1964.
What is the first question a HR professional should ask to determine if this law applies to the
employee?
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