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WGU D352 EMPLOYMENT AND LABOR LAW EXAM WITH PRACTICE TEST ALL 300 QUESTIONS AND DETAILED VERIFIED SOLUTIONS | click on ALSO AVAILABLE IN PACKAGE DEAL. You'll get more for less!"$24.99
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WGU D352 EMPLOYMENT AND LABOR LAW EXAM WITH PRACTICE TEST ALL 300 QUESTIONS AND DETAILED VERIFIED SOLUTIONS | click on ALSO AVAILABLE IN PACKAGE DEAL. You'll get more for less!"
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WGU D352.
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WGU D352.
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WGU D352 EMPLOYMENT AND LABOR LAW EXAM
WITH PRACTICE TEST ALL 300 QUESTIONS AND
DETAILED VERIFIED SOLUTIONS 2024-2025
Describe the difference between mediation and arbitration.
List and describe exceptions to employment at will.
Exceptions to employment at will include:
*Public Policy Exception
*Implied Contract Exception
*Implied Covenant of Good Faith and Fair Dealing
**in addition to a collective bargaining agreement and the Model Employment Termination
Act.
Four examples of Public Policy
1) Refusing to break the law
2) Exercising a legal right
3) Fulfilling a statutory duty
4) Whistleblowing.
Model Employment Termination Act (META)
an employer may not terminate employment of an employee without good cause.
Expressed Contracts
stated in distinct and clear language, either orally or in writing
Implied Contracts
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Contracts in which some terms are not specifically stated, but are understood by the parties
based on the nature of the transaction *BEHAVIOR BASED*
Libel
written defamation
Slander
spoken defamation
Defamation
Act of harming or ruining another's reputation
List the elements necessary for establishing a prima facie case of intentional infliction of
emotional distress.
1. Extreme and outrageous conduct by a defendant.
2. The defendants' intention of causing, or reckless disregard of the likelihood of causing,
emotional distress
3. The plaintiff's suffering of severe emotional distress (and as a direct result of the defendant's
extreme and outrageous conduct.
How could qualified privilege provide a defense for defamation?
Qualified privilege must have the absence of malice for defense, ie- when one person
communicates with another who has the legitimate need to know the information (such as an
employee telling a supervisor of another employee's performance, as long as what the
employee is saying is in "good faith."
Qualified Privilege
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employers who give references are liable only for false statements that they know to be false or
that are primarily motivated by ill will
Tortious interference with a contract
Conduct by one party that results in another's breaching her contract with a third party.
What are the main elements of tortious interference with contract?
A cause of action aimed at a third party who allegedly caused the plaintiff to be fired or
interferes with his/her ability to get a job.
The third party must interfere for an improper reason, ie-animosity toward plaintiff, and not for
a valid business reason in order to beheld responsible for this tort
tort
a wrongful act or an infringement of a right (other than under contract) leading to civil legal
liability.
workplace tort
a civil wrong in which an employer violates a duty owed to its customers or employees
Retaliatory Demotion
Reduction in rank, salary, or job title as a punishment
The elements of the tort are much the same as with a wrongful discharge
If firing the employee would be illegal under the circumstances, the chances are good that a
demotion is equally illegitimate in the eyes of the courts
wrongful discharge
An employer's termination of an employee's employment in violation of the law or an
employment contract.
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Theft of Trade Secrets
The intentional taking, copying, or using another's trade secrets with the knowledge the owner
of the trade secret will be injured by such action
How can a company try to protect itself from a theft of trade secrets?
Employers whose employees misappropriate trade secrets for their own use or for the benefit
of a new employer are entitled to obtain an injunction (court order) to stop the illegal behavior.
The common law of most stated imposes and obligation upon employees to respect and
protect the trade secrets of their employers:
*confidentiality and noncompetition agreements are often required by employers at the time
of hire to bolster their common law protections
Common Law Privacy
the tradition, precedent, and custom among states to set up laws protecting privacy.
Four elements of Common Law Privacy
1.Appropriating the plaintiff's identity for the defendant's benefit
2. Placing the plaintiff in a false light in the public eye
3. Publicly disclosing private facts about the plaintiff
4. Unreasonable intruding upon the seclusion or solitude of the plaintiff
What protects public employees' right to privacy?
The 4th amendment and the 14th amendment's "Due Process" clause
What protects private employees' right to privacy?
Nothing unless the employer has a policy.
eavesdropping
4
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