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WGU C233 Employment Law newest final exam/OA/ CLASS QUIZZES studyguide QUESTIONS WITH DETAILED CORRECT ANSWERS | A+ GRADE GUARANTEED PASS$32.99
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WGU C233 Employment Law 2024-2025
newest final exam/OA/ CLASS QUIZZES
studyguide QUESTIONS WITH DETAILED
CORRECT ANSWERS | A+ GRADE
GUARANTEED PASS
Define employment-at-will Correct Answer The
employment-at-will doctrine provides that an employer
may terminate an employee at any time, for any legal
reason, without incurring liability.
Describe and give examples of the following type of
employment contracts: Agency Correct Answer Agency is
a contract relationship (a legally binding agreement)
between a principal and an agent whereby the principal,
expressly or implicitly, authorizes the agent to work on his
or her behalf and with the power to bind the principal.
Describe and give examples of the following type of
employment contracts: Implied Contracts Correct Answer
An implied contract is a legally binding agreement which is
created, not through formal contract negotiation and
documentation, but by the actions of the employer and the
employee.
Describe and give examples of the following type of
employment contracts: Explicit Contracts Correct Answer
,An explicit contract is an agreement in which the parties
state exactly what they agree to do.
Describe and give examples of the following type of
employment contracts: Union Contract Correct Answer
Contracts and union collective bargaining agreements
may lessen the brunt of the at-will doctrine by providing for
specific terms of employment or termination only for cause
- poor employee performance or misconduct - or economic
exigencies.
Explain employer's use of E-verify and how it ascertains
worker eligibility Correct Answer E-Verify is an internet-
based system operated by the federal government which
allows an employer to determine the eligibility of an
employee to work in the United States using information
reported on that employee's Form I-9, Employment
Eligibility Verification.
What are qualifying events for FMLA leave? Correct
Answer A qualifying event is:
Birth, adoption, or placement of a new foster child
A serious health condition of the employee, or the
employee's spouse, son, daughter, or parent.
Other family obligations are not covered. The FMLA
applies to both men and women. In 2010, the leave
provisions were expanded to include de facto parents of
seriously ill children.
What period of leave is allowed under FMLA provisions?
Correct Answer Under the FMLA provisions, an employee
,is entitled to twelve weeks annual unpaid leave if the
employee has worked for the firm for 1,250 hours in the
twelve months prior to taking leave, experiences a
qualifying event, and provides timely notice to the
employer. A 2008 amendment allowed for a twenty-six
week period of leave for qualifying family members of a
veteran seriously injured in the line of duty.
Summarize the employee's responsibility when requesting
FMLA leave. Correct Answer The employee has a burden
to provide the employer with health care provider
certification that a serious health condition exists and
provide timely notice to the employer
What limitations or requirements may an employer impose
on employees requesting FMLA leave? Correct Answer
The employer may require the employee to see a
company-paid physician to make an additional
assessment if it has concerns about the validity of the
certification provided.
What are potential limitations to employee privacy?
Correct Answer The law favors the employer in this area.
Most employees do not understand that the fundamental
privacy protections implied by the Constitution apply to
governmental intrusion and not to employer action.
Consequently, with sufficient notice and an articulated and
legitimate business purpose, employers may engage in a
wide range of monitoring activities which otherwise might
be inimical to employee privacy. Privacy is protected in the
, workplace by reference to the Constitution, federal
statutes, and the common law.
Describe regulations/employer concerns pertinent to the
following types of employee testing:
Drug/Alcohol Testing
Medical Testing
Polygraph Testing Correct Answer Drug testing law is
different for public and private employees. Public
employees are protected by the Fourth Amendment
against unreasonable search and seizure by the
government. The Supreme Court has held that a drug test
is a governmental search.
The ADA governs the medical testing of employees, and
under its provisions pre-employment medical testing is
prohibited.
The Employee Polygraph Protection Act of 1988 prevents
employers from using polygraph tests for employment
recruiting and retention purposes.
How would an HR professional determine whether an
employment law is applicable to his/her employer? Correct
Answer - The first step is determining which federal
employment statutes apply to the firm.
- The second step would be to determine if the employer
does contract work for a federal or state government.
- Third, after assessing which federal laws apply, the HR
professional must look to state law.
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