WGU C233 EMPLOYMENT LAW REAL EXAM 2
VERSIONS 700 QUESTIONS AND ANSWERS 2024-2025
VERSION A
Agency is a(n) 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.
Undefined
Informal
Contract
Formal - ANSWERContract
Before the final passage of the Civil Rights Act of 1964, Virginia Democrat, Senator
Howard W. Smith, inserted into the language of the legislation defining the class of
persons protected under the anti-discrimination provisions of Title VII the word:
A) Race
B) Religion
C) Sex
D) National origin - ANSWERC-Sex
He did so in an attempt to defeat the legislation, as there existed a strong anti-women
animus among unions and supporters of the legislation who did not want women
included in the protections offered by Title VII.
Which of the following is not an element of a prima facie case for gender discrimination?
A) The employee is the protected class
B) The employee is qualified for the position
C) A person of the same gender received favorable employment action or the employer
continues to look for applicants for the position.
D) The employee suffers some adverse employment action - ANSWERC- A person of
the same gender received favorable employment action or the employer continues to
look for applicants for the position.
The full list of elements for a prima facie case include: 1) the employee is the protected
class; 2) the employee is qualified for the position; 3) the employee suffers some
,adverse employment action; and 4) a person of opposite gender received favorable
employment action or the employer continues to look for applicants for the position.
Title VII allows for gender to be the basis for differing employer-imposed grooming
requirements for employees. What is the stipulation to this rule?
A) Must be signed off by two district judges
B) The application must be fair and reasonable
C) The application must be enforced for five years prior and five years following
D) The application must be accepted by the entire company - ANSWERB-The
application must be fair and reasonable.
Grooming and dress are often issues in gender discrimination cases, as these factors
may signal employment status and reinforce stereotyping. Title VII allows for gender to
be the basis for differing employer-imposed grooming requirements for employees, but
the application must be fair and reasonable. However, if dress or grooming standards
are applied unequally or used to promote unequal treatment, they are discriminatory.
When an employer classifies employees on the basis of gender, plus another
characteristic, this is known as:
A- Gender discrimination
B- Fetal protection discrimination
C- Pregnancy discrimination
D- Gender Plus discrimination - ANSWERD-Gender Plus discrimination
Gender Plus discrimination (also called "sex plus" discrimination) exists when an
employer classifies employees on the basis of gender, plus another characteristic,
usually a family-related circumstance.
The prima facie case for gender plus discrimination based on family composition would
not require the complaining workers to show which of the following?
A-Similarly situated workers of the same gender, with small children, are treated more
favorably
B- They are qualified for the job
C- They have small children
D- They suffer an adverse employment action - ANSWERA-Similarly situated workers of
the same gender, with small children, are treated more favorably
The full list of elements include the following:
1) he or she has small children;
2) is qualified for the job;
3) suffers an adverse employment action; and
4) similarly situated workers of the same gender, without small children, are treated
more favorably.
,If the employer produces a legitimate business reason for the job action, under the
formula, the burden shifts back to the employee to demonstrate
that the employer's proffered reason is pretextual.
Anderson Cooper
Price Waterhouse
McDonnell Douglas
Hopkins - ANSWERMcDonnell Douglas
From the text, "Once the plaintiff proves these things, the burden then shifts to the
employer to produce a lawful motive for the adverse employment action. Then the
burden shifts back to the claimant to rebut the employer's justification, by showing:
The stated reason is not true
The stated reason is true, but was not a "motivating factor"
The reason was a factor, but not sufficient to justify the job action"
The prohibits employment discrimination on the basis of pregnancy,
childbirth, or related medical conditions.
Pregnancy Discrimination Act
Civil Rights Act
Anti-gender discrimination Act
Title VII - ANSWERPregnancy Discrimination Act
In 1978, Congress enacted amendments to Title VII, known as the Pregnancy
Discrimination Act (PDA). The PDA prohibits employment discrimination on the basis of
pregnancy, childbirth, or related medical conditions.
Employees on leave for pregnancy-related issues must be treated the same as other
workers on leave. Which of the following is not an example of this?
Pay increases
Accrual of seniority
Promotions to management
Vacation time calculations - ANSWERPromotions to management
Employees on leave for pregnancy-related issues must be treated the same as other
workers on leave for accrual of seniority, vacation time calculations, pay increases, and
other benefits.
Employers may not use gender as the basis for pay considerations on jobs the
performance of which require equal skill, effort, and responsibility, and which are
performed under similar working conditions. What protects this?
GPD
EPA
PDA
CRA - ANSWEREPA - Equal Pay Act
, To make a claim of discrimination under the Equal Pay Act - the prima facie case - an
employee must show that two employees of the opposite gender are:
Working in the same place
Doing equal work - sufficient commonality of tasks and responsibilities
Receiving different and unequal pay
All of the above - ANSWERAll of the above
To make a claim of discrimination under the Equal Pay Act - the prima facie case - an
employee must show that two employees of the opposite gender are:
1. Working in the same place
2. Doing equal work - sufficient commonality of tasks and responsibilities
3. Receiving different and unequal pay
Some argue that disparity requires remedy and that pay should be equal for employees
doing different jobs, but which are of:
Incomparable worth
Comparable worth
Comparable demand
Incomparable demand - ANSWERComparable worth
Federal courts have rejected the comparable worth theory, because plaintiffs have been
unable to show how "market rates" for whole classes of professions resulted in specific
gender-disparate impact discrimination from any given employer.
Which of the following is always involved in a case of sexual harassment?
Gender harassment
Request for sexual favor
Sexual behavior
Sexual motive - ANSWERGender harassment
Sexual harassment does not necessarily involve sexual motive, sexual behavior, or
requests for sexual favors.
The term sexual harassment applies to:
Both sexual harassment and sexual discrimination
Both gender harassment and sexual harassment
Gender harassment
Sexual harassment - ANSWERBoth gender harassment and sexual harassment
At its most basic level, sexual harassment is harassment directed at an employee
because of his or her gender. Therefore, sexual harassment does not necessarily
involve sexual motive, sexual behavior, or requests for sexual favors. So, if an
employer, or its agents, engages in anti-female or anti-male activity towards an
employee such that it interferes with the employee's ability to carry out the job, that
employer may be guilty of sexual harassment.
