WGU C233 EMPLOYMENT LAW EXAM NEWEST 2024
WITH COMPLETE QUESTIONS AND CORRECT VERIFIED
ANSWERS (DETAILED ANSWERS) ALREADY GRADED A+
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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 - ANSWER-Contract
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 - ANSWER-C-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 - ANSWER-C- 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 - ANSWER-B-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 - ANSWER-D-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 - ANSWER-A-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 - ANSWER-McDonnell 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 - ANSWER-Pregnancy Discrimination Act
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