F WGU C233 EMPLOYMENT LAW EXAM QUESTIONS WITH ACTUAL DETAILED ANSWERS
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Course
WGU C233 EMPLOYMENT LAW
Institution
WGU C233 EMPLOYMENT LAW
F WGU C233
EMPLOYMENT LAW EXAM QUESTIONS WITH ACTUAL DETAILED
ANSWERSF WGU C233
EMPLOYMENT LAW EXAM QUESTIONS WITH ACTUAL DETAILED
ANSWERSF WGU C233
EMPLOYMENT LAW EXAM QUESTIONS WITH ACTUAL DETAILED
ANSWERSF WGU C233
EMPLOYMENT LAW EXAM QUESTIONS WITH ACTUAL DETAILED ...
CURRENTLY TESTING SOLUTIONS OF WGU C233
EMPLOYMENT LAW EXAM QUESTIONS WITH ACTUAL DETAILED
ANSWERS
WGU c233 Employment Law
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
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 - ANSWER-Promotions to management
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