WGU C233 Employment Law Exam Questions With 100% Correct Answers 2024. With Complete Solution.
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WGU C233
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Western Governors University
WGU C233 Employment Law Exam Questions With 100% Correct Answers 2024. With Complete Solution.
Intrusion Upon Seclusion
A type of tort in which an employer intrudes upon an employee's private information.
Age Discrimination in Employment Act (ADEA)
Enacted in 1967, it protects employees who a...
WGU C233 Employment Law Exam Questions
With 100% Correct Answers 2024. With
Complete Solution.
Intrusion Upon Seclusion
A type of tort in which an employer intrudes upon an employee's private information.
Age Discrimination in Employment Act (ADEA)
Enacted in 1967, it protects employees who are 40 years of age and older.
Fair Labor Standards Act (FLSA)
Enacted in 1938, it protects workers from unfair wages, limits abusive overtime practices, and prevents
child labor.
Course of Employment
Any action by an employee that furthers an employer's business.
National Labor Relations Board
A federal administrative agency that administers the provisions of the NLRA.
Federal Whistleblower Statute
Enacted in 1982, it protects contractor employees from employment discrimination or retaliation for
reporting company violations of the law.
Americans with Disabilities Act (ADA)
Employers with 15 or more employees are prohibited from discriminating against people with
disabilities. In general, the employment provisions of the ADA require equal opportunity in selecting,
testing, and hiring qualified applicants with disabilities; job accommodation for applicants and workers
with disabilities when such accommodations would not impose "undue hardship;" and equal
opportunity in promotion and benefits.
Collective Bargaining
The negotiation process between unions and employers.
Quota
An official limit on the number or amount of people or things that are allowed.
E-Verify
An online tool administered through the U.S. Citizenship and Immigration Services (USCIS) and used by
employers to verify the validity of documents presented by new hires.
,Continual Training Requirement
A mandate that all employers provide training to workers on a periodic basis and whenever an employee
is hired or assigned to a new job.
Serious Health Condition
An incapacitating illness, injury, or impairment that requires overnight care or continuing treatment from
a health care provider.
Sherman Anti-Trust Act
Enacted in 1890, it prevents businesses from combining together to restrain trade and seeking monopoly
business power.
Vicarious Liability
A form of secondary liability that comes from the doctrine of respondeat superior - "let the master
answer for the servant".
Worker's Compensation
A form of insurance that provides wage replacement and medical benefits for employees injured while at
work in exchange for relinquishment of the right to sue the employer for negligence.
Opportunity Wage
An exception to the minimum wage law that applies to employees under twenty years old.
Free Riders
An employee who does not belong to a union, but benefits from union representation
Unfair Labor Practices Strike
A stoppage of work in order to pressure management to follow the law
Public-policy Exception
A rule of exception to the employment at-will doctrine that states that an employer cannot terminate an
employee for reasons that violate public policy.
Reduction in Force (RIF)
Occurs when a business eliminates one or more positions as part of a strategic business plan to realign
operations or reduce cost.
Remedies
A desired action resulting from a successful lawsuit.
Customer Discriminatory Preference
An unacceptable pretext of discrimination in which an employer uses race as the basis for a business
decision in order to please customers.
, Arbitration
A procedure for resolving collective bargaining impasses by which an arbitrator (third party) choose a
solution to the dispute.
Conglomerate
A highly diversified firm that has multiple businesses with no relationships.
Permissive Bargaining Subject
A bargaining subject that either party may bring to the table, but over which the other party is not
required to bargain
Four-fifths Rule
The simplest and most common way of estimating adverse impact by ruling a screening device as
discriminatory if its selection rates of a protected class are less than 80% of the majority.
Mandatory Bargaining Subject
A required bargaining subject that involves wages, benefits, hours, and layoff procedures.
Reasonable Accommodation
A reasonable change to the work environment that allows a religious individual to perform job functions
Federal Injunction
A legal remedy that allows a court to order individuals to refrain from harmful acts
Vietnam Era Veteran Readjustment Assistance Act
Passed in 1974, it requires contractors to take affirmative action toward veterans
Vesting
The conveying of an employee's rights to benefits or contributions after a certain amount of time.
Workweek
Any consecutive seven-day period.
Impasse
A deadlock reached by two bargaining parties whereby an issue cannot be resolved.
Wildcat Strike
A strike by a portion of workers that is not authorized by the union.
Labor-Management Reporting and Disclosure Act of 1959 (LMRDA)
Enacted in 1959, it creates a union member "bill of rights" in order to empower union members and
reduce union corruption
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