WGU C233 Employment Law

- a white medical school applicant challenged the University of California at Davis' policy of setting aside 16% of admission spots for "disadvantaged" minority applicants who could also compete in the standard applicant pool. Mr. Bakke was qualified to be admitted, and he argued that the strict 16% standard was an impermissible quota and unfair. - While not dismissing the principles of AA, the Supreme Court agreed that the AA method used by the university was unlawful, as it gave an ...

WGU C233 Complete Study Guide questions with verified answers

WGU C233 Employment Law questions with verified answer1.

employee has successfully passed a probationary period and allows for an employee to seek arbitration for a termination dispute. Montana Wrongful Discharge From Employment Act National Labor Relations Act Stare decisis Vicarious Liability Ans Montana Wrongful Discharge From Employment Act A clear definition of religion has proved elusive because: The meaning of "religion" has changed many times over the past century People can only perceive religion through their own unde...

WGU Employment Law C233 questions with verified answers

Analyze potential limitations to employee privacy. Ans Employer cannot search an employee's private property (purse, car) unless there is a valid reason to do so. Since an employee's desk, company computer, work phone, even a locker exists and belongs to the company, these items should not be expected to be private. Email in the work computer is not considered private. Video camera surveillance is lawful (except in bathrooms, changing areas). Voices cannot be recorded without employee and ...

WGU C233 Employment Law Questions with verified answers.

Identify the role of the National Labor Relations Board (NLRB). - a federal agency given power to police against unfair labor practices and determine whether the union is sanctioned to represent the members. NLRB administers all provisions of the Wagner Act. Primary functions include: conducting union elections (make sure that they are ethically and legally conducted), investigating complaints by employers or unions through their investigations, issuing opinions on it findings and prosecutin...

Under respondent superior doctrine, an employer is only responsible for the employee action performed within the: Reasonable person standard Duration of employment Realm of reasonable actions Scope of employment - Scope of Employment Which of the following is not an element of a prima facie discrimination case for gender discrimination? The employee is qualified for the position The employee suffers some adverse employment action The employee is in the protected class A person of the s...