WGU C233 EMPLOYMENT LAW FINAL
COMPREHENSIVE STUDY GUIDE 2026 FULL
QUESTIONS AND SOLUTIONS GRADED A+
• 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.
Answer: 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 same gender received favorable
employment action.
Answer: A person of the same gender received favorable employment action
• When operations of two or more employers are considered so intertwined
that they can be considered the single employer, for purposes of both federal
statutory coverage and liability, this is called a: Integrated Enterprise
Corporation Sole proprietorship Franchise.
Answer: Integrated Enterprise
• Title VII covers employers who have "_________ or more employees for
each working day in each of twenty or more calendar weeks in the current or
preceding calendar year, and any agent of such a person." Fifteen Twenty
Thirty Ten.
Answer: Fifteen
• 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
,• An employee pursues self-interest as he or she runs a personal errand while
driving to a meeting at a company branch office. What is this an example
of? Reasonable person standard Scope of employment Frolic and detour
Duration of employment.
Answer: Frolic and detour
• When an employer classifies employees on the basis of gender, plus another
characteristic, usually a family-related circumstance, what type of
discrimination is this? Pregnancy discrimination Gender plus discrimination
Pretextual discrimination Perpetual discrimination.
Answer: Gender Plus Discrimination
• 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 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..
Answer: C-Sex
• What was the seminal case establishing the concept of disparate impact? St.
Mary's Honor Ctr. v. Hicks Griggs v. Duke Power Connecticut v. Teal
Texas Dep't of Community Affairs v. Burdine.
Answer: Griggs v. Duke Power
• 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 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..
Answer: C- A person of the same 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 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..
Answer: B-The application must be fair and reasonable.
• A controlling rule, example, or guide is also known as: Judicial review
Precedence Respondent superior Contractual understanding.
Answer: Precedence
• 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 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..
Answer: D-Gender Plus discrimination
• Which of the following is not a test that determines if an employee is an
independent contractor? The economic realities test The right to work state
law index The common law agency test The IRS 20-factor analysis.
Answer: The right to work state law index
, • Plaintiffs may allege that the supposed legitimate reason for adverse
employment action is merely a __________ or cover-up for discrimination.
Reasonable reason Failure Pretext Discrimination in disguise.
Answer: Pretext
• 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 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..
Answer: A-Similarly situated workers of the same gender, with 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 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".
Answer: McDonnell Douglas
• A monetary amount necessary to replace what the claimant lost, including
money, pain, and other non-monetary losses is known as: Punitive damages
Front pay Compensatory damages Injunction relief.
Answer: Compensatory Damages
• The PDA prohibits employment discrimination on the basis of: Pregnancy
COMPREHENSIVE STUDY GUIDE 2026 FULL
QUESTIONS AND SOLUTIONS GRADED A+
• 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.
Answer: 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 same gender received favorable
employment action.
Answer: A person of the same gender received favorable employment action
• When operations of two or more employers are considered so intertwined
that they can be considered the single employer, for purposes of both federal
statutory coverage and liability, this is called a: Integrated Enterprise
Corporation Sole proprietorship Franchise.
Answer: Integrated Enterprise
• Title VII covers employers who have "_________ or more employees for
each working day in each of twenty or more calendar weeks in the current or
preceding calendar year, and any agent of such a person." Fifteen Twenty
Thirty Ten.
Answer: Fifteen
• 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
,• An employee pursues self-interest as he or she runs a personal errand while
driving to a meeting at a company branch office. What is this an example
of? Reasonable person standard Scope of employment Frolic and detour
Duration of employment.
Answer: Frolic and detour
• When an employer classifies employees on the basis of gender, plus another
characteristic, usually a family-related circumstance, what type of
discrimination is this? Pregnancy discrimination Gender plus discrimination
Pretextual discrimination Perpetual discrimination.
Answer: Gender Plus Discrimination
• 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 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..
Answer: C-Sex
• What was the seminal case establishing the concept of disparate impact? St.
Mary's Honor Ctr. v. Hicks Griggs v. Duke Power Connecticut v. Teal
Texas Dep't of Community Affairs v. Burdine.
Answer: Griggs v. Duke Power
• 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 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..
Answer: C- A person of the same 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 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..
Answer: B-The application must be fair and reasonable.
• A controlling rule, example, or guide is also known as: Judicial review
Precedence Respondent superior Contractual understanding.
Answer: Precedence
• 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 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..
Answer: D-Gender Plus discrimination
• Which of the following is not a test that determines if an employee is an
independent contractor? The economic realities test The right to work state
law index The common law agency test The IRS 20-factor analysis.
Answer: The right to work state law index
, • Plaintiffs may allege that the supposed legitimate reason for adverse
employment action is merely a __________ or cover-up for discrimination.
Reasonable reason Failure Pretext Discrimination in disguise.
Answer: Pretext
• 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 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..
Answer: A-Similarly situated workers of the same gender, with 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 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".
Answer: McDonnell Douglas
• A monetary amount necessary to replace what the claimant lost, including
money, pain, and other non-monetary losses is known as: Punitive damages
Front pay Compensatory damages Injunction relief.
Answer: Compensatory Damages
• The PDA prohibits employment discrimination on the basis of: Pregnancy
