WGU C233 EMPLOYMENT LAW FINAL FINAL
TEST 2026 QUESTIONS WITH CORRECT
ANSWERS GRADED A+
• Which constitutional provision mandates that federal regulations have
priority over state law?.
Answer: Supremacy Clause
• Which doctrine is used by U.S. courts to align current cases with prior legal
decisions?.
Answer: Stare decisis
• Implied Contract AKA-oral assurances.
Answer: Legally binding agreement which is created, not through formal
contract negotiation and documentation, but by actions of employer and
employee
• Supremacy Clause.
Answer: mandates that the constitution, federal law, treaties and federal
regulations are the highest laws of the land and have priority over state law.
• Frolic and Detour.
Answer: Employee's physical departure from the job in order to further
his/her own interests and not the employers.
• Dual Purpose Mission.
Answer: Occurs when an employee conducts personal and work business at
the same time; subjecting the employer to the employees actions
• Two corporations have combined their management and operations into a
single place with 30 total employees. Which type of business relationship is
formed that now requires both companies to comply with federal
employment law?.
Answer: Integrated enterprise
,• Which test is used to distinguish an independent contractor from an
employee?.
Answer: Economic realities test
• The employee handbook used by a temporary employment agency stated,
"Employees may not be terminated except after first receiving an oral
warning, then a formal written warning." Which principle is demonstrated in
the handbook?.
Answer: Implied contract
• No employee with a company has ever been terminated without strict
adherence to the progressive discipline procedures outlined in the employee
handbook. How does the employee handbook apply in this situation?.
Answer: It is an implied contract for employees.
• What determines employer liability under the respondent superior doctrine?.
Answer: The scope of employment
• Pregnancy Discrimination Act (PDA).
Answer: 1978; Prohibits employment discrimination on the basis of
pregnancy, childbirth, or related medical conditions. Pregnant women must
be treated in the same manner as other applicants or employees with similar
abilities or limitations. (possibly as a temporarily disabled worker)
• Which term indicates that an employer may terminate an employee at any
time, for any legal reason, without incurring liability?.
Answer: Employment-at-will
• Which type of employment contract is created by the actions of the
employer and employee rather than through a formal contract negotiation?.
Answer: Implied
• Equal Pay Act 1963 (EPA).
Answer: protects men and women who perform substantially equal work in
the same establishment from sex-based wage discrimination
• Which principle may prevent termination of an at-will employment
, relationship?.
Answer: Good faith and fair dealing
• To which agency did Title VII give authority to conduct its own
enforcement litigation?.
Answer: EEOC
• An employee claimed the need for special treatment based on Title VII of
the Civil Rights Act of 1964. What is the first question a human resources
professional should ask to determine if this law applies to the employee?.
Answer: Does the employee meet the eligibility requirements?
• Civil Rights Act of 1991.
Answer: allows for compensatory and punitive damages for violations of
Tytle VII
• Age Discrimination in Employment Act of 1967 (ADEA).
Answer: protects individuals who are 40 years of age or older
• A women's shelter hires only women as intake specialists and is being sued
for disparate treatment. Which role does human resources have in relation to
the Equal Employment Opportunity Commission (EEOC) in this scenario?.
Answer: Showing bona fide occupational qualification
• Americans with Disabilities Act of 1967 (ADA).
Answer: prohibits disability discrimination in the private sector
• The Rehabilitation Act of 1991.
Answer: prohibits discrimination against qualified individuals with
disabilities who work in the federal government
• A 65-year-old woman was passed over for a job. When she inquired about
this, the employer told her, "We're looking to create a younger workforce."
Which type of discrimination is reflected in the scenario?.
Answer: Disparate treatment
• Uniformed Services Employment and Re-employment Rights Act
(USERRA).
TEST 2026 QUESTIONS WITH CORRECT
ANSWERS GRADED A+
• Which constitutional provision mandates that federal regulations have
priority over state law?.
Answer: Supremacy Clause
• Which doctrine is used by U.S. courts to align current cases with prior legal
decisions?.
Answer: Stare decisis
• Implied Contract AKA-oral assurances.
Answer: Legally binding agreement which is created, not through formal
contract negotiation and documentation, but by actions of employer and
employee
• Supremacy Clause.
Answer: mandates that the constitution, federal law, treaties and federal
regulations are the highest laws of the land and have priority over state law.
• Frolic and Detour.
Answer: Employee's physical departure from the job in order to further
his/her own interests and not the employers.
• Dual Purpose Mission.
Answer: Occurs when an employee conducts personal and work business at
the same time; subjecting the employer to the employees actions
• Two corporations have combined their management and operations into a
single place with 30 total employees. Which type of business relationship is
formed that now requires both companies to comply with federal
employment law?.
Answer: Integrated enterprise
,• Which test is used to distinguish an independent contractor from an
employee?.
Answer: Economic realities test
• The employee handbook used by a temporary employment agency stated,
"Employees may not be terminated except after first receiving an oral
warning, then a formal written warning." Which principle is demonstrated in
the handbook?.
Answer: Implied contract
• No employee with a company has ever been terminated without strict
adherence to the progressive discipline procedures outlined in the employee
handbook. How does the employee handbook apply in this situation?.
Answer: It is an implied contract for employees.
• What determines employer liability under the respondent superior doctrine?.
Answer: The scope of employment
• Pregnancy Discrimination Act (PDA).
Answer: 1978; Prohibits employment discrimination on the basis of
pregnancy, childbirth, or related medical conditions. Pregnant women must
be treated in the same manner as other applicants or employees with similar
abilities or limitations. (possibly as a temporarily disabled worker)
• Which term indicates that an employer may terminate an employee at any
time, for any legal reason, without incurring liability?.
Answer: Employment-at-will
• Which type of employment contract is created by the actions of the
employer and employee rather than through a formal contract negotiation?.
Answer: Implied
• Equal Pay Act 1963 (EPA).
Answer: protects men and women who perform substantially equal work in
the same establishment from sex-based wage discrimination
• Which principle may prevent termination of an at-will employment
, relationship?.
Answer: Good faith and fair dealing
• To which agency did Title VII give authority to conduct its own
enforcement litigation?.
Answer: EEOC
• An employee claimed the need for special treatment based on Title VII of
the Civil Rights Act of 1964. What is the first question a human resources
professional should ask to determine if this law applies to the employee?.
Answer: Does the employee meet the eligibility requirements?
• Civil Rights Act of 1991.
Answer: allows for compensatory and punitive damages for violations of
Tytle VII
• Age Discrimination in Employment Act of 1967 (ADEA).
Answer: protects individuals who are 40 years of age or older
• A women's shelter hires only women as intake specialists and is being sued
for disparate treatment. Which role does human resources have in relation to
the Equal Employment Opportunity Commission (EEOC) in this scenario?.
Answer: Showing bona fide occupational qualification
• Americans with Disabilities Act of 1967 (ADA).
Answer: prohibits disability discrimination in the private sector
• The Rehabilitation Act of 1991.
Answer: prohibits discrimination against qualified individuals with
disabilities who work in the federal government
• A 65-year-old woman was passed over for a job. When she inquired about
this, the employer told her, "We're looking to create a younger workforce."
Which type of discrimination is reflected in the scenario?.
Answer: Disparate treatment
• Uniformed Services Employment and Re-employment Rights Act
(USERRA).
