WGU C233 EMPLOYMENT LAW FINAL
PRACTICE EXAMINATION 2026 QUESTIONS
WITH ANSWERS GRADED A+
• Identify the role of the National Labor Relations Board (NLRB)..
Answer: 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
prosecuting violations in court. Remember NLRB investigates all unfair
labor practices even in non-union environments. Investigating unfair labor
practices connected with Social Media has been a recent focus for the
NLRB.
• What is the National Labor Relations Act, also known as the Wagner Act of
1935? 1. Established the rights of workers to form unions, collective
bargain, and to strike. 2. Protected union rights and prohibited employers
from interfering, coercing or otherwise intruding on employees interested in
the union 3. Established the National Labor Relations Board (NLRB)-.
Answer: Pro-union law which:
• Describe the Labor Management Relations Act (LMRA), also known as the
Taft-Hartley Act, of 1947. 1. Curbed unions overreaching or shift some of
the power back to the employer; 2. Forbade Unions from using unfair labor
practices, for example unions cannot coerce or discriminate against
non-union members; 3. Outlawed the closed shop (shop that made union
membership a condition of employment). Let employers take back the right
to hire. 4. Prohibited wildcat strikes (those not authorized by the union);
Further, the "right to work" provision was established, states that had right
to work laws had to be honored. The state law prohibits employees to be
, required to join a union. Gives the employee the choice..
Answer: Pro-employer law which:
• 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
• Describe the major impacts of the Labor Management Reporting and
Disclosure Act, also known as the Landrum-Griffin Act, of 1959. 1. Unions
had to give union members a bill of rights; 2. Unions required to hold
elections every 3 years; 3. Unions had to submit annual financial reports to
the department of labor, federal crime to embezzle or steal union funds.
Also, union members could attend union meetings, vote and nominate
people for union offices..
Answer: Increased power of Union Members by:
• Define the steps in the union organization process. 2. Initial organizational
meeting with union to gather employee support. 3. 30% of authorization
(employee) signatures are required to move forward with unionization
process. 4. Once 30% of signatures are gathered, a secret ballot election is
administered by the NLRA. 5. If the vote is "yes" (51% majority), the
NLRB certifies the union as the legal bargaining representative of the
employees..
Answer: 1. Union contacts employees or employees contact union.
• Describe the collective bargaining process..
Answer: Collective bargaining is the negotiations between the employer and
the the union (on behalf of the workers) to form a new contract which
governs the working relationship between the parties. Under the NLRA,
both the union and the employer are required to bargain in good faith. The
concept of good faith does not mandate agreement, but instead requires a
mutual obligation of the parties to participate actively in negotiations,
showing intent to find a basis for agreement. Workplace issues are divided
, into three categories: mandatory, permissive and illegal bargaining items.
• Compare unfair labor practices for management and labor. For unions, they
must bargain in good faith. During strike activity, unions are prohibited
from preventing persons who wish to work from entering the business, may
not damage employer property, and may not picket other businesses that
provide goods and services to the employer. Such a picket is called a
secondary picket..
Answer: Management cannot: refuse to bargain with labor; coerce, interfere
or intrude on employees' rights to become involved with unions;
• Describe the following strategies to resolve labor disputes: Lockout.
Answer: the employer either shuts down business operations and prevents
employees from coming to work or continues work but hires replacement
employees
• Describe the following strategies to resolve labor disputes: Strikes.
Answer: a mass work stoppage; economic strikes (used to pressure
management into conceding to compensation demands) and ULP strikes
(employer committed ULP) are lawful. Wildcat strikes, in which employees
stop work without the union's permission, are illegal.
• 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
• 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.
• Describe the following strategies to resolve labor disputes: Mediation.
Answer: voluntary process, bringing a neutral third-party into a negotiation
as a facilitator. It may or may not lead to an agreement between the parties
• Describe the following strategies to resolve labor disputes: Arbitration.
Answer: process agreed to by the parties in which, at its conclusion, a
neutral third-party will impose a binding agreement on both parties
• Summarize worker eligibility and E-verify..
Answer: E-verify is used to allow employer to determine eligibility of an
employee to work in US. They have to submit form I-9 and have to submit it
within 3 days and keep in their records. Contractors with $100,000 or
more/or 120 days or longer from Federal government contracts must use
e-verify. Other employers, optional. If e-verify gives non-confirmation,
candidate has 8 days to respond. (employer has to wait out that 8 days)
• Explain negligent hiring..
Answer: Negligent hiring is when an employer ignores a reputation or
record of an applicant and still hires them for the job, and then something
negative occurs. In a sense, the employer shares the blame in this situation.
• Explain a negligent referral..
Answer: Negligent referral occurs when an employer who is providing
untrue reference omitted dangerous or criminal behavior. Meaning by
suggesting someone to do a job but not giving the person that is hiring the
full background on the past employee's behavior, when harm occurred on
the job, the referring employer was negligent.
PRACTICE EXAMINATION 2026 QUESTIONS
WITH ANSWERS GRADED A+
• Identify the role of the National Labor Relations Board (NLRB)..
Answer: 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
prosecuting violations in court. Remember NLRB investigates all unfair
labor practices even in non-union environments. Investigating unfair labor
practices connected with Social Media has been a recent focus for the
NLRB.
• What is the National Labor Relations Act, also known as the Wagner Act of
1935? 1. Established the rights of workers to form unions, collective
bargain, and to strike. 2. Protected union rights and prohibited employers
from interfering, coercing or otherwise intruding on employees interested in
the union 3. Established the National Labor Relations Board (NLRB)-.
Answer: Pro-union law which:
• Describe the Labor Management Relations Act (LMRA), also known as the
Taft-Hartley Act, of 1947. 1. Curbed unions overreaching or shift some of
the power back to the employer; 2. Forbade Unions from using unfair labor
practices, for example unions cannot coerce or discriminate against
non-union members; 3. Outlawed the closed shop (shop that made union
membership a condition of employment). Let employers take back the right
to hire. 4. Prohibited wildcat strikes (those not authorized by the union);
Further, the "right to work" provision was established, states that had right
to work laws had to be honored. The state law prohibits employees to be
, required to join a union. Gives the employee the choice..
Answer: Pro-employer law which:
• 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
• Describe the major impacts of the Labor Management Reporting and
Disclosure Act, also known as the Landrum-Griffin Act, of 1959. 1. Unions
had to give union members a bill of rights; 2. Unions required to hold
elections every 3 years; 3. Unions had to submit annual financial reports to
the department of labor, federal crime to embezzle or steal union funds.
Also, union members could attend union meetings, vote and nominate
people for union offices..
Answer: Increased power of Union Members by:
• Define the steps in the union organization process. 2. Initial organizational
meeting with union to gather employee support. 3. 30% of authorization
(employee) signatures are required to move forward with unionization
process. 4. Once 30% of signatures are gathered, a secret ballot election is
administered by the NLRA. 5. If the vote is "yes" (51% majority), the
NLRB certifies the union as the legal bargaining representative of the
employees..
Answer: 1. Union contacts employees or employees contact union.
• Describe the collective bargaining process..
Answer: Collective bargaining is the negotiations between the employer and
the the union (on behalf of the workers) to form a new contract which
governs the working relationship between the parties. Under the NLRA,
both the union and the employer are required to bargain in good faith. The
concept of good faith does not mandate agreement, but instead requires a
mutual obligation of the parties to participate actively in negotiations,
showing intent to find a basis for agreement. Workplace issues are divided
, into three categories: mandatory, permissive and illegal bargaining items.
• Compare unfair labor practices for management and labor. For unions, they
must bargain in good faith. During strike activity, unions are prohibited
from preventing persons who wish to work from entering the business, may
not damage employer property, and may not picket other businesses that
provide goods and services to the employer. Such a picket is called a
secondary picket..
Answer: Management cannot: refuse to bargain with labor; coerce, interfere
or intrude on employees' rights to become involved with unions;
• Describe the following strategies to resolve labor disputes: Lockout.
Answer: the employer either shuts down business operations and prevents
employees from coming to work or continues work but hires replacement
employees
• Describe the following strategies to resolve labor disputes: Strikes.
Answer: a mass work stoppage; economic strikes (used to pressure
management into conceding to compensation demands) and ULP strikes
(employer committed ULP) are lawful. Wildcat strikes, in which employees
stop work without the union's permission, are illegal.
• 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
• 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.
• Describe the following strategies to resolve labor disputes: Mediation.
Answer: voluntary process, bringing a neutral third-party into a negotiation
as a facilitator. It may or may not lead to an agreement between the parties
• Describe the following strategies to resolve labor disputes: Arbitration.
Answer: process agreed to by the parties in which, at its conclusion, a
neutral third-party will impose a binding agreement on both parties
• Summarize worker eligibility and E-verify..
Answer: E-verify is used to allow employer to determine eligibility of an
employee to work in US. They have to submit form I-9 and have to submit it
within 3 days and keep in their records. Contractors with $100,000 or
more/or 120 days or longer from Federal government contracts must use
e-verify. Other employers, optional. If e-verify gives non-confirmation,
candidate has 8 days to respond. (employer has to wait out that 8 days)
• Explain negligent hiring..
Answer: Negligent hiring is when an employer ignores a reputation or
record of an applicant and still hires them for the job, and then something
negative occurs. In a sense, the employer shares the blame in this situation.
• Explain a negligent referral..
Answer: Negligent referral occurs when an employer who is providing
untrue reference omitted dangerous or criminal behavior. Meaning by
suggesting someone to do a job but not giving the person that is hiring the
full background on the past employee's behavior, when harm occurred on
the job, the referring employer was negligent.
