WGU D352 Employment and Labor Law Comprehensive
Final Exam Review 2026 | High-Yield Study Guide
1. The purpose of the fair labor standards act is to.....
establish the federal minimum wage
set wage and hour record keeping requirements for employers
set standards for overtime pay
to set youth employment standards
all of the above
2. Which one of the following statements is TRUE regarding the Equal Pay Act?
A Plaintiff suing for a violation of the Equal Pay Act is required to first
file a charge with the EEOC.
The Equal Pay Act has been interpreted by the courts to require
equal pay for men and women based upon the concept of
"substantially equal" rather than identical work.
The Equal Pay Act prohibits an employer from discriminating between
employees on the basis of race, color, sex, religion, or national origin
by paying unequal wages for equal work.
Claims of unequal pay for jobs of comparable worth may be brought
under the Equal Pay Act.
3. What are some examples of protected characteristics under workplace
discrimination laws?
Work location, job title, or department
Job performance, education level, or tenure
Race, gender, age, or disability
, Salary, benefits, or work hours
4. Which statements about agency relationships are correct?
Agency is the legal relationship between at least two parties in which
one party (agent) agrees to act on behalf of another party (principal)
A relationship in which one party (agent) owes fiduciary duties to
another party (principal)
A gratuitous agent is a relationship in which one party (agent) agrees
to act on behalf of and to benefit another party (principal) for no
compensation
All the answer choices correctly define an agency relationship
5. Describe how surveillance can impact employee privacy in the workplace.
Surveillance is only used for performance evaluations and does not
affect privacy.
Surveillance enhances employee privacy by limiting access to
personal information.
Surveillance is primarily focused on improving workplace morale.
Surveillance can lead to concerns about employee privacy as it
involves monitoring their activities.
6. To qualify for the executive exemption from the minimum wage and overtime
provisions of the Fair Labor Standards Act, among other things what must an
employee do?
Perform work that is intellectual and varied
Possess knowledge of an advanced type in business administration
Devote less than 15% of his or her time to nonexempt work
, Customarily and regularly direct the work of at least two full-time
employees
7. What is the main principle established by the Equal Pay Act?
Equal benefits for all employees
Equal treatment in hiring practices
Equal compensation for substantially similar work
Equal job security for all positions
8. Assumption of risk is the legal defense:
used by the defendant in a case to prove innocence from injury
that determines that they patient was fully or partly at fault for the
injury, and no damages may be recovered
that bases the recovery of damages by the plaintiff on the amount of
fault of the defendant
that prevents the plaintiff from recovering damages if he or she
accepts a risk associated with the activity
9. Describe the criteria that define an executive employee under the Fair Labor
Standards Act (FLSA).
An executive employee is defined as anyone who has a college
degree and works full-time.
An executive employee is someone who works in a sales position and
manages customer relations.
An executive employee is someone who performs administrative tasks
and oversees one employee.
, An executive employee is defined as someone who primarily
engages in management duties and supervises two or more
employees.
10. If an employer is found to be paying female employees less than male
employees for the same job, what legal obligation must they fulfill under the
Equal Pay Act?
Offer bonuses to male employees to balance pay.
Adjust salaries to ensure equal pay for equal work.
Provide additional vacation days to female employees.
Terminate employees who report the disparity.
11. The concept of due process generally means
the federal courts will hear or at least review the case.
employees can receive a court hearing if they request it.
employees must be faced with the charges against them and have
an impartial hearing to refute them.
the complaint will go to arbitration if not resolved.
12. Describe the significance of the classification of non-exempt employees
under the Fair Labor Standards Act (FLSA).
Non-exempt employees can be paid below minimum wage if they
work overtime.
Non-exempt employees are entitled to overtime pay and minimum
wage protections, ensuring fair compensation for their work.
Non-exempt employees are not entitled to any benefits under the
FLSA.
Final Exam Review 2026 | High-Yield Study Guide
1. The purpose of the fair labor standards act is to.....
establish the federal minimum wage
set wage and hour record keeping requirements for employers
set standards for overtime pay
to set youth employment standards
all of the above
2. Which one of the following statements is TRUE regarding the Equal Pay Act?
A Plaintiff suing for a violation of the Equal Pay Act is required to first
file a charge with the EEOC.
The Equal Pay Act has been interpreted by the courts to require
equal pay for men and women based upon the concept of
"substantially equal" rather than identical work.
The Equal Pay Act prohibits an employer from discriminating between
employees on the basis of race, color, sex, religion, or national origin
by paying unequal wages for equal work.
Claims of unequal pay for jobs of comparable worth may be brought
under the Equal Pay Act.
3. What are some examples of protected characteristics under workplace
discrimination laws?
Work location, job title, or department
Job performance, education level, or tenure
Race, gender, age, or disability
, Salary, benefits, or work hours
4. Which statements about agency relationships are correct?
Agency is the legal relationship between at least two parties in which
one party (agent) agrees to act on behalf of another party (principal)
A relationship in which one party (agent) owes fiduciary duties to
another party (principal)
A gratuitous agent is a relationship in which one party (agent) agrees
to act on behalf of and to benefit another party (principal) for no
compensation
All the answer choices correctly define an agency relationship
5. Describe how surveillance can impact employee privacy in the workplace.
Surveillance is only used for performance evaluations and does not
affect privacy.
Surveillance enhances employee privacy by limiting access to
personal information.
Surveillance is primarily focused on improving workplace morale.
Surveillance can lead to concerns about employee privacy as it
involves monitoring their activities.
6. To qualify for the executive exemption from the minimum wage and overtime
provisions of the Fair Labor Standards Act, among other things what must an
employee do?
Perform work that is intellectual and varied
Possess knowledge of an advanced type in business administration
Devote less than 15% of his or her time to nonexempt work
, Customarily and regularly direct the work of at least two full-time
employees
7. What is the main principle established by the Equal Pay Act?
Equal benefits for all employees
Equal treatment in hiring practices
Equal compensation for substantially similar work
Equal job security for all positions
8. Assumption of risk is the legal defense:
used by the defendant in a case to prove innocence from injury
that determines that they patient was fully or partly at fault for the
injury, and no damages may be recovered
that bases the recovery of damages by the plaintiff on the amount of
fault of the defendant
that prevents the plaintiff from recovering damages if he or she
accepts a risk associated with the activity
9. Describe the criteria that define an executive employee under the Fair Labor
Standards Act (FLSA).
An executive employee is defined as anyone who has a college
degree and works full-time.
An executive employee is someone who works in a sales position and
manages customer relations.
An executive employee is someone who performs administrative tasks
and oversees one employee.
, An executive employee is defined as someone who primarily
engages in management duties and supervises two or more
employees.
10. If an employer is found to be paying female employees less than male
employees for the same job, what legal obligation must they fulfill under the
Equal Pay Act?
Offer bonuses to male employees to balance pay.
Adjust salaries to ensure equal pay for equal work.
Provide additional vacation days to female employees.
Terminate employees who report the disparity.
11. The concept of due process generally means
the federal courts will hear or at least review the case.
employees can receive a court hearing if they request it.
employees must be faced with the charges against them and have
an impartial hearing to refute them.
the complaint will go to arbitration if not resolved.
12. Describe the significance of the classification of non-exempt employees
under the Fair Labor Standards Act (FLSA).
Non-exempt employees can be paid below minimum wage if they
work overtime.
Non-exempt employees are entitled to overtime pay and minimum
wage protections, ensuring fair compensation for their work.
Non-exempt employees are not entitled to any benefits under the
FLSA.
