WGU C233 Employment Law Comprehensive Resource To Help You Ace Exams Includes Frequently Tested Questions With ELABORATED 100% Correct COMPLETE SOLUTIONS Guaranteed Pass First Attempt!! Current Update!! Instant Download Pdf

WGU C233 Employment Law Comprehensive Resource To Help You Ace Exams Includes Frequently Tested Questions With ELABORATED 100% Correct COMPLETE SOLUTIONS Guaranteed Pass First Attempt!! Current Update!! Instant Download Pdf 1. 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: - Correct Answer - 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" 2. The __________ prohibits employment discrimination on the basis of pregnancy, childbirth, or related medical conditions. a) Pregnancy Discrimination Act b) Civil Rights Act c) Anti-gender discrimination Act d) Title VII - Correct Answer: Pregnancy Discrimination Act In 1978, Congress enacted amendments to Title VII, known as the Pregnancy Discrimination Act (PDA). The PDA prohibits employment discrimination on the basis of pregnancy, childbirth, or related medical conditions. 3. Employees on leave for pregnancy-related issues must be treated the same as other workers on leave. Which of the following is not an example of this? a) Pay increases b) Accrual of seniority c) Promotions to management d) Vacation time calculations - Correct Answer: Promotions to management Employees on leave for pregnancy-related issues must be treated the same as other workers on leave for accrual of seniority, vacation time calculations, pay increases, and other benefits. 4. Employers may not use gender as the basis for pay considerations on jobs the performance of which require equal skill, effort, and responsibility, and which are performed under similar working conditions. What protects this? a) GPD b) EPA c) PDA d) CRA - Correct Answer: EPA - Equal Pay Act 5. To make a claim of discrimination under the Equal Pay Act - the prima facie case - an employee must show that two employees of the opposite gender are: a) Working in the same place b) Doing equal work - sufficient commonality of tasks and responsibilities c) Receiving different and unequal pay d) All of the above - Correct Answer: All of the above To make a claim of discrimination under the Equal Pay Act - the prima facie case - an employee must show that two employees of the opposite gender are: Working in the same place Doing equal work - sufficient commonality of tasks and responsibilities Receiving different and unequal pay 6. Some argue that disparity requires remedy and that pay should be equal for employees doing different jobs, but which are of: a) Incomparable worth b) Comparable worth c) Comparable demand d) Incomparable demand - Correct Answer: Comparable worth Federal courts have rejected the comparable worth theory, because plaintiffs have been unable to show how "market rates" for whole classes of professions resulted in specific gender-disparate impact discrimination from any given employer. 7. Which of the following is always involved in a case of sexual harassment? a) Gender harassment b) Request for sexual favor c) Sexual behavior d) Sexual motive - Correct Answer: Gender harassment 8. Sexual harassment does not necessarily involve sexual motive, sexual behavior, or requests for sexual favors. The term sexual harassment applies to: a) Both sexual harassment and sexual discrimination b) Both gender harassment and sexual harassment c) Gender harassment d) Sexual harassment - Correct Answer: Both gender harassment and sexual harassment At its most basic level, sexual harassment is harassment directed at an employee because of his or her gender. Therefore, sexual harassment does not necessarily involve sexual motive, sexual behavior, or requests for sexual favors. So, if an employer, or its agents, engages in anti-female or anti-male activity towards an employee such that it interferes with the employee's ability to carry out the job, that employer may be guilty of sexual harassment. 9. While the facts of such cases are always subject to personal interpretation, is it often more clear when quid pro quo sexual harassment occurs because there is traceable __________ action. a) Tangible Job b) Illegal c) Discrimination d) Harassment - Correct Answer: Tangible Job 10. Sexual harassment where the harasser has the authority, or apparent authority, over the employee to change the employee's employment status is known as quid pro quo sexual harassment. Quid pro quo is the Latin term which indicates a trade of "something for something," or a "favor for a favor." The notion is that the "boss," either explicitly or implicitly, seeks sexual favors in exchange for some positive employment outcome for the employee. An aggressive sexual advance is made by a male boss to a female subordinate and rejected. Later the female employee receives a raise. There is no colorable claim of quid pro quo sexual harassment because the "victim" did not suffer a tangible job action. TRUE or FALSE - - Correct Answer: False If, after a rejected sexual advance, an employee receives an unanticipated favorable job outcome, like an unscheduled raise, a claim of quid pro quo sexual harassment may still lie under the theory that the raise is designed to induce the employee to accept the sexual advance or overlook an inappropriate advance.