WGU D352 Employment and Labor Law (PROO) Latest
Update 2026 | Exam Prep | High-Yield Review Guide
1. What describes an employee's legal rights when an employer is using an
auto-tracking device to monitor the employee's whereabouts?
Employees are legally bound to the company and cannot turn off the
GPS device.
State law prohibits employees from filing an invasion of privacy lawsuit.
The employer must obtain employee consent before installing an
auto-tracking device.
It is a company-owned vehicle and IT workers have no lawful recourse.
2. If a company fails to accommodate a pregnant employee's request for more
frequent bathroom breaks, what potential legal consequences could arise?
The company would be exempt from any legal action.
The company would be required to pay a fine to the employee.
The company could face a discrimination lawsuit under the
Pregnancy Discrimination Act.
The employee would automatically be terminated.
3. Beth complains about the pervasiveness of sexual harassment toward
employees at ChemWorks, Inc., where she is also an employee. As a result,
the employer demotes her. Beth can file
an implied contract claim.
a constructive discharge claim.
a disparate-impact discrimination claim
a retaliation claim.
,4. What is the primary responsibility of HR in relation to employee
accommodations for medical conditions?
Ensure compliance with legal requirements for accommodations.
Develop training programs for employees.
Implement disciplinary actions against employees.
Conduct performance reviews of managers.
5. If an employee requests an accommodation and the manager denies it, what
steps should HR take to resolve the situation?
Reassign the employee to a different department immediately.
Investigate the denial and facilitate a discussion between the
employee and manager.
Terminate the employee for making the request.
Support the manager's decision without question.
6. Describe how the attendance policy in an employee handbook can impact
an employer's ability to terminate an employee for unsatisfactory
performance.
The attendance policy is irrelevant to termination decisions.
The attendance policy must be ignored if the employee has been with
the company for over a year.
The attendance policy provides a clear guideline that justifies
termination for unsatisfactory performance related to attendance.
The attendance policy only applies to hourly employees.
,7. What is one potential action an HR officer can take to address discrimination
in hiring practices?
Eliminate all background checks
Increase the number of interviews conducted
Focus solely on educational qualifications
Review and revise background check policies
8. An entrepreneur is running a company with six employees. Four of the
employees are under 30 years old, and two of the employees are over 50
years old. The organization has limited funding available for training and
development. The entrepreneur only wants to offer training to the younger
workers because the entrepreneur feels that these employees may have
longer career trajectories at the organization. This an example of
.
legitimate discrimination
duty to accommodate
age-based discrimination
permissible discrimination
9. Describe how a 90-day probationary period can affect the employment
relationship between a supervisor and a new employee.
A 90-day probationary period requires the employee to sign a
contract.
A 90-day probationary period allows the employer to evaluate the
employee's performance and potentially terminate employment
based on inadequate performance.
A 90-day probationary period is irrelevant to the employment
relationship.
, A 90-day probationary period guarantees job security for the
employee.
10. What legal principle protects an employee's comments from being
considered defamatory in the context of workplace promotions?
Absolute privilege
Negligence
Slander
Qualified privilege
11. If a restaurant decides to implement a policy favoring younger applicants,
what steps should they take to ensure compliance with labor laws?
Focus solely on experience rather than age.
Ignore any complaints regarding age discrimination.
Only hire applicants under 40 years old.
Conduct a thorough review of hiring practices to ensure they align
with anti-discrimination laws.
12. What is the legal obligation of employers regarding hiring practices for
candidates with disabilities?
Employers must hire all candidates regardless of qualifications.
Employers must provide reasonable accommodations.
Employers can refuse to hire based on physical appearance.
Employers are not required to consider disabilities.
13. A hospital prides itself on hiring a diverse workforce. To ensure it provides
the best medical care, the hospital requires that all personnel speak only
Update 2026 | Exam Prep | High-Yield Review Guide
1. What describes an employee's legal rights when an employer is using an
auto-tracking device to monitor the employee's whereabouts?
Employees are legally bound to the company and cannot turn off the
GPS device.
State law prohibits employees from filing an invasion of privacy lawsuit.
The employer must obtain employee consent before installing an
auto-tracking device.
It is a company-owned vehicle and IT workers have no lawful recourse.
2. If a company fails to accommodate a pregnant employee's request for more
frequent bathroom breaks, what potential legal consequences could arise?
The company would be exempt from any legal action.
The company would be required to pay a fine to the employee.
The company could face a discrimination lawsuit under the
Pregnancy Discrimination Act.
The employee would automatically be terminated.
3. Beth complains about the pervasiveness of sexual harassment toward
employees at ChemWorks, Inc., where she is also an employee. As a result,
the employer demotes her. Beth can file
an implied contract claim.
a constructive discharge claim.
a disparate-impact discrimination claim
a retaliation claim.
,4. What is the primary responsibility of HR in relation to employee
accommodations for medical conditions?
Ensure compliance with legal requirements for accommodations.
Develop training programs for employees.
Implement disciplinary actions against employees.
Conduct performance reviews of managers.
5. If an employee requests an accommodation and the manager denies it, what
steps should HR take to resolve the situation?
Reassign the employee to a different department immediately.
Investigate the denial and facilitate a discussion between the
employee and manager.
Terminate the employee for making the request.
Support the manager's decision without question.
6. Describe how the attendance policy in an employee handbook can impact
an employer's ability to terminate an employee for unsatisfactory
performance.
The attendance policy is irrelevant to termination decisions.
The attendance policy must be ignored if the employee has been with
the company for over a year.
The attendance policy provides a clear guideline that justifies
termination for unsatisfactory performance related to attendance.
The attendance policy only applies to hourly employees.
,7. What is one potential action an HR officer can take to address discrimination
in hiring practices?
Eliminate all background checks
Increase the number of interviews conducted
Focus solely on educational qualifications
Review and revise background check policies
8. An entrepreneur is running a company with six employees. Four of the
employees are under 30 years old, and two of the employees are over 50
years old. The organization has limited funding available for training and
development. The entrepreneur only wants to offer training to the younger
workers because the entrepreneur feels that these employees may have
longer career trajectories at the organization. This an example of
.
legitimate discrimination
duty to accommodate
age-based discrimination
permissible discrimination
9. Describe how a 90-day probationary period can affect the employment
relationship between a supervisor and a new employee.
A 90-day probationary period requires the employee to sign a
contract.
A 90-day probationary period allows the employer to evaluate the
employee's performance and potentially terminate employment
based on inadequate performance.
A 90-day probationary period is irrelevant to the employment
relationship.
, A 90-day probationary period guarantees job security for the
employee.
10. What legal principle protects an employee's comments from being
considered defamatory in the context of workplace promotions?
Absolute privilege
Negligence
Slander
Qualified privilege
11. If a restaurant decides to implement a policy favoring younger applicants,
what steps should they take to ensure compliance with labor laws?
Focus solely on experience rather than age.
Ignore any complaints regarding age discrimination.
Only hire applicants under 40 years old.
Conduct a thorough review of hiring practices to ensure they align
with anti-discrimination laws.
12. What is the legal obligation of employers regarding hiring practices for
candidates with disabilities?
Employers must hire all candidates regardless of qualifications.
Employers must provide reasonable accommodations.
Employers can refuse to hire based on physical appearance.
Employers are not required to consider disabilities.
13. A hospital prides itself on hiring a diverse workforce. To ensure it provides
the best medical care, the hospital requires that all personnel speak only
