WGU D352 Employment and Labor Law Study Guide, Exam
Prep & OA Success Bundle | Federal Employment Laws,
Labor Relations, HR Compliance, Workplace Legal Principles
Question 1
An employment policy that applies to employees regardless of protected class
status is most likely to be considered:
A. Disparate treatment
B. Disparate impact
C. A neutral policy
D. Retaliation
✅ Correct answer: C. A neutral policy
Rationale: A policy that is facially neutral (applies the same way to everyone) is
generally described as a neutral policy. Disparate treatment/impact require
specific discriminatory effects or intent.
Question 2
The NLRA primarily governs:
A. Discrimination based on race and gender
B. Collective bargaining and employees’ rights to organize
C. Workplace safety and OSHA standards
D. Wage payment rules for all employers
✅ Correct answer: B. Collective bargaining and employees’ rights to organize
Rationale: The National Labor Relations Act (NLRA) protects employees’ rights
to organize, bargain collectively, and engage in concerted activity.
,Question 3
An employer who terminates an employee because they filed an employment
discrimination complaint may be liable for:
A. Retaliation
B. Hostile work environment (by default)
C. Defamation
D. Bona fide occupational qualification
✅ Correct answer: A. Retaliation
Rationale: Terminating (or taking adverse action) because the employee
complained or engaged in protected activity is classic retaliation.
Question 4
Which statement best describes “at-will” employment?
A. Employers can never terminate employees
B. Employment continues only if an employee performs perfectly
C. Either party may end employment at any time, with legal limitations
D. Only employees can resign; employers must give notice
✅ Correct answer: C. Either party may end employment at any time, with
legal limitations
Rationale: “At-will” means termination can occur any time, but it cannot violate
anti-discrimination, retaliation, contract, or other legal limits.
Question 5
A key purpose of the FLSA (Fair Labor Standards Act) is to regulate:
A. Health insurance eligibility
B. Minimum wage and overtime pay
,C. Collective bargaining processes
D. OSHA accident reporting
✅ Correct answer: B. Minimum wage and overtime pay
Rationale: The FLSA governs minimum wage, overtime, and certain child labor
rules.
Question 6
Which term describes discrimination where an employer’s neutral policy
disproportionately harms a protected group?
A. Disparate treatment
B. Disparate impact
C. Negligent hiring
D. Wrongful discharge per se
✅ Correct answer: B. Disparate impact
Rationale: Disparate impact focuses on effects, even without discriminatory
intent.
Question 7
To establish disparate treatment discrimination under many frameworks, the
plaintiff generally must show:
A. The employer’s policy is neutral on its face
B. Intentional discrimination (or circumstances implying it)
C. A union exists
D. The employee was at-will
, ✅ Correct answer: B. Intentional discrimination (or circumstances implying
it)
Rationale: Disparate treatment requires evidence that the employer treated
someone differently because of a protected characteristic.
Question 8
Under the EEOC framework, what is a “charge” commonly filed to initiate an
investigation?
A. A formal complaint with the EEOC (or a designated agency)
B. A lawsuit in federal court immediately
C. A request to OSHA for inspection
D. A grievance filed only with a union
✅ Correct answer: A. A formal complaint with the EEOC (or a designated
agency)
Rationale: Employees generally start the administrative process by filing a charge
with the EEOC (or a state agency under certain circumstances).
Question 9
Which action most clearly supports a claim of hostile work environment?
A. A single minor incident with no effect on work
B. Repeated conduct that is severe or pervasive enough to affect employment
C. A supervisor declines to transfer an employee
D. Changes in job schedule once
✅ Correct answer: B. Repeated conduct that is severe or pervasive enough to
affect employment
Rationale: Hostile work environment typically requires conduct that is severe or
pervasive and affects the conditions of employment.
Prep & OA Success Bundle | Federal Employment Laws,
Labor Relations, HR Compliance, Workplace Legal Principles
Question 1
An employment policy that applies to employees regardless of protected class
status is most likely to be considered:
A. Disparate treatment
B. Disparate impact
C. A neutral policy
D. Retaliation
✅ Correct answer: C. A neutral policy
Rationale: A policy that is facially neutral (applies the same way to everyone) is
generally described as a neutral policy. Disparate treatment/impact require
specific discriminatory effects or intent.
Question 2
The NLRA primarily governs:
A. Discrimination based on race and gender
B. Collective bargaining and employees’ rights to organize
C. Workplace safety and OSHA standards
D. Wage payment rules for all employers
✅ Correct answer: B. Collective bargaining and employees’ rights to organize
Rationale: The National Labor Relations Act (NLRA) protects employees’ rights
to organize, bargain collectively, and engage in concerted activity.
,Question 3
An employer who terminates an employee because they filed an employment
discrimination complaint may be liable for:
A. Retaliation
B. Hostile work environment (by default)
C. Defamation
D. Bona fide occupational qualification
✅ Correct answer: A. Retaliation
Rationale: Terminating (or taking adverse action) because the employee
complained or engaged in protected activity is classic retaliation.
Question 4
Which statement best describes “at-will” employment?
A. Employers can never terminate employees
B. Employment continues only if an employee performs perfectly
C. Either party may end employment at any time, with legal limitations
D. Only employees can resign; employers must give notice
✅ Correct answer: C. Either party may end employment at any time, with
legal limitations
Rationale: “At-will” means termination can occur any time, but it cannot violate
anti-discrimination, retaliation, contract, or other legal limits.
Question 5
A key purpose of the FLSA (Fair Labor Standards Act) is to regulate:
A. Health insurance eligibility
B. Minimum wage and overtime pay
,C. Collective bargaining processes
D. OSHA accident reporting
✅ Correct answer: B. Minimum wage and overtime pay
Rationale: The FLSA governs minimum wage, overtime, and certain child labor
rules.
Question 6
Which term describes discrimination where an employer’s neutral policy
disproportionately harms a protected group?
A. Disparate treatment
B. Disparate impact
C. Negligent hiring
D. Wrongful discharge per se
✅ Correct answer: B. Disparate impact
Rationale: Disparate impact focuses on effects, even without discriminatory
intent.
Question 7
To establish disparate treatment discrimination under many frameworks, the
plaintiff generally must show:
A. The employer’s policy is neutral on its face
B. Intentional discrimination (or circumstances implying it)
C. A union exists
D. The employee was at-will
, ✅ Correct answer: B. Intentional discrimination (or circumstances implying
it)
Rationale: Disparate treatment requires evidence that the employer treated
someone differently because of a protected characteristic.
Question 8
Under the EEOC framework, what is a “charge” commonly filed to initiate an
investigation?
A. A formal complaint with the EEOC (or a designated agency)
B. A lawsuit in federal court immediately
C. A request to OSHA for inspection
D. A grievance filed only with a union
✅ Correct answer: A. A formal complaint with the EEOC (or a designated
agency)
Rationale: Employees generally start the administrative process by filing a charge
with the EEOC (or a state agency under certain circumstances).
Question 9
Which action most clearly supports a claim of hostile work environment?
A. A single minor incident with no effect on work
B. Repeated conduct that is severe or pervasive enough to affect employment
C. A supervisor declines to transfer an employee
D. Changes in job schedule once
✅ Correct answer: B. Repeated conduct that is severe or pervasive enough to
affect employment
Rationale: Hostile work environment typically requires conduct that is severe or
pervasive and affects the conditions of employment.
