(Top QUALITY 2024/2025 EXAM REVIEW) WGU C233 Employment Law, Questions and answers, 100% Accurate. Graded A+

WGU C233 Employment Law, Questions and answers, 100% Accurate. Graded A+ What is an example of constructive discharge? - -Quitting due to ongoing sexual harassment that isn't remedied Describe how intentional interference with a contract may happen. - -a third party, perhaps a coworker or client, pressures the employer to terminate an employee without cause. The idea is that, while the employment relationship is not expressly contractual, the meddling of the third party in an otherwise healthy employer/employee relationship has the same effect as an interference with contract. What is important for employers with regard to how they treat employees during termination? - - They don't defame their name to prevent defamation suit 1.3 How would an HR professional determine whether an employment law is applicable to his/her employer? - -The first step is determining which federal employment statutes apply to the firm. Some federal laws apply to all employers regardless of size. Such is the case of the USERRA and the NLRA. Others have application only if a firm has a specified number of employees. For example, Title VII applies to firms with fifteen or more employees, while the ADEA requires twenty and and the IRCA four. The second step would be to determine if the employer does contract work for a federal or state government. If that were the case, then Affirmative Action rules and other state mandates would apply. Third, after assessing which federal laws apply, the HR professional must look to state law. Usually state law mirrors the federal law, but often the rules in a given state are more strict than federal law, as is the case with most California and New York state employment law. Many states have same-sex discrimination protections, while the federal government does not. Utah has an anti-discrimination law that applies to firms with 15 or more employees, which expressly revokes any common law employment protections. Michigan protects employees from weight discrimination. The final step would be to understand which common law rules apply in the state where the business operates. 2.5 Explain how to measure unlawful disparate impact using the four-fifths (4/5) rule (aka the 80% rule). - -Under this statistical test, any hiring criteria may be deemed discriminatory if the selection rate of a protected class is less than 80 percent of the majorit