WGU c233 Employment Law. Question correctly answered 2024.

Prohibits termination for other than good cause once an employee has successfully passed a probationary period and allows for an employee to seek arbitration for a termination dispute. Montana Wrongful Discharge From Employment Act National Labor Relations Act Stare decisis Vicarious Liability - ANSWERSMontana Wrongful Discharge From Employment Act A clear definition of religion has proved elusive because: The meaning of "religion" has changed many times over the past century People can only perceive religion through their own understanding Religious beliefs are so diverse and uniquely personal Religion is impossible to define - ANSWERSReligious beliefs are so diverse and uniquely personal From the text, "A clear definition of religion has proved elusive because religious beliefs are so diverse and uniquely personal." A nursing home decided to reduce costs by terminating its highest-paid and least-productive employees. To ensure that supervisors accurately assessed productivity and did not base evaluations on stereotypes, the employer instructed supervisors to evaluate productivity in light of objective factors such as the number of patients served, errors attributed to the employee, and patient outcomes. Which of the following is true of this example? The legality of this action depends on if the employer is bound by the rules of a right-to-work state This is illegal because it is designed to target older employees This action is not legal under the EEOC if it has a negative impact on older employees Even if the practice did have a disparate impact on older employees, the employer could show that the practice was based on a RFOA - ANSWERSEven if the practice did have a disparate impact on older employees, the employer could show that the practice was based on a RFOA A telemarketing firm is forced to terminate an employee because no one can understand him on the phone. Which of the following is true? The employer may be sued because employment decisions cannot be made because of a person's accent The employer has broken guidelines set by the EEOC The employer can be charged for discrimination under Title VII The employer has not violated Title VII - ANSWERSThe employer has not violated Title VII If a person's accent interferes with the communication skills necessary to perform essential job functions, an employer will not violate Title VII by discriminating against that person. Age discrimination claims: Are on a steep decline due to good employment practices Are on the decline Are on the rise Have been constant for two decades - ANSWERSAre on the rise Agency is a(n) __________ relationship (a legally binding agreement) between a principal and an agent whereby the principal, expressly or implicitly, authorizes the agent to work on his or her behalf and with the power to bind the principal. Undefined Informal Contract Formal - ANSWERSContract 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 - ANSWERSFalse 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. An employer may claim that 50 percent of employees are non-white minorities or women. However, if the minority employees or women are concentrated in low paying positions, and all the white employees hold high paying managerial positions, this would be best described as: Practice intent Discriminatory intent Disparate treatment Pattern and practice discrimination - ANSWERSPattern and practice discrimination An employer's decision to take some adverse action against an applicant or employee based upon knowledge and consideration of a protected class characteristic which has little or nothing to do with whether a person can perform the essential functions of a job is known as __________. Racism Retaliation Discriminatory intent Disparate impact - ANSWERSDiscriminatory intent