WGU C233 Employment Law Exam Questions with 100% Correct Answers | Verified | Updated 2024.

WGU C233 Employment Law Exam Questions with 100% Correct Answers | Verified | Updated 2024. Under respondent superior doctrine, an employer is only responsible for the employee action performed within the: Reasonable person standard Duration of employment Realm of reasonable actions Scope of employment Scope of Employment Which of the following is not an element of a prima facie discrimination case for gender discrimination? The employee is qualified for the position The employee suffers some adverse employment action The employee is in the protected class A person of the same gender received favorable employment action A person of the same gender received favorable employment action When operations of two or more employers are considered so intertwined that they can be considered the single employer, for purposes of both federal statutory coverage and liability, this is called a: Integrated Enterprise Corporation Sole proprietorship Franchise Integrated Enterprise Title VII covers employers who have "_________ or more employees for each working day in each of twenty or more calendar weeks in the current or preceding calendar year, and any agent of such a person." Fifteen Twenty Thirty Ten Fifteen An employee pursues self-interest as he or she runs a personal errand while driving to a meeting at a company branch office. What is this an example of? Reasonable person standard Scope of employment Frolic and detour Duration of employment Frolic and detour When an employer classifies employees on the basis of gender, plus another characteristic, usually a family-related circumstance, what type of discrimination is this? Pregnancy discrimination Gender plus discrimination Pretextual discrimination Perpetual discrimination Gender Plus Discrimination What was the seminal case establishing the concept of disparate impact? St. Mary's Honor Ctr. v. Hicks Griggs v. Duke Power Connecticut v. Teal Texas Dep't of Community Affairs v. Burdine Griggs v. Duke Power A controlling rule, example, or guide is also known as: Judicial review Precedence Respondent superior Contractual understanding Precedence Which of the following is not a test that determines if an employee is an independent contractor? The economic realities test The right to work state law index The common law agency test The IRS 20-factor analysis The right to work state law index Plaintiffs may allege that the supposed legitimate reason for adverse employment action is merely a __________ or cover-up for discrimination. Reasonable reason Failure Pretext Discrimination in disguise Pretext A monetary amount necessary to replace what the claimant lost, including money, pain, and other non-monetary losses is known as: Punitive damages Front pay Compensatory damages Injunction relief Compensatory Damages The PDA prohibits employment discrimination on the basis of: Pregnancy Childbirth Pregnancy-related medical conditions All of the above All of the Above Under FMLA provisions, what is considered a qualifying event to receive leave time? Birth Adoption Serious health condition All of the above All of the Above What protects men and women who perform substantially equal work in the same establishment from sex-based wage discrimination? ADEA ADA EPA ADAA EPA Agency is a _________________ 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. Freedom of choice Loosely coupled relationship Contract relationship General understanding Contract Relationship The ADEA applies to public and private employers and unions with more than __________ employees. 30 20 15 50 20 Sexual harassment is harassment directed at an employee because of his or her: Sexual orientation Looks Actions Gender Gender The number of age discrimination claims in general have: Increased Stayed stagnant Dropped drastically in the past decade Decreased Increased In age discrimination cases, it is important to note that a favored younger employee may be over 40 years old. The key is that the favored employee must be ______________ than the complaining employee, not that the favored employee is outside the protected class. Substantially younger Under 30 years old and younger A different gender Younger Substantially Younger What is the purpose of ADEA waivers? In exchange for job security, the employee agrees to not join any of the local unions It prevents employees from leaving the organization for early retirement purposes It does not allow an employee to be hired unless he/she promises to never file against the employer with the ADEA In exchange for retirement incentives, the employee agrees to not make a claim against the employer under the ADEA In exchange for retirement incentives, the employee agrees to not make a claim against the employer under the ADEA WARN requires employers with over __________ employees to provide detailed written advance notification of plant closings and mass layoffs to affected employees, union bargaining units, and state and local government officials, ______ days prior. 50 : 120 60 : 100 100 : 60 120 : 50 100:60 The courts will not review whether the termination of an older worker was ________, but rather whether it was based upon clear procedures, objective budgetary considerations, and actual position elimination.