WGU C233 EMPLOYMENT LAW ACTUAL EXAM 2
VERSIONS COMPLETE 550 QUESTIONS WITH DETAILED
VERIFIED ANSWERS (100% CORRECT ANSWERS)
/ALREADY GRADED A+
Under U.S. employment laws, employees have the right to:
a. not be fired, as long as they do a good job and the employer's financial condition
does not require that employment levels be cut
b. be treated fairly in all aspects of the workplace, including receiving fair
compensation
c. have health insurance and other basic benefits, provided that they are full-time
employees
d. all of the above
e. none of the above - ANSWER: e. none of the above
In order to determine which employment laws apply to a certain employer, the
employer should consider which of the following factors?
a. the number of employees that work for the company
b. whether the employer sells goods or services to the federal government
c. the state(s) in which the employer operates
d. all of the above
e. none of the above - ANSWER: d. all of the above
Which of the following is generally true regarding the process of enforcing
employment laws?
a. Courts and government agencies act only after employees come forward with
complaints about violations of the law.
b. Employees are very likely to seize the opportunity to sue their employers, because
all of the cost of employment litigation is borne by the employer.
c. Once a claim is brought, a company's attorneys deal with it, and managers have
little involvement in the case.
d. All of the above
e. None of the above - ANSWER: a. Courts and government agencies act only after
employees come forward with complaints about violations of the law
Under the "payroll method" approved by the U.S. Supreme Court:
a. employers whose payrolls exceed $500,000 annually are covered by Title VII
b. employers are covered by Title VII if they had at least 20 employees on the payroll
at the time of the alleged discrimination
c. employers are covered by Title VII if they had at least 15 employees working and
being paid for each working day during at least 20 weeks in the same or the
preceding year
d. employees are counted for each full week between when they are hired and when
they leave employment, regardless of the number of days or hours worked.
, e. none of the above - ANSWER: d. employees are counted for each full week
between when they are hired and when they leave employment, regardless of the
number of days or hours worked.
Which of the following statements is true of arbitration?
a. Historically, arbitration has been used to resolve disputes over contractual rights.
b. Arbitrators' decisions are usually advisory and not considered final.
c. Arbitrators have less control over the outcomes of disputes than do mediators.
d. Arbitration is usually more costly and time-consuming than litigation.
e. None of these - ANSWER: a. Historically, arbitration has been used to resolve
disputes over contractual rights.
Regarding the interrelationship of federal and state employment laws:
a. state laws must be identical to federal law or the state law is void
b. states may pass laws which reduce employee rights, but may not enact laws that
expand employee protections granted in federal laws
c. states may pass laws which expand employee rights, but may not enact laws that
reduce employee protections granted in federal laws
d. employment law is exclusively a federal domain, so states may not enact laws
when federal law already exists - ANSWER: c. states may pass laws which expand
employee rights, but may not enact laws that reduce employee protections granted
in federal laws
Which of the following is true regarding enforcement of employee rights and
enforcement of employment laws?
a. Finding a lawyer willing to take an employment law case is difficult because
lawyers accept only about 50% of employment discrimination cases brought to
them.
b. If an employer has a complaint or grievance procedure, the employee is required
to exhaust the remedies afforded under the internal procedure before taking the
case to an enforcement agency or court.
c. The EEOC encourages the parties to discrimination cases to use mediation.
d. The EEOC encourages the parties to discrimination cases to use arbitration. -
ANSWER: c. The EEOC encourages the parties to discrimination cases to use
mediation.
Distinguishing between employees and independent contractors is important
because:
a. income tax must be withheld for employees, but not independent contractors
b. employers have fewer legal obligations to independent contractors
c. employers can defend their actions under employment laws by proving that
people performing work are independent contractors
d. all of the above
e. none of the above - ANSWER: d. all of the above
If a worker is an employee, the employer must:
a. withhold income taxes
VERSIONS COMPLETE 550 QUESTIONS WITH DETAILED
VERIFIED ANSWERS (100% CORRECT ANSWERS)
/ALREADY GRADED A+
Under U.S. employment laws, employees have the right to:
a. not be fired, as long as they do a good job and the employer's financial condition
does not require that employment levels be cut
b. be treated fairly in all aspects of the workplace, including receiving fair
compensation
c. have health insurance and other basic benefits, provided that they are full-time
employees
d. all of the above
e. none of the above - ANSWER: e. none of the above
In order to determine which employment laws apply to a certain employer, the
employer should consider which of the following factors?
a. the number of employees that work for the company
b. whether the employer sells goods or services to the federal government
c. the state(s) in which the employer operates
d. all of the above
e. none of the above - ANSWER: d. all of the above
Which of the following is generally true regarding the process of enforcing
employment laws?
a. Courts and government agencies act only after employees come forward with
complaints about violations of the law.
b. Employees are very likely to seize the opportunity to sue their employers, because
all of the cost of employment litigation is borne by the employer.
c. Once a claim is brought, a company's attorneys deal with it, and managers have
little involvement in the case.
d. All of the above
e. None of the above - ANSWER: a. Courts and government agencies act only after
employees come forward with complaints about violations of the law
Under the "payroll method" approved by the U.S. Supreme Court:
a. employers whose payrolls exceed $500,000 annually are covered by Title VII
b. employers are covered by Title VII if they had at least 20 employees on the payroll
at the time of the alleged discrimination
c. employers are covered by Title VII if they had at least 15 employees working and
being paid for each working day during at least 20 weeks in the same or the
preceding year
d. employees are counted for each full week between when they are hired and when
they leave employment, regardless of the number of days or hours worked.
, e. none of the above - ANSWER: d. employees are counted for each full week
between when they are hired and when they leave employment, regardless of the
number of days or hours worked.
Which of the following statements is true of arbitration?
a. Historically, arbitration has been used to resolve disputes over contractual rights.
b. Arbitrators' decisions are usually advisory and not considered final.
c. Arbitrators have less control over the outcomes of disputes than do mediators.
d. Arbitration is usually more costly and time-consuming than litigation.
e. None of these - ANSWER: a. Historically, arbitration has been used to resolve
disputes over contractual rights.
Regarding the interrelationship of federal and state employment laws:
a. state laws must be identical to federal law or the state law is void
b. states may pass laws which reduce employee rights, but may not enact laws that
expand employee protections granted in federal laws
c. states may pass laws which expand employee rights, but may not enact laws that
reduce employee protections granted in federal laws
d. employment law is exclusively a federal domain, so states may not enact laws
when federal law already exists - ANSWER: c. states may pass laws which expand
employee rights, but may not enact laws that reduce employee protections granted
in federal laws
Which of the following is true regarding enforcement of employee rights and
enforcement of employment laws?
a. Finding a lawyer willing to take an employment law case is difficult because
lawyers accept only about 50% of employment discrimination cases brought to
them.
b. If an employer has a complaint or grievance procedure, the employee is required
to exhaust the remedies afforded under the internal procedure before taking the
case to an enforcement agency or court.
c. The EEOC encourages the parties to discrimination cases to use mediation.
d. The EEOC encourages the parties to discrimination cases to use arbitration. -
ANSWER: c. The EEOC encourages the parties to discrimination cases to use
mediation.
Distinguishing between employees and independent contractors is important
because:
a. income tax must be withheld for employees, but not independent contractors
b. employers have fewer legal obligations to independent contractors
c. employers can defend their actions under employment laws by proving that
people performing work are independent contractors
d. all of the above
e. none of the above - ANSWER: d. all of the above
If a worker is an employee, the employer must:
a. withhold income taxes
