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WGU C233 EMPLOYMENT LAW FINAL EXAM 2025
WITH 100% VERIFIED QUESTIONS AND EXPERT
SOLUTIONS| GUARANTEED VALUE AND SUCCESS.
What is a precedent? - (answers)A controlling rule, example, or guide
What is a judicial review? - (answers)The power of the Supreme Court to consider
whether a law comports with the Constitution
Of the following classifications of worker, which causes the smallest obligation to
the employer? - (answers)Independent Contractor
There are three different tests commonly used to determine if a worker is an
employee or independent contractor: - (answers)1) the IRS 20-factor analysis;
2) the economic realities test; and,
3) the common law agency test.
What is the main purpose of the economic realities test? - (answers)Determine
whether the worker has little freedom to exit the relationship because he/she is
economically dependent on the business
The IRS has adopted the 20-factor analysis as a guide to employers in determining
if workers are indeed independent contractors. Which of the following is not a
factor? - (answers)Relationship: How many hours per year do the employee and
employer spend time together outside of work?
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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 known as a(n): - (answers)Integrated enterprise
Which of the following is not a qualification to fall under federal employment law
statutes? - (answers)An entity is not engaged in an industry-affecting commerce
Which of the following is not a recognized exception to at-will doctrine under the
common law? - (answers)Economic sustainability
If an employee is terminated for claiming minimum wage or overtime
compensation, engaging in union activities, opposing unlawful discriminatory
practices, filing for workers' compensation, or "whistleblowing," the employer
may face liability for a - (answers)Retalitory discharge
What is the doctrince of Constructive Discharge? - (answers)Conditions of
unfairness or mistreatment exist at work to such a degree that no reasonable
employee would feel he/she had any other option but to quit
When a third party, perhaps a co-worker or client, pressures the employer to
terminate an employee without cause, it is referred to as: - (answers)Intentional
interference with a contract
_____________ prohibits termination for other than good cause once an
employee has successfully passed a probationary period and allows for an
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employee to seek arbitration for a termination dispute. - (answers)Montana
Wrongful Discharge From Employment Act
What did the U.S.C. Section 1981 provide to all citizens, including those of African
descent? - (answers)The right to make and enforce contracts, to sue, be parties,
give evidence, and to the full and equal benefit of all laws
How long does the application Title VII continue after a firm has reached a critical
mass of 15 employees? - (answers)1 year
In 1972, Congress amended Title VII, by passing the _______________________
which give the EEOC authority to conduct its own enforcement litigation. -
(answers)Equal Employment Opportunity Act
Title I and Title V of the Americans with Disabilities Act of 1990 (ADA) and its 2008
Amendments (ADAAA) prohibit disability discrimination in the: - (answers)Private
sector
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 __________. -
(answers)Discriminatory intent
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
WGU C233 EMPLOYMENT LAW FINAL EXAM 2025
WITH 100% VERIFIED QUESTIONS AND EXPERT
SOLUTIONS| GUARANTEED VALUE AND SUCCESS.
What is a precedent? - (answers)A controlling rule, example, or guide
What is a judicial review? - (answers)The power of the Supreme Court to consider
whether a law comports with the Constitution
Of the following classifications of worker, which causes the smallest obligation to
the employer? - (answers)Independent Contractor
There are three different tests commonly used to determine if a worker is an
employee or independent contractor: - (answers)1) the IRS 20-factor analysis;
2) the economic realities test; and,
3) the common law agency test.
What is the main purpose of the economic realities test? - (answers)Determine
whether the worker has little freedom to exit the relationship because he/she is
economically dependent on the business
The IRS has adopted the 20-factor analysis as a guide to employers in determining
if workers are indeed independent contractors. Which of the following is not a
factor? - (answers)Relationship: How many hours per year do the employee and
employer spend time together outside of work?
,2|Page
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 known as a(n): - (answers)Integrated enterprise
Which of the following is not a qualification to fall under federal employment law
statutes? - (answers)An entity is not engaged in an industry-affecting commerce
Which of the following is not a recognized exception to at-will doctrine under the
common law? - (answers)Economic sustainability
If an employee is terminated for claiming minimum wage or overtime
compensation, engaging in union activities, opposing unlawful discriminatory
practices, filing for workers' compensation, or "whistleblowing," the employer
may face liability for a - (answers)Retalitory discharge
What is the doctrince of Constructive Discharge? - (answers)Conditions of
unfairness or mistreatment exist at work to such a degree that no reasonable
employee would feel he/she had any other option but to quit
When a third party, perhaps a co-worker or client, pressures the employer to
terminate an employee without cause, it is referred to as: - (answers)Intentional
interference with a contract
_____________ prohibits termination for other than good cause once an
employee has successfully passed a probationary period and allows for an
, 3|Page
employee to seek arbitration for a termination dispute. - (answers)Montana
Wrongful Discharge From Employment Act
What did the U.S.C. Section 1981 provide to all citizens, including those of African
descent? - (answers)The right to make and enforce contracts, to sue, be parties,
give evidence, and to the full and equal benefit of all laws
How long does the application Title VII continue after a firm has reached a critical
mass of 15 employees? - (answers)1 year
In 1972, Congress amended Title VII, by passing the _______________________
which give the EEOC authority to conduct its own enforcement litigation. -
(answers)Equal Employment Opportunity Act
Title I and Title V of the Americans with Disabilities Act of 1990 (ADA) and its 2008
Amendments (ADAAA) prohibit disability discrimination in the: - (answers)Private
sector
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 __________. -
(answers)Discriminatory intent
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
