WGU C233 EMPLOYMENT LAW EXAM SCRIPT
2026 QUESTIONS WITH ANSWERS GRADED
A+
◍ Before the final passage of the Civil Rights Act of 1964, Virginia
Democrat, Senator Howard W. Smith, inserted into the language of the
legislation defining the class of persons protected under the anti-
discrimination provisions of Title VII the word:
A) Race
B) Religion
C) Sex
D) National origin Answer:C-Sex
He did so in an attempt to defeat the legislation, as there existed a strong
anti-women animus among unions and supporters of the legislation who
did not want women included in the protections offered by Title VII.
◍ Which of the following is not an element of a prima facie case for
gender discrimination?
A) The employee is the protected class
B) The employee is qualified for the position
,C) A person of the same gender received favorable employment action
or the employer continues to look for applicants for the position.
D) The employee suffers some adverse employment action Answer:C- A
person of the same gender received favorable employment action or the
employer continues to look for applicants for the position.
The full list of elements for a prima facie case include: 1) the employee
is the protected class; 2) the employee is qualified for the position; 3) the
employee suffers some adverse employment action; and 4) a person of
opposite gender received favorable employment action or the employer
continues to look for applicants for the position.
◍ Title VII allows for gender to be the basis for differing employer-
imposed grooming requirements for employees. What is the stipulation
to this rule?
A) Must be signed off by two district judges
B) The application must be fair and reasonable
C) The application must be enforced for five years prior and five years
following
D) The application must be accepted by the entire company Answer:B-
The application must be fair and reasonable.
Grooming and dress are often issues in gender discrimination cases, as
these factors may signal employment status and reinforce stereotyping.
Title VII allows for gender to be the basis for differing employer-
imposed grooming requirements for employees, but the application must
,be fair and reasonable. However, if dress or grooming standards are
applied unequally or used to promote unequal treatment, they are
discriminatory.
◍ When an employer classifies employees on the basis of gender, plus
another characteristic, this is known as:
A- Gender discrimination
B- Fetal protection discrimination
C- Pregnancy discrimination
D- Gender Plus discrimination Answer:D-Gender Plus discrimination
Gender Plus discrimination (also called "sex plus" discrimination) exists
when an employer classifies employees on the basis of gender, plus
another characteristic, usually a family-related circumstance.
◍ The prima facie case for gender plus discrimination based on family
composition would not require the complaining workers to show which
of the following?
A-Similarly situated workers of the same gender, with small children,
are treated more favorably
B- They are qualified for the job
C- They have small children
D- They suffer an adverse employment action Answer:A-Similarly
situated workers of the same gender, with small children, are treated
more favorably
, The full list of elements include the following:
1) he or she has small children;
2) is qualified for the job;
3) suffers an adverse employment action; and
4) similarly situated workers of the same gender, without small children,
are treated more favorably.
◍ If the employer produces a legitimate business reason for the job
action, under the _________________ formula, the burden shifts back to
the employee to demonstrate that the employer's proffered reason is
pretextual.
Anderson Cooper
Price Waterhouse
McDonnell Douglas
Hopkins Answer:McDonnell Douglas
From the text, "Once the plaintiff proves these things, the burden then
shifts to the employer to produce a lawful motive for the adverse
employment action. Then the burden shifts back to the claimant to rebut
the employer's justification, by showing:
The stated reason is not true
The stated reason is true, but was not a "motivating factor"
The reason was a factor, but not sufficient to justify the job action"
2026 QUESTIONS WITH ANSWERS GRADED
A+
◍ Before the final passage of the Civil Rights Act of 1964, Virginia
Democrat, Senator Howard W. Smith, inserted into the language of the
legislation defining the class of persons protected under the anti-
discrimination provisions of Title VII the word:
A) Race
B) Religion
C) Sex
D) National origin Answer:C-Sex
He did so in an attempt to defeat the legislation, as there existed a strong
anti-women animus among unions and supporters of the legislation who
did not want women included in the protections offered by Title VII.
◍ Which of the following is not an element of a prima facie case for
gender discrimination?
A) The employee is the protected class
B) The employee is qualified for the position
,C) A person of the same gender received favorable employment action
or the employer continues to look for applicants for the position.
D) The employee suffers some adverse employment action Answer:C- A
person of the same gender received favorable employment action or the
employer continues to look for applicants for the position.
The full list of elements for a prima facie case include: 1) the employee
is the protected class; 2) the employee is qualified for the position; 3) the
employee suffers some adverse employment action; and 4) a person of
opposite gender received favorable employment action or the employer
continues to look for applicants for the position.
◍ Title VII allows for gender to be the basis for differing employer-
imposed grooming requirements for employees. What is the stipulation
to this rule?
A) Must be signed off by two district judges
B) The application must be fair and reasonable
C) The application must be enforced for five years prior and five years
following
D) The application must be accepted by the entire company Answer:B-
The application must be fair and reasonable.
Grooming and dress are often issues in gender discrimination cases, as
these factors may signal employment status and reinforce stereotyping.
Title VII allows for gender to be the basis for differing employer-
imposed grooming requirements for employees, but the application must
,be fair and reasonable. However, if dress or grooming standards are
applied unequally or used to promote unequal treatment, they are
discriminatory.
◍ When an employer classifies employees on the basis of gender, plus
another characteristic, this is known as:
A- Gender discrimination
B- Fetal protection discrimination
C- Pregnancy discrimination
D- Gender Plus discrimination Answer:D-Gender Plus discrimination
Gender Plus discrimination (also called "sex plus" discrimination) exists
when an employer classifies employees on the basis of gender, plus
another characteristic, usually a family-related circumstance.
◍ The prima facie case for gender plus discrimination based on family
composition would not require the complaining workers to show which
of the following?
A-Similarly situated workers of the same gender, with small children,
are treated more favorably
B- They are qualified for the job
C- They have small children
D- They suffer an adverse employment action Answer:A-Similarly
situated workers of the same gender, with small children, are treated
more favorably
, The full list of elements include the following:
1) he or she has small children;
2) is qualified for the job;
3) suffers an adverse employment action; and
4) similarly situated workers of the same gender, without small children,
are treated more favorably.
◍ If the employer produces a legitimate business reason for the job
action, under the _________________ formula, the burden shifts back to
the employee to demonstrate that the employer's proffered reason is
pretextual.
Anderson Cooper
Price Waterhouse
McDonnell Douglas
Hopkins Answer:McDonnell Douglas
From the text, "Once the plaintiff proves these things, the burden then
shifts to the employer to produce a lawful motive for the adverse
employment action. Then the burden shifts back to the claimant to rebut
the employer's justification, by showing:
The stated reason is not true
The stated reason is true, but was not a "motivating factor"
The reason was a factor, but not sufficient to justify the job action"
