WGU C233 Employment Law- Topic 3-4 Exam Questions With 100% Correct Answers 2025/2026 (Expert Verified)

WGU C233 Employment Law- Topic 3-4 Exam Questions With 100% Correct Answers 2025/2026 (Expert Verified) The elements of a prima facie discrimination case for gender discrimination are: - answer-The employee is the protected class, The employee is qualified for the position, The employee suffers some adverse employment action, A person of opposite gender received favorable employment action or the employer continues to look for applicants for the position. Price Waterhouse vs Hopkins - answer-an important case addressing grooming and dress in gender discrimination Why did the Civil rights act of 1964 add the word sex just before signing it into law? - answer-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 Gender Plus Discrimination (aka Sex-Plus discrimination) - answer-Results when an employer classifies employees on the basis of gender, plus another characteristic. For example, an employer who treats an employee differently because she is a mother of small children. Pregnancy Discrimination Act (PDA) - answer-States that women who are pregnant or affected by pregnancy-related conditions must be treated in the same manner as other applicants or employees with similar abilities or limitations. Equal Pay Act (EPA) - answer-Enacted to require almost all employees to pay women and men the same pay for the same work. Age Discrimination in Employment Act (ADEA) - answer-1967 it was put into place to protect workers 40-65 years old but later the older age was eliminated altogether protecting anyone 40 and older. This act applies to public and private employers with 20 or more employees.What must an employee prove to establish a claim in age discrimination with the ADEA? - answer-1) is over 40 years of age and older; 2) was qualified for the employment position; 3) was adequately performing the essential job functions; and 4) was treated less favorably than another younger employee. What is the most common employer defense to ADEA disparate treatment claims? - answer-That age is a bona fide occupational qualifications (BFOQ). This is usually the case with public safety such as firefighters, police, bus drivers, and pilots and this does not violate ADEA. Same Actor Defense - answer-This defense is applied when the same employer hires and then fires the 40 years or older plaintiff employee claiming discrimination. The courts have concluded that if the employer was willing to hire a person 40 years of age or older, a permissible inference is present that age was not a motivating factor in the ultimate termination of that same employee. Older Workers Benefit Protection Act (OWBPA) - answer-Passed by congress in 1990, the act states employers may offer retirement incentives to older workers as long as the terms and restrictions of the incentives are fully explained and assurances given that another more favorable plan will not be imminently forthcoming (no one wants to accept a retirement package only to find that several months later a better option exists). ADEA waivers - answer-A statement from a retiring employee that he or she will not make a personal ADEA claim against the employer in exchange for retirement incentives. How should ADEA waivers be written? - answer-In a manner calculated to be understood by the individual, or by the average individual eligible to participate in a workforce reduction plan Hazen Paper Co. v. Biggins - answer-held that a paper company's decision to terminate an employee because his pension was about to "vest" was Not in Violation of ADEA