WGU Employment Law - C233 EXAM
QUESTIONS WITH CORRECT
SOLUTIONS||UPDATED
2025/2026||ALREADY GRADED
A+||100% GUARANTEED
VERSION||<<NEWEST VERSION>>
Describe the role of the Equal Employment Opportunity Commission (EEOC) and
its impact on HR responsibilities. - ANSWER ✓ Role: enforces federal anti-
discrimination statutes, and provides oversight for all federal equal opportunity
standards in employment regulations.
Impact: HR's responsibilities shifted to actively consider Employment Law in our
policies, procedures and to that end, Title VII impacts our actions on a daily basis.
Utilize information and resources they provide in order to craft your policies and in
application to any claims received. Respond quickly and cautiously if an EEOC
claim comes your way.
Differentiate between disparate treatment and disparate impact employment
discrimination. - ANSWER ✓ Disparate treatment is intentional discrimination
against someone in a protected class, resulting in a negative and tangible
employment action.
Four prong test in hiring:
1. the employee belonged to protected class
2. He was qualified for the job
3. He was turned down, overlooked
4. employer continued to hire or hired someone of the opposite protected trait.
Disparate impact, on the other hand, is an outcome that appears to be
discriminatory against a group of people (one of the protected classes or a subset of
one). It is not intentional, and motive matters in the law. It may not be unlawful but
is a clue that HR needs to review its practices to determine if they need to be
changed. Your text's definition of disparate impact: the employer's procedures,
policies, or practices are "not job-related and consistent with a business necessity"
, and have the effect of creating an unnecessary obstacle to employment opportunity
for a specific protected class.
Name at least two examples of bona fide occupational qualifications (BFOQ). -
ANSWER ✓ Hiring only women to work as waitresses at Hooters; hiring only men
to work in a men's locker room at a gymnasium; hiring only Lutherans to teach at a
Lutheran college
What actions should a company take to prevent a reoccurrence of discrimination
based on race, color, or national origin? - ANSWER ✓ 1. review policies and
procedures established
2. update handbook if needed
3. train managers, making clear what cannot occur and how they should handle
concerns, including inform HR
4. train staff (with signatures that training was attended), using examples of
improper behavior and require immediate reporting
5. Ensure proper postings
6. consider how the company culture can be improved to increase inclusion,
respect, sensitivity to differences (assess, design, implement)
7. Build inclusion/diversity into all levels of strategy and workplace performance
8. evaluate efforts
When an employee makes a specific request regarding religious practices at work,
how does an employer identify reasonable accommodations to provide the
employee? - ANSWER ✓ Best practices:
1. have an interactive discussion with the employee, asking what accommodations
he/she needs
2. discuss request with direct supervisor of employee if needed to understand
impact on the department
3. discuss request with HR VP or Director/legal counsel to consider if undue
hardship
Name two examples of possible accommodations for religion. - ANSWER ✓
Splitting up the usual lunch hour into smaller sections of time to allow multiple
prayer sessions throughout the day; if working on the weekend is required and
Sunday is a religious day, allow the employee to work on Saturdays
Explain reverse discrimination and its application. - ANSWER ✓ Unequal
treatment of majority group members resulting from preferential employment
QUESTIONS WITH CORRECT
SOLUTIONS||UPDATED
2025/2026||ALREADY GRADED
A+||100% GUARANTEED
VERSION||<<NEWEST VERSION>>
Describe the role of the Equal Employment Opportunity Commission (EEOC) and
its impact on HR responsibilities. - ANSWER ✓ Role: enforces federal anti-
discrimination statutes, and provides oversight for all federal equal opportunity
standards in employment regulations.
Impact: HR's responsibilities shifted to actively consider Employment Law in our
policies, procedures and to that end, Title VII impacts our actions on a daily basis.
Utilize information and resources they provide in order to craft your policies and in
application to any claims received. Respond quickly and cautiously if an EEOC
claim comes your way.
Differentiate between disparate treatment and disparate impact employment
discrimination. - ANSWER ✓ Disparate treatment is intentional discrimination
against someone in a protected class, resulting in a negative and tangible
employment action.
Four prong test in hiring:
1. the employee belonged to protected class
2. He was qualified for the job
3. He was turned down, overlooked
4. employer continued to hire or hired someone of the opposite protected trait.
Disparate impact, on the other hand, is an outcome that appears to be
discriminatory against a group of people (one of the protected classes or a subset of
one). It is not intentional, and motive matters in the law. It may not be unlawful but
is a clue that HR needs to review its practices to determine if they need to be
changed. Your text's definition of disparate impact: the employer's procedures,
policies, or practices are "not job-related and consistent with a business necessity"
, and have the effect of creating an unnecessary obstacle to employment opportunity
for a specific protected class.
Name at least two examples of bona fide occupational qualifications (BFOQ). -
ANSWER ✓ Hiring only women to work as waitresses at Hooters; hiring only men
to work in a men's locker room at a gymnasium; hiring only Lutherans to teach at a
Lutheran college
What actions should a company take to prevent a reoccurrence of discrimination
based on race, color, or national origin? - ANSWER ✓ 1. review policies and
procedures established
2. update handbook if needed
3. train managers, making clear what cannot occur and how they should handle
concerns, including inform HR
4. train staff (with signatures that training was attended), using examples of
improper behavior and require immediate reporting
5. Ensure proper postings
6. consider how the company culture can be improved to increase inclusion,
respect, sensitivity to differences (assess, design, implement)
7. Build inclusion/diversity into all levels of strategy and workplace performance
8. evaluate efforts
When an employee makes a specific request regarding religious practices at work,
how does an employer identify reasonable accommodations to provide the
employee? - ANSWER ✓ Best practices:
1. have an interactive discussion with the employee, asking what accommodations
he/she needs
2. discuss request with direct supervisor of employee if needed to understand
impact on the department
3. discuss request with HR VP or Director/legal counsel to consider if undue
hardship
Name two examples of possible accommodations for religion. - ANSWER ✓
Splitting up the usual lunch hour into smaller sections of time to allow multiple
prayer sessions throughout the day; if working on the weekend is required and
Sunday is a religious day, allow the employee to work on Saturdays
Explain reverse discrimination and its application. - ANSWER ✓ Unequal
treatment of majority group members resulting from preferential employment
