WGU D351 Functions of Human
Resource Management ACTUAL EXAM
2026/2027 | Functions of Human Resource
Management | Verified Q&A | Pass
Guaranteed - A+ Graded
Section 1: Strategic HRM & Legal Environment (Questions 1-15)
Q1: A retail company requires all cashier applicants to have a high school diploma. This requirement
disproportionately excludes Hispanic applicants, and the employer cannot prove the diploma is job-
related. This is an example of: A. Disparate treatment B. Disparate impact [CORRECT] C. Reasonable
accommodation D. Business necessity defense
Correct Answer: B
Rationale:
B is correct: Disparate impact occurs when a neutral employment policy or practice
disproportionately affects members of a protected class without being job-related and
consistent with business necessity. Under Title VII of the Civil Rights Act of 1964, this is
prohibited even without discriminatory intent.
A is incorrect: Disparate treatment requires intentional discrimination against an individual or
group based on a protected characteristic. There is no evidence of intent here.
C is incorrect: Reasonable accommodation applies to the ADA (disabilities) and Title VII
(religious practices), requiring employers to modify work environments or practices for qualified
individuals.
D is incorrect: Business necessity is a defense to disparate impact claims, not the violation itself.
Here, the employer cannot prove the requirement is necessary.
Q2: Under the Fair Labor Standards Act (FLSA), which of the following criteria must be met for an
employee to qualify as exempt from overtime pay under the "white collar" exemptions? A. Being paid
,on an hourly basis B. Earning at least $684 per week on a salary basis and performing exempt duties
[CORRECT] C. Working more than 40 hours per week regularly D. Having a college degree in their field
Correct Answer: B
Rationale:
B is correct: The FLSA requires exempt employees to meet both a salary basis test (currently
$684/week or $35,568/year) and a duties test (executive, administrative, professional,
computer, or outside sales duties).
A is incorrect: Hourly employees are generally non-exempt and entitled to overtime pay.
Exempt employees must be paid on a salary basis.
C is incorrect: Hours worked has no bearing on exemption status; exempt employees receive
the same salary regardless of hours worked.
D is incorrect: Educational requirements vary by specific exemption (e.g., learned professionals
need specialized education), but a degree alone does not determine exempt status.
Q3: A manufacturing company with 60 employees is considering implementing a mandatory arbitration
agreement for all employment disputes. Under the National Labor Relations Act (NLRA), which
statement is most accurate? A. Mandatory arbitration agreements are always prohibited under federal
law B. Employers may require arbitration, but cannot prohibit employees from filing charges with the
NLRB or EEOC [CORRECT] C. Arbitration agreements are only valid if signed after a dispute arises D. The
NLRA does not apply to companies with fewer than 100 employees
Correct Answer: B
Rationale:
B is correct: While the Federal Arbitration Act and Supreme Court rulings (e.g., Epic Systems
Corp. v. Lewis, 2018) permit mandatory arbitration agreements, the NLRA protects employees'
rights to file charges with administrative agencies like the NLRB and EEOC. Employers cannot
waive these statutory rights.
A is incorrect: Mandatory arbitration agreements are generally enforceable under federal law,
with specific exceptions.
C is incorrect: Pre-dispute arbitration agreements are generally valid and enforceable.
D is incorrect: The NLRA applies to most private-sector employers regardless of size, though
certain small businesses may be exempt based on interstate commerce thresholds.
,Q4: Which federal law requires employers with 50 or more employees to provide up to 12 weeks of
unpaid, job-protected leave for qualifying family and medical reasons? A. Americans with Disabilities Act
(ADA) B. Family and Medical Leave Act (FMLA) [CORRECT] C. Age Discrimination in Employment Act
(ADEA) D. Occupational Safety and Health Act (OSHA)
Correct Answer: B
Rationale:
B is correct: The FMLA (1993) provides eligible employees of covered employers (50+ employees
within 75 miles) with up to 12 weeks of unpaid, job-protected leave for their own serious health
condition, birth/adoption of a child, or care for an immediate family member.
A is incorrect: The ADA prohibits discrimination against qualified individuals with disabilities and
requires reasonable accommodations, but does not provide family leave.
C is incorrect: The ADEA prohibits age discrimination against individuals 40 and older; it does
not address leave provisions.
D is incorrect: OSHA establishes workplace safety standards and enforcement, not leave
entitlements.
Q5: An HR manager is developing a strategic HR plan aligned with organizational goals. Which activity
best represents the "strategic partner" role in the HR Business Partner (HRBP) model? A. Processing
payroll transactions accurately and on time B. Designing talent management strategies to support the
company's expansion into new markets [CORRECT] C. Responding to employee grievances about
workplace conflicts D. Maintaining personnel files and employment records
Correct Answer: B
Rationale:
B is correct: The strategic partner role involves aligning HR practices with business strategy,
workforce planning, and organizational development. Supporting market expansion through
talent strategy exemplifies this high-level contribution.
A is incorrect: Payroll processing is an administrative/transactional HR function, not strategic.
C is incorrect: Employee relations is an operational HR function focused on day-to-day
workplace issues.
D is incorrect: Records maintenance is a compliance/administrative function.
, Q6: An employer interviews two candidates for a sales position. Candidate A is a 28-year-old female
with three years of experience. Candidate B is a 52-year-old male with fifteen years of experience. The
hiring manager selects Candidate A because "she'll fit better with our young, energetic team culture."
This decision potentially violates: A. Title VII of the Civil Rights Act (sex discrimination only) B. Age
Discrimination in Employment Act (ADEA) [CORRECT] C. Equal Pay Act only D. Genetic Information
Nondiscrimination Act (GINA)
Correct Answer: B
Rationale:
B is correct: The ADEA protects individuals 40 years and older from employment discrimination
based on age. The manager's rationale ("young, energetic team culture") suggests age-based
stereotyping and potential disparate treatment against the older candidate.
A is incorrect: While Title VII may apply if sex discrimination is proven, the explicit age-related
rationale ("young") directly implicates the ADEA.
C is incorrect: The Equal Pay Act addresses gender-based wage disparities for substantially equal
work, not hiring decisions.
D is incorrect: GINA prohibits discrimination based on genetic information, which is not relevant
here.
Q7: Under the Americans with Disabilities Act (ADA), an employer is required to provide reasonable
accommodation to a qualified individual with a disability unless: A. The employee has not worked for
the company for at least one year B. Providing the accommodation would cause undue hardship to the
employer [CORRECT] C. The disability is not visible or apparent to others D. The employee previously
declined accommodation offers
Correct Answer: B
Rationale:
B is correct: The ADA requires reasonable accommodation unless it would impose an undue
hardship—defined as significant difficulty or expense relative to the employer's size, resources,
and operation. This is the primary statutory limitation.
A is incorrect: There is no minimum tenure requirement for ADA accommodation eligibility.
Qualified individuals are entitled to accommodation upon hire.
C is incorrect: ADA protections apply to both visible and invisible disabilities (e.g., mental health
conditions, chronic illnesses).
Resource Management ACTUAL EXAM
2026/2027 | Functions of Human Resource
Management | Verified Q&A | Pass
Guaranteed - A+ Graded
Section 1: Strategic HRM & Legal Environment (Questions 1-15)
Q1: A retail company requires all cashier applicants to have a high school diploma. This requirement
disproportionately excludes Hispanic applicants, and the employer cannot prove the diploma is job-
related. This is an example of: A. Disparate treatment B. Disparate impact [CORRECT] C. Reasonable
accommodation D. Business necessity defense
Correct Answer: B
Rationale:
B is correct: Disparate impact occurs when a neutral employment policy or practice
disproportionately affects members of a protected class without being job-related and
consistent with business necessity. Under Title VII of the Civil Rights Act of 1964, this is
prohibited even without discriminatory intent.
A is incorrect: Disparate treatment requires intentional discrimination against an individual or
group based on a protected characteristic. There is no evidence of intent here.
C is incorrect: Reasonable accommodation applies to the ADA (disabilities) and Title VII
(religious practices), requiring employers to modify work environments or practices for qualified
individuals.
D is incorrect: Business necessity is a defense to disparate impact claims, not the violation itself.
Here, the employer cannot prove the requirement is necessary.
Q2: Under the Fair Labor Standards Act (FLSA), which of the following criteria must be met for an
employee to qualify as exempt from overtime pay under the "white collar" exemptions? A. Being paid
,on an hourly basis B. Earning at least $684 per week on a salary basis and performing exempt duties
[CORRECT] C. Working more than 40 hours per week regularly D. Having a college degree in their field
Correct Answer: B
Rationale:
B is correct: The FLSA requires exempt employees to meet both a salary basis test (currently
$684/week or $35,568/year) and a duties test (executive, administrative, professional,
computer, or outside sales duties).
A is incorrect: Hourly employees are generally non-exempt and entitled to overtime pay.
Exempt employees must be paid on a salary basis.
C is incorrect: Hours worked has no bearing on exemption status; exempt employees receive
the same salary regardless of hours worked.
D is incorrect: Educational requirements vary by specific exemption (e.g., learned professionals
need specialized education), but a degree alone does not determine exempt status.
Q3: A manufacturing company with 60 employees is considering implementing a mandatory arbitration
agreement for all employment disputes. Under the National Labor Relations Act (NLRA), which
statement is most accurate? A. Mandatory arbitration agreements are always prohibited under federal
law B. Employers may require arbitration, but cannot prohibit employees from filing charges with the
NLRB or EEOC [CORRECT] C. Arbitration agreements are only valid if signed after a dispute arises D. The
NLRA does not apply to companies with fewer than 100 employees
Correct Answer: B
Rationale:
B is correct: While the Federal Arbitration Act and Supreme Court rulings (e.g., Epic Systems
Corp. v. Lewis, 2018) permit mandatory arbitration agreements, the NLRA protects employees'
rights to file charges with administrative agencies like the NLRB and EEOC. Employers cannot
waive these statutory rights.
A is incorrect: Mandatory arbitration agreements are generally enforceable under federal law,
with specific exceptions.
C is incorrect: Pre-dispute arbitration agreements are generally valid and enforceable.
D is incorrect: The NLRA applies to most private-sector employers regardless of size, though
certain small businesses may be exempt based on interstate commerce thresholds.
,Q4: Which federal law requires employers with 50 or more employees to provide up to 12 weeks of
unpaid, job-protected leave for qualifying family and medical reasons? A. Americans with Disabilities Act
(ADA) B. Family and Medical Leave Act (FMLA) [CORRECT] C. Age Discrimination in Employment Act
(ADEA) D. Occupational Safety and Health Act (OSHA)
Correct Answer: B
Rationale:
B is correct: The FMLA (1993) provides eligible employees of covered employers (50+ employees
within 75 miles) with up to 12 weeks of unpaid, job-protected leave for their own serious health
condition, birth/adoption of a child, or care for an immediate family member.
A is incorrect: The ADA prohibits discrimination against qualified individuals with disabilities and
requires reasonable accommodations, but does not provide family leave.
C is incorrect: The ADEA prohibits age discrimination against individuals 40 and older; it does
not address leave provisions.
D is incorrect: OSHA establishes workplace safety standards and enforcement, not leave
entitlements.
Q5: An HR manager is developing a strategic HR plan aligned with organizational goals. Which activity
best represents the "strategic partner" role in the HR Business Partner (HRBP) model? A. Processing
payroll transactions accurately and on time B. Designing talent management strategies to support the
company's expansion into new markets [CORRECT] C. Responding to employee grievances about
workplace conflicts D. Maintaining personnel files and employment records
Correct Answer: B
Rationale:
B is correct: The strategic partner role involves aligning HR practices with business strategy,
workforce planning, and organizational development. Supporting market expansion through
talent strategy exemplifies this high-level contribution.
A is incorrect: Payroll processing is an administrative/transactional HR function, not strategic.
C is incorrect: Employee relations is an operational HR function focused on day-to-day
workplace issues.
D is incorrect: Records maintenance is a compliance/administrative function.
, Q6: An employer interviews two candidates for a sales position. Candidate A is a 28-year-old female
with three years of experience. Candidate B is a 52-year-old male with fifteen years of experience. The
hiring manager selects Candidate A because "she'll fit better with our young, energetic team culture."
This decision potentially violates: A. Title VII of the Civil Rights Act (sex discrimination only) B. Age
Discrimination in Employment Act (ADEA) [CORRECT] C. Equal Pay Act only D. Genetic Information
Nondiscrimination Act (GINA)
Correct Answer: B
Rationale:
B is correct: The ADEA protects individuals 40 years and older from employment discrimination
based on age. The manager's rationale ("young, energetic team culture") suggests age-based
stereotyping and potential disparate treatment against the older candidate.
A is incorrect: While Title VII may apply if sex discrimination is proven, the explicit age-related
rationale ("young") directly implicates the ADEA.
C is incorrect: The Equal Pay Act addresses gender-based wage disparities for substantially equal
work, not hiring decisions.
D is incorrect: GINA prohibits discrimination based on genetic information, which is not relevant
here.
Q7: Under the Americans with Disabilities Act (ADA), an employer is required to provide reasonable
accommodation to a qualified individual with a disability unless: A. The employee has not worked for
the company for at least one year B. Providing the accommodation would cause undue hardship to the
employer [CORRECT] C. The disability is not visible or apparent to others D. The employee previously
declined accommodation offers
Correct Answer: B
Rationale:
B is correct: The ADA requires reasonable accommodation unless it would impose an undue
hardship—defined as significant difficulty or expense relative to the employer's size, resources,
and operation. This is the primary statutory limitation.
A is incorrect: There is no minimum tenure requirement for ADA accommodation eligibility.
Qualified individuals are entitled to accommodation upon hire.
C is incorrect: ADA protections apply to both visible and invisible disabilities (e.g., mental health
conditions, chronic illnesses).
