WGU C233 Employment Law Practice and Vocabulary. Complete 2025 Fall Latest Exam Questions and Answers Already Graded A+.

WGU C233 Employment Law Practice and Vocabulary. Complete 2025 Fall Latest Exam Questions and Answers Already Graded A+. American with Disabilities Act (ADA)CORRECT-Employers with 15 or more employees are prohibited from discriminating against people with disabilities. In general, the employment provisions of the ADA require: equal opportunity in selecting, testing, and hiring qualified applicants with disabilities job accommodation for applicants and workers with disabilities when such accommodations would not impose "undue hardship" equal opportunity in promotion and benefits Affirmative actionCORRECT-Making an extra effort to hire and promote those in protected groups, particularly when those groups are underrepresented Affirmative action planCORRECT-Plan that analyzes a workforce to determine whether protected classes are underutilized in different job groups, and describes how an organization will address any underutilization that exists Age Discrimination in Employment Act (ADEA)CORRECT-Act prohibiting arbitrary age discrimination, specifically protecting individuals over the age of 40 Agency theoryCORRECT-Person (for example, a manager) is expected to act on behalf of a principal (for example, the owner of the company) AnimusCORRECT-Mind set or intention ArbitrationCORRECT-A procedure for resolving collective bargaining impasses by which an arbitrator (third party) chooses a solution to the dispute Bargaining unitCORRECT-A group of employees performing jobs in an industry with sufficient "community of interests" to constitute a unit to be represented in collective bargaining BFOQ (Bonafide Occupational Qualifications) CORRECT-Job requirements that an employee be a particular religion, sex, or national origin that is reasonably necessary to business operations. For instance, it is assumed that an opening for a Baptist minister at a local Baptist church would be filled by a minister who is actually a person who celebrates the Baptist religion and not, say, the Episcopal religion Business necessityCORRECT-A practice necessary for safe and efficient organizational operations Case lawCORRECT-The law is laid down in the the decisions for the courts (distinct from statutes or other sources of law) Civil lawCORRECT-Laws that deal with the rights of people rather than with crimes ColorCORRECT-Skin pigmentation especially other than white characteristic of race Common lawCORRECT-Principles developed over centuries as a result of legal decisions made by judges in individual cases Comparable worthCORRECT-A public policy that advocates remedies for any undervaluation of women's jobs (also called pay equity) ComplaintCORRECT-A formal allegation against a party ConciliationCORRECT-Process where a third party acts as an intermediary between the parties in a labor dispute, helping them to reach a settlement ConglomerateCORRECT-A highly diversified firm that has multiple businesses with no relationships Constructive dischargeCORRECT-Dismissal that occurs when an employer forces and employee to resign by creating a work environment that is so unpleasant that a reasonable person would resign Continual trainingCORRECT-A mandate that all employers provide training to workers on a periodic basis, and whenever an employee is hired or assigned to a new job Covenant of good faithCORRECT-A presumption that each party in a contract will deal with each other in good faith and fairness DefamationCORRECT-Communication that damages an individual's reputation in the community, preventing them from obtaining employment or other benefits DiscoveryCORRECT-Procedures for gathering facts prior to the time of trial in order to eliminate the element of surprise in litigation Disparate impactCORRECT-Effect when an employment practice that may appear to be fair unintentionally discriminates against members of a protected class Disparate treatmentCORRECT-Theory of discrimination based on different treatment given to individuals because of their race, color, religion, sex, national origin, age, or disability status Dual purpose doctrine/missionCORRECT-Occurs when an employer conducts personal and work business at the same time; subjects the employer to liability for the employee's actions Economic realities testCORRECT-A test that classifies a worker as an if the employee is substantially economically dependent on an employer EmployeeCORRECT-One who performs services under the direction and control of another EmployerCORRECT-One who employs the services of others in exchange for wages Employment at willCORRECT-United States law that states that organizations can generally hire, fire, or promote a person for any reason at any time. In addition, employees can leave for any reason at any time Equal Employment Opportunity Commission (EEOC)CORRECT-Federal agency that enforces anti-discrimination statutes with employers, and is a resource for employees claiming employment discrimination