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WGU C233 Employment Law Objective Assessment
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Suzy is an at-will employee for Safety Corp. She found
several safety violations that caused her to feel unsafe at
the workplace. She reported these issues to her
supervisor, but nothing was corrected. She then reported
the violations to OSHA. Safety Corp. discovered it was
Suzy who reported the issues and started the OSHA
investigation and subsequently fired Suzy. Which of the
following best describes the recourse available to Suzy?
a. Suzy may have a claim for wrongful termination based
on Constructive Discharge.
b. Suzy may have a claim for wrongful termination based
on a violation of the Good Faith and Fair Dealing
Covenant.
c. Suzy may have a claim for wrongful termination based
on an Implied Contract exception.
d. Suzy may have a claim for wrongful termination based
on the Public Policy Exception. - Answer-Suzy may have a
claim for wrongful termination based on the Public Policy
Exception
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Beverly was an up-and-comer at her firm; she had been
informed she was definitely on the partner track during her
most recent performance review. Beverly just married
Abdul, a Muslim from Turkey and subsequently was
hearing rumors of management's displeasure of her
choice. She had overheard comments at the water cooler
such as, "I can't believe she married that guy; now she'll
never make partner" and "She just killed her career now"
as well as several comments relating to stereotyping her
spouse and their relationship. During the annual meeting
to discuss partnership votes, Beverly was denied a
partnership election despite having a clean employment
record, the highest revenue generation in the firm, and
excellent performance reviews. She was given the reason
that further leadership development is necessary.
Assuming Beverly has encountered some discriminatory
practice, which best describes the type of discrimination -
Answer-Discrimination based on National Origin
To establish a Prima Facie case of disparate treatment
under Title VII, the claimant must show which of the
following:
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a. A discriminatory act took place, some adverse effect
happened because of the act, and performance was not
an issue.
b. He/she is member of a protected class, he/she applied
for job for which he/she was qualified, he/she was rejected
despite being qualified, and the job remained open and
the employer continued to seek applicants.
c. He/she is a member of a protect class, a discriminatory
act took place, he/she was qualified for the job but still got
rejected, and performance was not an issue.
d. A discriminatory act took place, he/she applied for a job
for which he/she was qualified, some adverse effect
happened because of the act, and after being rejected the
job remained open and the employer continued to seek
applicants. - Answer-He/she is member of a protected
class, he/she applied for job for which he/she was
qualified, he/she was rejected despite being qualified, and
the job remained open and the employer continued to
seek applicants
Below is chart with applicant numbers for different ethnic
groups term-6applying for entry level production workers
at Chart This Company. Determine if there may have been
any disparate impact for any of the groups
a. There is no disparate impact apparent
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b. Disparate impact exists for the African-American group
c. Disparate impact exists for the Asian-American group
d. Disparate impact exists for the Arab-American group -
Answer-Disparate impact exists for the Asian-American
group
Jose works full-time for Quality, Inc. an engineering firm,
as a Quality Control Specialist. Jose does not have any
direct authority to hire/fire at the company and while Jose
controls a majority of his activities during the day, Quality,
Inc. works with Jose to set goals and does hold him
responsible for achieving certain metrics. Knowing only
this information, Jose could best be described as a(n):
a. Independent Contractor
b. Employee
c. Temporary Employee
d. Part-time Employee - Answer-Employee
Blake is worried that one of her employees, Mohammad,
is classified as an independent contractor, but should
actually be considered an employee. Blake begins to
analyze what Mohammad does and how he does it in
terms of his job. She determines the following: she directs
Mohammad's work, was responsible for training him, and
evaluates his performance as well as notes that he is
WGU C233 Employment Law Objective Assessment
||Verified Exam!!|| Most Recent Exam Actual Complete
Real Exam Questions & Correct Answers (Verified
Answers) Already Graded A+ | Guaranteed Success!!
Newest Exam!!!
Suzy is an at-will employee for Safety Corp. She found
several safety violations that caused her to feel unsafe at
the workplace. She reported these issues to her
supervisor, but nothing was corrected. She then reported
the violations to OSHA. Safety Corp. discovered it was
Suzy who reported the issues and started the OSHA
investigation and subsequently fired Suzy. Which of the
following best describes the recourse available to Suzy?
a. Suzy may have a claim for wrongful termination based
on Constructive Discharge.
b. Suzy may have a claim for wrongful termination based
on a violation of the Good Faith and Fair Dealing
Covenant.
c. Suzy may have a claim for wrongful termination based
on an Implied Contract exception.
d. Suzy may have a claim for wrongful termination based
on the Public Policy Exception. - Answer-Suzy may have a
claim for wrongful termination based on the Public Policy
Exception
,2|Page
Beverly was an up-and-comer at her firm; she had been
informed she was definitely on the partner track during her
most recent performance review. Beverly just married
Abdul, a Muslim from Turkey and subsequently was
hearing rumors of management's displeasure of her
choice. She had overheard comments at the water cooler
such as, "I can't believe she married that guy; now she'll
never make partner" and "She just killed her career now"
as well as several comments relating to stereotyping her
spouse and their relationship. During the annual meeting
to discuss partnership votes, Beverly was denied a
partnership election despite having a clean employment
record, the highest revenue generation in the firm, and
excellent performance reviews. She was given the reason
that further leadership development is necessary.
Assuming Beverly has encountered some discriminatory
practice, which best describes the type of discrimination -
Answer-Discrimination based on National Origin
To establish a Prima Facie case of disparate treatment
under Title VII, the claimant must show which of the
following:
,3|Page
a. A discriminatory act took place, some adverse effect
happened because of the act, and performance was not
an issue.
b. He/she is member of a protected class, he/she applied
for job for which he/she was qualified, he/she was rejected
despite being qualified, and the job remained open and
the employer continued to seek applicants.
c. He/she is a member of a protect class, a discriminatory
act took place, he/she was qualified for the job but still got
rejected, and performance was not an issue.
d. A discriminatory act took place, he/she applied for a job
for which he/she was qualified, some adverse effect
happened because of the act, and after being rejected the
job remained open and the employer continued to seek
applicants. - Answer-He/she is member of a protected
class, he/she applied for job for which he/she was
qualified, he/she was rejected despite being qualified, and
the job remained open and the employer continued to
seek applicants
Below is chart with applicant numbers for different ethnic
groups term-6applying for entry level production workers
at Chart This Company. Determine if there may have been
any disparate impact for any of the groups
a. There is no disparate impact apparent
, 4|Page
b. Disparate impact exists for the African-American group
c. Disparate impact exists for the Asian-American group
d. Disparate impact exists for the Arab-American group -
Answer-Disparate impact exists for the Asian-American
group
Jose works full-time for Quality, Inc. an engineering firm,
as a Quality Control Specialist. Jose does not have any
direct authority to hire/fire at the company and while Jose
controls a majority of his activities during the day, Quality,
Inc. works with Jose to set goals and does hold him
responsible for achieving certain metrics. Knowing only
this information, Jose could best be described as a(n):
a. Independent Contractor
b. Employee
c. Temporary Employee
d. Part-time Employee - Answer-Employee
Blake is worried that one of her employees, Mohammad,
is classified as an independent contractor, but should
actually be considered an employee. Blake begins to
analyze what Mohammad does and how he does it in
terms of his job. She determines the following: she directs
Mohammad's work, was responsible for training him, and
evaluates his performance as well as notes that he is
