WGU D352 V3 EMPLOYMENT AND
LABOR LAW 2026/2027 | STUDY
GUIDE, PRACTICE QUESTIONS,
ANSWERS & EXAM REVIEW
Your answers
1 of 186
Term
List and describe the steps of the union organization process.
Give this one a go later!
The employee is a member of the protected class.
The employee is qualified for the position.
The employee suffers some adverse employment action.
A person of the opposite gender received favorable employment action, or the
employer continues to look for applicants for the position.
A federal administrative agency that administers the provisions of the NLRA, and
was empowered with legal authority to issue orders to remedy unfair labor
,practices, oversee union elections, and decertify unions
The position exists to perform the function.
There are a limited number of workers among whom the function may be
distributed.
The task is highly specialized.
Interest Demonstration: At least 30% of workers show support for forming a
union by signing authorization cards.
Petition Submission: A petition is submitted to the NLRB, which ensures it has
jurisdiction, verifies the union's qualifications, and checks for any existing labor
contracts that could block an election.
Election Agreement or Hearing: The employer and union agree on the
election’s details (e.g., timing, location, eligibility). If they cannot agree, the
NLRB holds a hearing to set the election conditions.
Election Approval: The NLRB formally approves the election process after
ensuring compliance with its rules.
Election Conduct: A secret-ballot election is held within 30 days, supervised
by the NLRB. Observers ensure the election is free and fair.
Majority Vote Requirement: The union is certified if it wins a majority vote. If
no option gets a majority, a runoff election is held between the top two
choices.
Certification or No Action: The NLRB certifies the winning union as the
workers’ representative. If no union wins, no further action is taken.
Don't know?
, 2 of 186
Definition
A requirement under the Occupational Safety and Health Act for
employers to provide their employees with a safe and hazard-free
place of employment.
Give this one a go later!
hazard communication standard compliance requirement
escalator principle general duty clause
Don't know?
3 of 186
Term
What are qualifying events for FMLA leave?
Give this one a go later!
It is appropriate for an employer to establish English-only rules when the rule is
justified by business necessity and does not have a discriminatory purpose or
effect.
, Birth of a child, adoption, or placement of a new foster child
A serious health condition of the employee or the employee's spouse, son,
daughter, or parent
Intrusion upon seclusion
Public disclosure of private facts
Placement in false light
Appropriation of image or likeness
A type of tort in which an employer uses the name, image, or likeness of an
employee for commercial purposes in a way that is not described in the job
description.
Don't know?
4 of 186
Term
What is the ADA definition of a disability
Give this one a go later!
The conduct must be unwelcome.
The conduct must be sufficiently severe or pervasive as to alter the terms and
conditions of employment in the mind of the victim and from the perspective of a
reasonable person in the victim's position.
LABOR LAW 2026/2027 | STUDY
GUIDE, PRACTICE QUESTIONS,
ANSWERS & EXAM REVIEW
Your answers
1 of 186
Term
List and describe the steps of the union organization process.
Give this one a go later!
The employee is a member of the protected class.
The employee is qualified for the position.
The employee suffers some adverse employment action.
A person of the opposite gender received favorable employment action, or the
employer continues to look for applicants for the position.
A federal administrative agency that administers the provisions of the NLRA, and
was empowered with legal authority to issue orders to remedy unfair labor
,practices, oversee union elections, and decertify unions
The position exists to perform the function.
There are a limited number of workers among whom the function may be
distributed.
The task is highly specialized.
Interest Demonstration: At least 30% of workers show support for forming a
union by signing authorization cards.
Petition Submission: A petition is submitted to the NLRB, which ensures it has
jurisdiction, verifies the union's qualifications, and checks for any existing labor
contracts that could block an election.
Election Agreement or Hearing: The employer and union agree on the
election’s details (e.g., timing, location, eligibility). If they cannot agree, the
NLRB holds a hearing to set the election conditions.
Election Approval: The NLRB formally approves the election process after
ensuring compliance with its rules.
Election Conduct: A secret-ballot election is held within 30 days, supervised
by the NLRB. Observers ensure the election is free and fair.
Majority Vote Requirement: The union is certified if it wins a majority vote. If
no option gets a majority, a runoff election is held between the top two
choices.
Certification or No Action: The NLRB certifies the winning union as the
workers’ representative. If no union wins, no further action is taken.
Don't know?
, 2 of 186
Definition
A requirement under the Occupational Safety and Health Act for
employers to provide their employees with a safe and hazard-free
place of employment.
Give this one a go later!
hazard communication standard compliance requirement
escalator principle general duty clause
Don't know?
3 of 186
Term
What are qualifying events for FMLA leave?
Give this one a go later!
It is appropriate for an employer to establish English-only rules when the rule is
justified by business necessity and does not have a discriminatory purpose or
effect.
, Birth of a child, adoption, or placement of a new foster child
A serious health condition of the employee or the employee's spouse, son,
daughter, or parent
Intrusion upon seclusion
Public disclosure of private facts
Placement in false light
Appropriation of image or likeness
A type of tort in which an employer uses the name, image, or likeness of an
employee for commercial purposes in a way that is not described in the job
description.
Don't know?
4 of 186
Term
What is the ADA definition of a disability
Give this one a go later!
The conduct must be unwelcome.
The conduct must be sufficiently severe or pervasive as to alter the terms and
conditions of employment in the mind of the victim and from the perspective of a
reasonable person in the victim's position.
