WGU D352 EMPLOYMENT AND LABOR LAW
QUESTIONS AND SOLUTIONS GRADED A+
◉ Public-policy Exception.
Answer: A rule of exception to the employment at-will doctrine that
states that an employer cannot terminate an employee for reasons
that violate public policy.
◉ Punitive Damages.
Answer: Monetary damages designed to punish an employer who
acted maliciously or recklessly.
◉ Qualifying Event.
Answer: An event that entitles an employee to twelve weeks unpaid
leave.
◉ Quid Pro Quo.
Answer: (Latin for "this for that") The notion that an employer seeks
sexual favors in exchange for some positive employment outcome
for an employee.
◉ Quota.
,Answer: An official limit on the number or amount of people or
things that are allowed.
◉ Race.
Answer: A local geographic or global human population
distinguished as a distinct group by genetically-transmitted physical
characteristics.
◉ Racial Animus.
Answer: A type of race discrimination in which an employer
obviously excludes an applicant from a job opportunity on the basis
of race.
◉ Reasonable Accommodation.
Answer: A reasonable change to the work environment that allows
an individual with a disability to perform job functions.
◉ Reasonable Action.
Answer: Sensible action taken to remedy an injustice or imbalance.
◉ Reasonable Factor Other Than Age (RFOA).
Answer: An employer defense to a disparate impact claim that age
was not a factor in an employment action.
,◉ Reasonable Person Test.
Answer: Hypothetical person in society who exercises average care,
skill, and judgment in conduct and who serves as a comparative
standard for determining liability.
◉ Reasonable Rationale.
Answer: A sensible justification for an affirmative action.
◉ Reasonable Self-analysis.
Answer: A review of what a contractor's workforce looks like.
◉ Rebuttal.
Answer: The action of contradicting or opposing by formal legal
argument, plea, or countervailing proof. In this step the plaintiff
responds to the employer during an EEOC discrimination claim
hearing.
◉ Reduction in Force (RIF).
Answer: Occurs when a business eliminates one or more positions
as part of a strategic business plan to realign operations or reduce
cost.
◉ Rehabilitation Act of 1973.
, Answer: This federal law prohibits discrimination on the basis of
disability. The Act also authorizes state grants for rehabilitation
services to disabled persons.
◉ Reinstatement.
Answer: A remedy in which a former employee returns to his or her
job.
◉ Remedies.
Answer: A desired action resulting from a successful lawsuit.
◉ Retaliation Claim.
Answer: A complaint filed by an employee who feels he or she was
discriminated against in violation of the law.
◉ Retaliatory Discharge.
Answer: Termination of an employee as punishment for engaging in
a protected activity.
◉ Reverse Discrimination.
Answer: Discrimination that occurs when an employer, acting under
an affirmative action plan, favors one race or gender in an
employment decision.
QUESTIONS AND SOLUTIONS GRADED A+
◉ Public-policy Exception.
Answer: A rule of exception to the employment at-will doctrine that
states that an employer cannot terminate an employee for reasons
that violate public policy.
◉ Punitive Damages.
Answer: Monetary damages designed to punish an employer who
acted maliciously or recklessly.
◉ Qualifying Event.
Answer: An event that entitles an employee to twelve weeks unpaid
leave.
◉ Quid Pro Quo.
Answer: (Latin for "this for that") The notion that an employer seeks
sexual favors in exchange for some positive employment outcome
for an employee.
◉ Quota.
,Answer: An official limit on the number or amount of people or
things that are allowed.
◉ Race.
Answer: A local geographic or global human population
distinguished as a distinct group by genetically-transmitted physical
characteristics.
◉ Racial Animus.
Answer: A type of race discrimination in which an employer
obviously excludes an applicant from a job opportunity on the basis
of race.
◉ Reasonable Accommodation.
Answer: A reasonable change to the work environment that allows
an individual with a disability to perform job functions.
◉ Reasonable Action.
Answer: Sensible action taken to remedy an injustice or imbalance.
◉ Reasonable Factor Other Than Age (RFOA).
Answer: An employer defense to a disparate impact claim that age
was not a factor in an employment action.
,◉ Reasonable Person Test.
Answer: Hypothetical person in society who exercises average care,
skill, and judgment in conduct and who serves as a comparative
standard for determining liability.
◉ Reasonable Rationale.
Answer: A sensible justification for an affirmative action.
◉ Reasonable Self-analysis.
Answer: A review of what a contractor's workforce looks like.
◉ Rebuttal.
Answer: The action of contradicting or opposing by formal legal
argument, plea, or countervailing proof. In this step the plaintiff
responds to the employer during an EEOC discrimination claim
hearing.
◉ Reduction in Force (RIF).
Answer: Occurs when a business eliminates one or more positions
as part of a strategic business plan to realign operations or reduce
cost.
◉ Rehabilitation Act of 1973.
, Answer: This federal law prohibits discrimination on the basis of
disability. The Act also authorizes state grants for rehabilitation
services to disabled persons.
◉ Reinstatement.
Answer: A remedy in which a former employee returns to his or her
job.
◉ Remedies.
Answer: A desired action resulting from a successful lawsuit.
◉ Retaliation Claim.
Answer: A complaint filed by an employee who feels he or she was
discriminated against in violation of the law.
◉ Retaliatory Discharge.
Answer: Termination of an employee as punishment for engaging in
a protected activity.
◉ Reverse Discrimination.
Answer: Discrimination that occurs when an employer, acting under
an affirmative action plan, favors one race or gender in an
employment decision.
