WGU D352 Exam Study Guide Latest Update 2026 | Pass
Exam Prep
1. Discuss the implications of managers being forbidden from participating in
union activities.
It helps maintain a clear distinction between management and labor
roles, preventing conflicts of interest.
It ensures that all employees have equal representation.
It encourages collaboration between management and employees.
It allows managers to better understand employee grievances.
2. When a plaintiff files a claim of discrimination under the Title VII of the Civil
Rights Act of 1964, he must prove that
He belongs to a protected class.
He was qualified for the job.
Some adverse employment action was taken against him even though
he was qualified.
None of the above
All of the above
3. What is the primary difference between mediation and arbitration in labor
disputes?
Mediation is always binding, while arbitration is not.
Mediation requires a formal hearing, while arbitration does not.
Mediation involves a neutral third party facilitating negotiation,
while arbitration involves a third party making a binding decision.
, Mediation is used only for public sector disputes, while arbitration is
for private sector disputes.
4. If a new employment law is challenged in court, how might the U.S.
Constitution be used in the argument?
To support the law as it aligns with the Constitution's provisions on
taxation.
To claim that the law is unnecessary according to the Constitution.
To assert that the law should be ignored based on state regulations.
To argue that the law violates constitutional rights such as equal
protection or due process.
5. What law allows an employee to take legal action for the unauthorized
release of personal information from their personnel files?
Privacy Act
Family and Medical Leave Act
Fair Labor Standards Act
Equal Employment Opportunity Act
6. What is the role of the plaintiff in an EEOC discrimination claim hearing?
To act as a witness for the employer.
To solely listen to the employer's defense.
To provide evidence without any interaction.
To present their case and respond to the employer's arguments.
7. The workers united union is trying to persuade employees at a local coffee
shop to vote in favor of having the union represent the workers. National
, management for the coffee shop franchise as opposed to the union
representation. Of the following, which would be considered an unfair labor
practice by management.?
Requiring employees to attend an anti-union speech during work
hours.
Requiring supervisors to poll workers on whether they will vote for
or against representation by workers united
8. An employee requests a schedule change to accommodate his religious
practices.
According to Title VII, which action is considered an undue hardship for the
employer?
Allowing the employee to leave two-hours early on a specific date
once a year.
Permitting the employee to go to lunch at 12:00 pm instead of 1:00 pm
once a month.
Incurring minimal costs for temporary staff one week a year.
Mandating that other employees change their schedules against
their objections.
9. If a plaintiff fails to adequately respond to the employer's arguments during
an EEOC discrimination claim hearing, what potential outcome could arise?
The plaintiff will automatically win the case.
The hearing will be postponed indefinitely.
The employer will be required to pay damages immediately.
The case may be dismissed or ruled in favor of the employer.
, 10. Family medical leave act (FMLA) passed in 1993 applies to employers with
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fifty or more employees and allows employees to take unpaid time off from
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work up to 12 weeks per year for certain reasons:
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k 0 to buy a new house or car
k0 k0 k0 k0 k0 k0
k 0 maternity leave and taking care of a sick immediate family member
k0 k0 k0 k0 k0 k0 k0 k0 k0 k0
k 0 lookfora new job k
0 0
k k0 k0
k 0 jury duty k0
11. The HR manager at a company reveals information found within a former
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employee's employment file to a potential employer of that individual. The
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information revealed included results of a medical screening, which indicated
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that the former employer was HIV positive. What claim may the former
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employee have against the former employer?
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k 0The former employee likely has a claim for invasion of privacy
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k0 because the revealing of the information in the employment file
k0 k0 k0 k0 k0 k0 k0 k0 k0
k0 constitutes a public disclosure of private facts, which would be k0 k0 k0 k0 k0 k0 k0 k0 k0
k0 offensive and objectionable to a reasonable person. k0 k0 k0 k0 k0 k0
k 0 The former employee likely does not have a claim because there is no
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k0 waytoquantifydamages. 0
k 0
k 0
k
k 0 The former employee likely does not have a claim because the
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k0 information was revealed by a former, rather than current, employer. k0 k0 k0 k0 k0 k0 k0 k0 k0
k 0The former employee likely has a claim for intentional infliction of
k0 k0 k0 k0 k0 k0 k0 k0 k0 k0
k0 emotional distress because the revealing of the information in the k0 k0 k0 k0 k0 k0 k0 k0 k0
k0 employment file was extreme and outrageous. k0 k0 k0 k0 k0
12. What is the term for the legal system where past judicial decisions influence
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future cases?
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k 0 Administrative law k0
Exam Prep
1. Discuss the implications of managers being forbidden from participating in
union activities.
It helps maintain a clear distinction between management and labor
roles, preventing conflicts of interest.
It ensures that all employees have equal representation.
It encourages collaboration between management and employees.
It allows managers to better understand employee grievances.
2. When a plaintiff files a claim of discrimination under the Title VII of the Civil
Rights Act of 1964, he must prove that
He belongs to a protected class.
He was qualified for the job.
Some adverse employment action was taken against him even though
he was qualified.
None of the above
All of the above
3. What is the primary difference between mediation and arbitration in labor
disputes?
Mediation is always binding, while arbitration is not.
Mediation requires a formal hearing, while arbitration does not.
Mediation involves a neutral third party facilitating negotiation,
while arbitration involves a third party making a binding decision.
, Mediation is used only for public sector disputes, while arbitration is
for private sector disputes.
4. If a new employment law is challenged in court, how might the U.S.
Constitution be used in the argument?
To support the law as it aligns with the Constitution's provisions on
taxation.
To claim that the law is unnecessary according to the Constitution.
To assert that the law should be ignored based on state regulations.
To argue that the law violates constitutional rights such as equal
protection or due process.
5. What law allows an employee to take legal action for the unauthorized
release of personal information from their personnel files?
Privacy Act
Family and Medical Leave Act
Fair Labor Standards Act
Equal Employment Opportunity Act
6. What is the role of the plaintiff in an EEOC discrimination claim hearing?
To act as a witness for the employer.
To solely listen to the employer's defense.
To provide evidence without any interaction.
To present their case and respond to the employer's arguments.
7. The workers united union is trying to persuade employees at a local coffee
shop to vote in favor of having the union represent the workers. National
, management for the coffee shop franchise as opposed to the union
representation. Of the following, which would be considered an unfair labor
practice by management.?
Requiring employees to attend an anti-union speech during work
hours.
Requiring supervisors to poll workers on whether they will vote for
or against representation by workers united
8. An employee requests a schedule change to accommodate his religious
practices.
According to Title VII, which action is considered an undue hardship for the
employer?
Allowing the employee to leave two-hours early on a specific date
once a year.
Permitting the employee to go to lunch at 12:00 pm instead of 1:00 pm
once a month.
Incurring minimal costs for temporary staff one week a year.
Mandating that other employees change their schedules against
their objections.
9. If a plaintiff fails to adequately respond to the employer's arguments during
an EEOC discrimination claim hearing, what potential outcome could arise?
The plaintiff will automatically win the case.
The hearing will be postponed indefinitely.
The employer will be required to pay damages immediately.
The case may be dismissed or ruled in favor of the employer.
, 10. Family medical leave act (FMLA) passed in 1993 applies to employers with
k0 k0 k0 k0 k0 k0 k0 k0 k0 k0 k0
fifty or more employees and allows employees to take unpaid time off from
k0 k0 k0 k0 k0 k0 k0 k0 k0 k0 k0 k0 k0
work up to 12 weeks per year for certain reasons:
k0 k0 k0 k0 k0 k0 k0 k0 k0 k0
k 0 to buy a new house or car
k0 k0 k0 k0 k0 k0
k 0 maternity leave and taking care of a sick immediate family member
k0 k0 k0 k0 k0 k0 k0 k0 k0 k0
k 0 lookfora new job k
0 0
k k0 k0
k 0 jury duty k0
11. The HR manager at a company reveals information found within a former
k0 k0 k0 k0 k0 k0 k0 k0 k0 k0 k0
employee's employment file to a potential employer of that individual. The
k0 k0 k0 k0 k0 k0 k0 k0 k0 k0 k0
information revealed included results of a medical screening, which indicated
k0 k0 k0 k0 k0 k0 k0 k0 k0 k0
that the former employer was HIV positive. What claim may the former
k0 k0 k0 k0 k0 k0 k0 k0 k0 k0 k0 k0
employee have against the former employer?
k0 k0 k0 k0 k0 k0
k 0The former employee likely has a claim for invasion of privacy
k0 k0 k0 k0 k0 k0 k0 k0 k0 k0
k0 because the revealing of the information in the employment file
k0 k0 k0 k0 k0 k0 k0 k0 k0
k0 constitutes a public disclosure of private facts, which would be k0 k0 k0 k0 k0 k0 k0 k0 k0
k0 offensive and objectionable to a reasonable person. k0 k0 k0 k0 k0 k0
k 0 The former employee likely does not have a claim because there is no
k0 k0 k0 k0 k0 k0 k0 k0 k0 k0 k0 k0
k0 waytoquantifydamages. 0
k 0
k 0
k
k 0 The former employee likely does not have a claim because the
k0 k0 k0 k0 k0 k0 k0 k0 k0 k0
k0 information was revealed by a former, rather than current, employer. k0 k0 k0 k0 k0 k0 k0 k0 k0
k 0The former employee likely has a claim for intentional infliction of
k0 k0 k0 k0 k0 k0 k0 k0 k0 k0
k0 emotional distress because the revealing of the information in the k0 k0 k0 k0 k0 k0 k0 k0 k0
k0 employment file was extreme and outrageous. k0 k0 k0 k0 k0
12. What is the term for the legal system where past judicial decisions influence
k0 k0 k0 k0 k0 k0 k0 k0 k0 k0 k0 k0
future cases?
k0 k0
k 0 Administrative law k0
