WGU C233 EXAM -EMPLOYMENT LAW |ACTUAL
QUESTIONS AND VERIFIED ANSWERS|BRAND NEW
2026-2027 UPDATE|GRADED A+
Question 1
Agency is a(n) __________ relationship (a legally binding agreement) between a principal
and an agent whereby the principal, expressly or implicitly, authorizes the agent to work
on his or her behalf and with the power to bind the principal.
Undefined
Informal
Contract
Formal
CORRECT ANSWER
Contract
Question 2
Before the final passage of the Civil Rights Act of 1964, Virginia Democrat, Senator Howard
W. Smith, inserted into the language of the legislation defining the class of persons
protected under the anti-discrimination provisions of Title VII the word:
A) Race
B) Religion
C) Sex
D) National origin
CORRECT ANSWER
C-Sex
1
, He did so in an attempt to defeat the legislation, as there existed a strong anti-women
animus among unions and supporters of the legislation who did not want women
included in the protections offered by Title VII.
Question 3
Which of the following is not an element of a prima facie case for gender discrimination?
A) The employee is the protected class
B) The employee is qualified for the position
C) A person of the same gender received favorable employment action or the employer
continues to look for applicants for the position.
D) The employee suffers some adverse employment action
CORRECT ANSWER
C- A person of the same gender received favorable employment action or the employer
continues to look for applicants for the position.
The full list of elements for a prima facie case include: 1) the employee is the protected
class; 2) the employee is qualified for the position; 3) the employee suffers some adverse
employment action; and 4) a person of opposite gender received favorable employment
action or the employer continues to look for applicants for the position.
Question 4
Title VII allows for gender to be the basis for differing employer-imposed grooming
requirements for employees. What is the stipulation to this rule?
A) Must be signed off by two district judges
B) The application must be fair and reasonable
C) The application must be enforced for five years prior and five years following
D) The application must be accepted by the entire company
CORRECT ANSWER
2
, B-The application must be fair and reasonable.
Grooming and dress are often issues in gender discrimination cases, as these factors may
signal employment status and reinforce stereotyping. Title VII allows for gender to be the
basis for differing employer-imposed grooming requirements for employees, but the
application must be fair and reasonable. However, if dress or grooming standards are
applied unequally or used to promote unequal treatment, they are discriminatory.
Question 5
When an employer classifies employees on the basis of gender, plus another
characteristic, this is known as:
A- Gender discrimination
B- Fetal protection discrimination
C- Pregnancy discrimination
D- Gender Plus discrimination
CORRECT ANSWER
D-Gender Plus discrimination
Gender Plus discrimination (also called "sex plus" discrimination) exists when an
employer classifies employees on the basis of gender, plus another characteristic, usually
a family-related circumstance.
Question 6
The prima facie case for gender plus discrimination based on family composition would
not require the complaining workers to show which of the following?
A-Similarly situated workers of the same gender, with small children, are treated more
favorably
B- They are qualified for the job
3
, C- They have small children
D- They suffer an adverse employment action
CORRECT ANSWER
A-Similarly situated workers of the same gender, with small children, are treated more
favorably
The full list of elements include the following:
1) he or she has small children;
2) is qualified for the job;
3) suffers an adverse employment action; and
4) similarly situated workers of the same gender, without small children, are treated
more favorably.
Question 7
If the employer produces a legitimate business reason for the job action, under the
_________________ formula, the burden shifts back to the employee to demonstrate that
the employer's proffered reason is pretextual.
Anderson Cooper
Price Waterhouse
McDonnell Douglas
Hopkins
CORRECT ANSWER
McDonnell Douglas
From the text, "Once the plaintiff proves these things, the burden then shifts to the
employer to produce a lawful motive for the adverse employment action. Then the
burden shifts back to the claimant to rebut the employer's justification, by showing:
The stated reason is not true
4
QUESTIONS AND VERIFIED ANSWERS|BRAND NEW
2026-2027 UPDATE|GRADED A+
Question 1
Agency is a(n) __________ relationship (a legally binding agreement) between a principal
and an agent whereby the principal, expressly or implicitly, authorizes the agent to work
on his or her behalf and with the power to bind the principal.
Undefined
Informal
Contract
Formal
CORRECT ANSWER
Contract
Question 2
Before the final passage of the Civil Rights Act of 1964, Virginia Democrat, Senator Howard
W. Smith, inserted into the language of the legislation defining the class of persons
protected under the anti-discrimination provisions of Title VII the word:
A) Race
B) Religion
C) Sex
D) National origin
CORRECT ANSWER
C-Sex
1
, He did so in an attempt to defeat the legislation, as there existed a strong anti-women
animus among unions and supporters of the legislation who did not want women
included in the protections offered by Title VII.
Question 3
Which of the following is not an element of a prima facie case for gender discrimination?
A) The employee is the protected class
B) The employee is qualified for the position
C) A person of the same gender received favorable employment action or the employer
continues to look for applicants for the position.
D) The employee suffers some adverse employment action
CORRECT ANSWER
C- A person of the same gender received favorable employment action or the employer
continues to look for applicants for the position.
The full list of elements for a prima facie case include: 1) the employee is the protected
class; 2) the employee is qualified for the position; 3) the employee suffers some adverse
employment action; and 4) a person of opposite gender received favorable employment
action or the employer continues to look for applicants for the position.
Question 4
Title VII allows for gender to be the basis for differing employer-imposed grooming
requirements for employees. What is the stipulation to this rule?
A) Must be signed off by two district judges
B) The application must be fair and reasonable
C) The application must be enforced for five years prior and five years following
D) The application must be accepted by the entire company
CORRECT ANSWER
2
, B-The application must be fair and reasonable.
Grooming and dress are often issues in gender discrimination cases, as these factors may
signal employment status and reinforce stereotyping. Title VII allows for gender to be the
basis for differing employer-imposed grooming requirements for employees, but the
application must be fair and reasonable. However, if dress or grooming standards are
applied unequally or used to promote unequal treatment, they are discriminatory.
Question 5
When an employer classifies employees on the basis of gender, plus another
characteristic, this is known as:
A- Gender discrimination
B- Fetal protection discrimination
C- Pregnancy discrimination
D- Gender Plus discrimination
CORRECT ANSWER
D-Gender Plus discrimination
Gender Plus discrimination (also called "sex plus" discrimination) exists when an
employer classifies employees on the basis of gender, plus another characteristic, usually
a family-related circumstance.
Question 6
The prima facie case for gender plus discrimination based on family composition would
not require the complaining workers to show which of the following?
A-Similarly situated workers of the same gender, with small children, are treated more
favorably
B- They are qualified for the job
3
, C- They have small children
D- They suffer an adverse employment action
CORRECT ANSWER
A-Similarly situated workers of the same gender, with small children, are treated more
favorably
The full list of elements include the following:
1) he or she has small children;
2) is qualified for the job;
3) suffers an adverse employment action; and
4) similarly situated workers of the same gender, without small children, are treated
more favorably.
Question 7
If the employer produces a legitimate business reason for the job action, under the
_________________ formula, the burden shifts back to the employee to demonstrate that
the employer's proffered reason is pretextual.
Anderson Cooper
Price Waterhouse
McDonnell Douglas
Hopkins
CORRECT ANSWER
McDonnell Douglas
From the text, "Once the plaintiff proves these things, the burden then shifts to the
employer to produce a lawful motive for the adverse employment action. Then the
burden shifts back to the claimant to rebut the employer's justification, by showing:
The stated reason is not true
4
