WGU - EMPLOYMENT LAW Exam Questions with 100% Correct Answers 2024

WGU - EMPLOYMENT LAW Exam Questions with 100% Correct Answers 2024 Americans with Disabilities Act (ADA) - answerprohibits employers with 15 or more employees from discriminating against people with disabilities Affirmative action - answerMaking an extra effort to hire and promote those in protected groups, particularly when those in protected groups are underrepresented. Affirmative Action Plan - answerPlan that analyzes a workforce to determine whether protected classes are underutilized in different job groups and describes how an organization will address any underutilization that exists Age discrimination in employment act. (ADEA) - answerAct prohibiting age discrimination in employment for persons age 40 and over. Agency Theory - answerWhen a person (for example, a manager) is expected to act on behalf of a principal (for an example the owner, or the company.) animus - answerMindset or intention Arbitration - answerA procedure for resolving collective bargaining impasses by which an arbitrator (third party) choose a solution to the the dispute Bargaining unit - answerA group of employees the union will be authorized to represent in collective bargaining Bona Fide Occupational Qualification (BFOQ) - answerJob requirement that an employee be a particular religion, sex, or national origin that is reasonably necessary to business operations. For instance, it is assumed that an opening for a Baptist minister at a local Baptist church would be filled by a minister who is actually a person who celebrates the Baptist religion and not, say, the Episcopal religion. Business Necessity - answera practice necessary for safe and efficient organizational operations Case Law - answerThe rules of law announced in court decisions ( Distinct from statutes or other sources of law) Civil Law - answerLaws that deal with the rights of people rather than with crimes Color - answerSkin pigmentation especially other than white characteristic of race Common Law - answerPrinciples developed as an result of legal decisions made by judges in individual cases over centuries Comparable worth - answerA public policy that advocates for equal pay for women whose jobs call for comparable skill and responsibility as the men in their job capacity Complaint - answerA formal allegation against a party. Allegiant wrongdoing on the part of the defendant; the document that, when filed with a court, initiates a lawsuit. Conciliation - answera process that occurs when a third party participates in the resolution of a labor dispute and attempts to resolve the differences through discussion Conglomerate - answerA highly diversified firm that has multiple businesses with no relationships Constructive Discharge - answerDismissal that occurs when an employer forces an employee to resign by creating a work environment that is so unpleasant that a reasonable person would resign. Continual training - answerA mandate that all employers provide training to workers on a periodic basis and whenever an employee is hired or assigned to a new job. Covenant of good faith - answerA presumption that each party in a contract will deal with each other in good faith and fairness. Defamation - answerCommunication that damages an individuals reputation in the community, preventing them from obtaining employment or other benefits. Discovery - answerProcess of gathering facts prior to the time of trail in order to eliminate the element of surprise in litigation. Disparate Impact - answerWhen an employment practice unintentionally discriminates against members of a protected class Disparate Treatment - answerA theory of discrimination based on different treatments given to individuals because of their race, color, religion, sex, national origin, age, or disability status. Dual purpose doctrine/mission - answerOccurs when an employer conducts personal and work business at the same time; subjects the employer to liability for the employee's actions. Economic Realities Test - answerA test that classifies a worker as an employee if the employee is substantially economically dependent on an employer. Employee - answerA worker who performs service under the direction and control of another. Employer - answerA person or firm that employs the services of others in exchange for wages. Employment at will - answerA United States Law which states that organizations can hire, fire or promote a person for any reason at any time. Also, employees can leave for any reason at any time. Equal Employment Opportunity Commission (EEOC) - answerA federal agency that enforces anti-discrimination statutes with employers and is a resource for employees claiming employment discrimination. Essential Functions - answerJob duties and responsibilities that are the reasons for the job's existence. Estoppel - answerThe principal by which a person is barred from pursuing a certain course of action or disputing certain matters; because of the person's previous acts or words deems unjust. Ethnicity - answerA person's traits, background, allegiance or association. E-verify - answerOnline tool administered through the U.S. Citizenship and Immigration Services (USCIS) and used by employers to verify the validity of documents presented by new hires. Explicit Contract - answerAlso, known as an "express contract." A verbal or written agreement in which the parties state exactly what they agree to do. Fair Credit Reporting Act (FCRA) - answerRequires employers take specific steps prior to requesting or using a consumer report (disclosure, written permission, notice of adverse action, right to dispute). Fair Labor Standards Act of 1938 - answerPrescribes standards for minimum wage, overtime and child labor laws in employment. It requires employers to pay covered employees who are not otherwise exempt at least the federal minimum wage and overtime pay of one- and-one-half-times the regular rate of pay, and limits the employment of minors. Family Medical Leave Act (FMLA) - answerProvides certain employees with up to 12 weeks of unpaid, job-protected leave per year. It also requires that their group health benefits be maintained during the leave.