WGU D352 - Employment and Labor Law
Exam Actual Questions and Answers with
complete solutions
shortly after hiring an employee for a hostess position at a high-end restaurant,
the restaurant manager learned that the employee was pregnant. Five months
into her pregnancy, the employee started having more back pain and swelling in
her feet. She asked if she could have a stool to sit on during slower times in the
restaurant and provided a doctor's note supporting her request. The owner and
manager are concerned that it will give the wrong impression to their
customers.
How should the management team respond to this request?
Approve her accommodation request since it does not cause undue hardship
A kitchen employee at a restaurant recently converted to Rastafarianism and
stopped tying their hair up to start growing it longer. The head chef complained
to the restaurant owner that the employee refuses to tie up their hair. The
employee requested to keep their hair down and promised to be careful.
How should the owner respond to the employee's request?
Deny the request as it causes the business to not comply with food safety
regulations
,An employee with a disability requests accommodation to work at home
permanently. The job involves constant in-person interaction and teamwork
with colleagues as well as in-person meetings with potential customers that
showcase product line offerings, consultation, and sampling. There is not a
work-from-home policy in place.
Why is the employer justified in denying the accommodation?
It would change the nature of the job
A company terminated a long-term, part-time employee who had worked for
the company for over 30 years. The company has an employment-at-will clause
and stated that the termination was due to continued low productivity and
shirking. The employee filed a lawsuit against the employer for age
discrimination as the cause for wrongful termination.
Why is the employer justified in its decision to terminate the employee?
The employer had a just cause.
A hiring manager at an electronics manufacturer hires a woman for an
administrative assistant role with a three-month probationary period. The
administrative assistant disclosed her pregnancy within two months of being
hired and was terminated. She files a lawsuit. The employer's defense is they
now have to hire temporary help for an employee that has not completed
probation.
Why is this action still illegal under the Pregnancy Discrimination Act?
The firing of a person who is expecting a child is illegal under Title VII.
, A new physician has asked to adjust their schedule to be able to attend
Narcotics Anonymous (NA) as part of their ongoing recovery process. The
employer was unaware the employee had a drug problem and is worried about
a relapse.
Which action should the employer take?
Provide reasonable accommodation for the worker
A new company recruiter wants to impress their manager by thoroughly
conducting background checks and drug screens to provide hiring managers with
excellent candidates for open positions. The recruiter is new to human resources
and unfamiliar with compliance. They conduct online searches of candidates and
use a website not approved by the company that provides information on
candidates' relatives. The recruiter tells their manager that they eliminated any
candidates whose relatives may have any public records regarding substance
abuse or violence.
What should the manager explain to the recruiter regarding looking up
candidates online?
It is discrimination under the Genetic Information Nondiscrimination Act.
A female employee filed an equal pay suit against her former employer three
months after her initial termination. She alleged that her male colleague, who
worked the same senior-level job, was paid more. The organization could not
substantiate its decision to pay the male colleague more.
How can the company prevent pay discrimination?
Keep productivity records to justify compensation differences
Exam Actual Questions and Answers with
complete solutions
shortly after hiring an employee for a hostess position at a high-end restaurant,
the restaurant manager learned that the employee was pregnant. Five months
into her pregnancy, the employee started having more back pain and swelling in
her feet. She asked if she could have a stool to sit on during slower times in the
restaurant and provided a doctor's note supporting her request. The owner and
manager are concerned that it will give the wrong impression to their
customers.
How should the management team respond to this request?
Approve her accommodation request since it does not cause undue hardship
A kitchen employee at a restaurant recently converted to Rastafarianism and
stopped tying their hair up to start growing it longer. The head chef complained
to the restaurant owner that the employee refuses to tie up their hair. The
employee requested to keep their hair down and promised to be careful.
How should the owner respond to the employee's request?
Deny the request as it causes the business to not comply with food safety
regulations
,An employee with a disability requests accommodation to work at home
permanently. The job involves constant in-person interaction and teamwork
with colleagues as well as in-person meetings with potential customers that
showcase product line offerings, consultation, and sampling. There is not a
work-from-home policy in place.
Why is the employer justified in denying the accommodation?
It would change the nature of the job
A company terminated a long-term, part-time employee who had worked for
the company for over 30 years. The company has an employment-at-will clause
and stated that the termination was due to continued low productivity and
shirking. The employee filed a lawsuit against the employer for age
discrimination as the cause for wrongful termination.
Why is the employer justified in its decision to terminate the employee?
The employer had a just cause.
A hiring manager at an electronics manufacturer hires a woman for an
administrative assistant role with a three-month probationary period. The
administrative assistant disclosed her pregnancy within two months of being
hired and was terminated. She files a lawsuit. The employer's defense is they
now have to hire temporary help for an employee that has not completed
probation.
Why is this action still illegal under the Pregnancy Discrimination Act?
The firing of a person who is expecting a child is illegal under Title VII.
, A new physician has asked to adjust their schedule to be able to attend
Narcotics Anonymous (NA) as part of their ongoing recovery process. The
employer was unaware the employee had a drug problem and is worried about
a relapse.
Which action should the employer take?
Provide reasonable accommodation for the worker
A new company recruiter wants to impress their manager by thoroughly
conducting background checks and drug screens to provide hiring managers with
excellent candidates for open positions. The recruiter is new to human resources
and unfamiliar with compliance. They conduct online searches of candidates and
use a website not approved by the company that provides information on
candidates' relatives. The recruiter tells their manager that they eliminated any
candidates whose relatives may have any public records regarding substance
abuse or violence.
What should the manager explain to the recruiter regarding looking up
candidates online?
It is discrimination under the Genetic Information Nondiscrimination Act.
A female employee filed an equal pay suit against her former employer three
months after her initial termination. She alleged that her male colleague, who
worked the same senior-level job, was paid more. The organization could not
substantiate its decision to pay the male colleague more.
How can the company prevent pay discrimination?
Keep productivity records to justify compensation differences
