1|Page
WGU C233 EMPLOYMENT LAW OBJECTIVE ASSESSMENT EXAM LATEST
2025/2026 ACTUAL EXAM WITH COMPLETE QUESTIONS AND CORRECT
DETAILED ANSWERS (100% VERIFIED ANSWERS) |ALREADY GRADED A+|
||PROFESSOR VERIFIED|| ||BRANDNEW!!!||
An employer's decision to take some adverse action against an
applicant or employee based upon knowledge and consideration
of a protected class characteristic which has little or nothing to do
with whether a person can perform the essential functions of a job
is known as - ANSWER-Discriminatory intent
An employer may claim that 50% of employees are non-white
minorities or women. However if the minority employees or
women are concentrated in low paying positions, and all the white
employees hold high paying managerial positions.
This would be best described as: - ANSWER-Pattern and practice
discrimination
Which of the following is not an unlawful practice under Title VII: -
ANSWER-Changing time schedules for individuals because of
religious conflict
,2|Page
The seminal case establishing the concept of disparate impact is:
- ANSWER-Griggs V. Duke Power
What an employer's facially neutral procedures, policies, or
practices are "not job related and consistent with a business
necessity" and have the effect of creating an unnecessary
obstacle to employment opportunity for a specific protected class,
they are said to have: - ANSWER-Disparate impact
Examples of a facially neutral policies and protected classes that
may be impacted might include: - ANSWER-Height & weight
restrictions,
language requirements,
physical strength tests,
educational requirements,
dress codes,
no beard policies
In the private employer arena, an employee would have to look to
the public policy exceptions and to the _______ to determine if a
,3|Page
case for retaliatory discharge is available. - ANSWER-At-will
doctrine
Remedies can include - ANSWER-money and a desired action
What is the maximum amount of backpay that may be awarded? -
ANSWER-Two years
Monetary damages designed to punish an employer are known as
- ANSWER-Punitive damages
Not withstanding the protections of Title VII, much progress
remains to be made as women continue to trail men in -
ANSWER-Employment compensation and opportunity
Title VII prohibits gender discrimination in all aspects of the
employment process including - ANSWER-hiring
promotion
transfer
training
, 4|Page
leave
pay
seniority
benefits
Which of the following is an important case addressing grooming
and dress in gender discrimination? - ANSWER-Price
Waterhouse v. Hopkins
A federal judge found that forcing female, but not male,
employees working in a casino to wear makeup was; - ANSWER-
Not a violation of Title VII
Why did the Civil Rights Act of 1964 add the word sex just before
signing it into law? - ANSWER-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
What is a gender plus discrimination? - ANSWER-Wehn an
employer classifies employees on the basis of gender, plus
WGU C233 EMPLOYMENT LAW OBJECTIVE ASSESSMENT EXAM LATEST
2025/2026 ACTUAL EXAM WITH COMPLETE QUESTIONS AND CORRECT
DETAILED ANSWERS (100% VERIFIED ANSWERS) |ALREADY GRADED A+|
||PROFESSOR VERIFIED|| ||BRANDNEW!!!||
An employer's decision to take some adverse action against an
applicant or employee based upon knowledge and consideration
of a protected class characteristic which has little or nothing to do
with whether a person can perform the essential functions of a job
is known as - ANSWER-Discriminatory intent
An employer may claim that 50% of employees are non-white
minorities or women. However if the minority employees or
women are concentrated in low paying positions, and all the white
employees hold high paying managerial positions.
This would be best described as: - ANSWER-Pattern and practice
discrimination
Which of the following is not an unlawful practice under Title VII: -
ANSWER-Changing time schedules for individuals because of
religious conflict
,2|Page
The seminal case establishing the concept of disparate impact is:
- ANSWER-Griggs V. Duke Power
What an employer's facially neutral procedures, policies, or
practices are "not job related and consistent with a business
necessity" and have the effect of creating an unnecessary
obstacle to employment opportunity for a specific protected class,
they are said to have: - ANSWER-Disparate impact
Examples of a facially neutral policies and protected classes that
may be impacted might include: - ANSWER-Height & weight
restrictions,
language requirements,
physical strength tests,
educational requirements,
dress codes,
no beard policies
In the private employer arena, an employee would have to look to
the public policy exceptions and to the _______ to determine if a
,3|Page
case for retaliatory discharge is available. - ANSWER-At-will
doctrine
Remedies can include - ANSWER-money and a desired action
What is the maximum amount of backpay that may be awarded? -
ANSWER-Two years
Monetary damages designed to punish an employer are known as
- ANSWER-Punitive damages
Not withstanding the protections of Title VII, much progress
remains to be made as women continue to trail men in -
ANSWER-Employment compensation and opportunity
Title VII prohibits gender discrimination in all aspects of the
employment process including - ANSWER-hiring
promotion
transfer
training
, 4|Page
leave
pay
seniority
benefits
Which of the following is an important case addressing grooming
and dress in gender discrimination? - ANSWER-Price
Waterhouse v. Hopkins
A federal judge found that forcing female, but not male,
employees working in a casino to wear makeup was; - ANSWER-
Not a violation of Title VII
Why did the Civil Rights Act of 1964 add the word sex just before
signing it into law? - ANSWER-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
What is a gender plus discrimination? - ANSWER-Wehn an
employer classifies employees on the basis of gender, plus
