1
WGU C202 Managing Human Capital Objective
Assessment Actual Exam 2026/2027 – Complete Exam-
Style Questions with Detailed Rationales | 100%
Verified – Pass Guaranteed – A+ Graded
1.1 Employment Legislation (Questions 1–12)
1. Which act guarantees the right of private sector employees to organize into trade unions, engage in
collective bargaining, and take collective action such as strikes?
A. Fair Labor Standards Act of 1938
B. National Labor Relations Act of 1935 (Wagner Act)
C. Equal Pay Act of 1963
D. Worker Adjustment and Retraining Notification Act of 1988
Answer: B. National Labor Relations Act of 1935 (Wagner Act)
Rationale: The NLRA, also known as the Wagner Act, is the foundational statute of U.S. labor law that
guarantees private sector employees the right to organize into trade unions, engage in collective
bargaining, and take collective action such as strikes. The FLSA governs minimum wage and overtime;
the Equal Pay Act addresses gender-based wage discrimination; the WARN Act requires advance notice
of plant closings and mass layoffs.
2. Which law establishes a national minimum wage, overtime pay eligibility, recordkeeping
requirements, and youth employment standards?
A. National Labor Relations Act of 1935
B. Fair Labor Standards Act of 1938
C. Equal Pay Act of 1963
D. Civil Rights Act of 1964
Answer: B. Fair Labor Standards Act of 1938
*Rationale: The FLSA (26 U.S.C. § 203) is the U.S. labor law that creates the right to a minimum wage
and "time-and-a-half" overtime pay when people work over forty hours a week. It also prohibits
employment of minors in "oppressive child labor."*
3. What is the primary purpose of the Worker Adjustment and Retraining Notification (WARN) Act of
1988?
,2
A. To guarantee workers the right to join unions
B. To require employers to provide 60 days' advance notice of plant closings and mass layoffs
C. To establish minimum wage and overtime standards
D. To prohibit discrimination based on age
Answer: B. To require employers to provide 60 days' advance notice of plant closings and mass
layoffs
Rationale: The WARN Act requires covered employers to provide at least 60 calendar days' advance
written notice of a plant closing or mass layoff affecting 50 or more employees at a single site of
employment. This allows workers and their families time to adjust to the loss of employment and seek
new jobs.
4. Which executive order requires federal contractors to take affirmative action to ensure equal
employment opportunity?
A. Executive Order 10925
B. Executive Order 11246
C. Executive Order 11478
D. Executive Order 13152
Answer: B. Executive Order 11246
Rationale: Executive Order 11246, signed by President Lyndon B. Johnson in 1965, prohibits federal
contractors and subcontractors from discriminating in employment decisions based on race, color,
religion, sex, sexual orientation, gender identity, or national origin. It also requires covered employers to
take affirmative action to ensure equal employment opportunity.
5. The Equal Pay Act of 1963 prohibits wage discrimination based on:
A. Race and ethnicity
B. Age and disability
C. Gender (sex)
D. Religion and national origin
Answer: C. Gender (sex)
*Rationale: The Equal Pay Act of 1963 is an amendment to the FLSA that prohibits sex-based wage
discrimination between men and women in the same establishment who perform jobs that require
substantially equal skill, effort, and responsibility under similar working conditions.*
6. Which legislation prohibits closed shops and allows states to pass "right-to-work" laws?
A. National Labor Relations Act (Wagner Act)
B. Labor Management Relations Act of 1947 (Taft-Hartley Act)
,3
C. Labor Management Reporting and Disclosure Act of 1959 (Landrum-Griffin Act)
D. Civil Service Reform Act of 1978
Answer: B. Labor Management Relations Act of 1947 (Taft-Hartley Act)
Rationale: The Taft-Hartley Act amended the NLRA by prohibiting closed shops (where union membership
is a condition of employment) and allowing states to enact "right-to-work" laws. It also identified unfair
labor practices by unions and allowed the President to seek injunctions against strikes that imperil
national health or safety.
7. Under the Age Discrimination in Employment Act (ADEA) of 1967, which group of employees is
protected from age-based discrimination?
A. All employees regardless of age
B. Employees age 30 and older
C. Employees age 40 and older
D. Employees age 50 and older
Answer: C. Employees age 40 and older
Rationale: The ADEA protects individuals who are 40 years of age or older from employment
discrimination based on age. The ADEA applies to employers with 20 or more employees, including state
and local governments, employment agencies, and labor organizations.
8. The Americans with Disabilities Act (ADA) of 1990 requires employers to:
A. Provide free health insurance to employees with disabilities
B. Make reasonable accommodations for qualified individuals with disabilities
C. Hire a specific quota of individuals with disabilities
D. Pay disabled employees a higher wage
Answer: B. Make reasonable accommodations for qualified individuals with disabilities
Rationale: The ADA prohibits discrimination against qualified individuals with disabilities and requires
covered employers to provide reasonable accommodations that do not impose an "undue hardship" on
the operation of the business. Reasonable accommodations may include making existing facilities
accessible, job restructuring, modified work schedules, or providing assistive technology.
9. Which of the following is considered a mandatory employee benefit under U.S. federal law?
A. Paid vacation time
B. Health insurance coverage
C. Unemployment insurance
D. 401(k) retirement matching
, 4
Answer: C. Unemployment insurance
Rationale: Unemployment insurance is a mandatory benefit required by federal and state law. It provides
temporary financial assistance to eligible workers who become unemployed through no fault of their
own. Other mandatory benefits include workers' compensation, Social Security (FICA), and unpaid family
and medical leave under FMLA. Paid vacation, health insurance, and retirement matching are voluntary
or customary benefits.
10. Which law requires employers to provide eligible employees with up to 12 weeks of unpaid, job-
protected leave for specified family and medical reasons?
A. Americans with Disabilities Act (ADA)
B. Family and Medical Leave Act (FMLA) of 1993
C. Fair Labor Standards Act (FLSA)
D. Occupational Safety and Health Act (OSHA)
Answer: B. Family and Medical Leave Act (FMLA) of 1993
*Rationale: The FMLA entitles eligible employees of covered employers to take up to 12 weeks of
unpaid, job-protected leave in a 12-month period for specified family and medical reasons, including the
birth of a child, placement of a child for adoption or foster care, care for an immediate family member
with a serious health condition, or the employee's own serious health condition.*
11. Under the Occupational Safety and Health Act (OSHA), employers have a general duty to:
A. Provide free health insurance to all employees
B. Furnish a workplace free from recognized hazards that are causing or likely to cause death or serious
physical harm
C. Pay employees for any time spent on safety training
D. Provide annual bonuses for accident-free work periods
Answer: B. Furnish a workplace free from recognized hazards that are causing or likely to cause
death or serious physical harm
Rationale: The "General Duty Clause" of the OSH Act requires employers to provide each employee with a
workplace and jobsite free from recognized hazards that are causing or likely to cause death or serious
physical harm. Employers must also comply with specific OSHA standards and regulations.
12. The Lilly Ledbetter Fair Pay Act of 2009 amended which law by resetting the statute of limitations
for filing pay discrimination claims with each discriminatory paycheck?
A. Equal Pay Act of 1963
B. Title VII of the Civil Rights Act of 1964
C. Age Discrimination in Employment Act
D. Americans with Disabilities Act
WGU C202 Managing Human Capital Objective
Assessment Actual Exam 2026/2027 – Complete Exam-
Style Questions with Detailed Rationales | 100%
Verified – Pass Guaranteed – A+ Graded
1.1 Employment Legislation (Questions 1–12)
1. Which act guarantees the right of private sector employees to organize into trade unions, engage in
collective bargaining, and take collective action such as strikes?
A. Fair Labor Standards Act of 1938
B. National Labor Relations Act of 1935 (Wagner Act)
C. Equal Pay Act of 1963
D. Worker Adjustment and Retraining Notification Act of 1988
Answer: B. National Labor Relations Act of 1935 (Wagner Act)
Rationale: The NLRA, also known as the Wagner Act, is the foundational statute of U.S. labor law that
guarantees private sector employees the right to organize into trade unions, engage in collective
bargaining, and take collective action such as strikes. The FLSA governs minimum wage and overtime;
the Equal Pay Act addresses gender-based wage discrimination; the WARN Act requires advance notice
of plant closings and mass layoffs.
2. Which law establishes a national minimum wage, overtime pay eligibility, recordkeeping
requirements, and youth employment standards?
A. National Labor Relations Act of 1935
B. Fair Labor Standards Act of 1938
C. Equal Pay Act of 1963
D. Civil Rights Act of 1964
Answer: B. Fair Labor Standards Act of 1938
*Rationale: The FLSA (26 U.S.C. § 203) is the U.S. labor law that creates the right to a minimum wage
and "time-and-a-half" overtime pay when people work over forty hours a week. It also prohibits
employment of minors in "oppressive child labor."*
3. What is the primary purpose of the Worker Adjustment and Retraining Notification (WARN) Act of
1988?
,2
A. To guarantee workers the right to join unions
B. To require employers to provide 60 days' advance notice of plant closings and mass layoffs
C. To establish minimum wage and overtime standards
D. To prohibit discrimination based on age
Answer: B. To require employers to provide 60 days' advance notice of plant closings and mass
layoffs
Rationale: The WARN Act requires covered employers to provide at least 60 calendar days' advance
written notice of a plant closing or mass layoff affecting 50 or more employees at a single site of
employment. This allows workers and their families time to adjust to the loss of employment and seek
new jobs.
4. Which executive order requires federal contractors to take affirmative action to ensure equal
employment opportunity?
A. Executive Order 10925
B. Executive Order 11246
C. Executive Order 11478
D. Executive Order 13152
Answer: B. Executive Order 11246
Rationale: Executive Order 11246, signed by President Lyndon B. Johnson in 1965, prohibits federal
contractors and subcontractors from discriminating in employment decisions based on race, color,
religion, sex, sexual orientation, gender identity, or national origin. It also requires covered employers to
take affirmative action to ensure equal employment opportunity.
5. The Equal Pay Act of 1963 prohibits wage discrimination based on:
A. Race and ethnicity
B. Age and disability
C. Gender (sex)
D. Religion and national origin
Answer: C. Gender (sex)
*Rationale: The Equal Pay Act of 1963 is an amendment to the FLSA that prohibits sex-based wage
discrimination between men and women in the same establishment who perform jobs that require
substantially equal skill, effort, and responsibility under similar working conditions.*
6. Which legislation prohibits closed shops and allows states to pass "right-to-work" laws?
A. National Labor Relations Act (Wagner Act)
B. Labor Management Relations Act of 1947 (Taft-Hartley Act)
,3
C. Labor Management Reporting and Disclosure Act of 1959 (Landrum-Griffin Act)
D. Civil Service Reform Act of 1978
Answer: B. Labor Management Relations Act of 1947 (Taft-Hartley Act)
Rationale: The Taft-Hartley Act amended the NLRA by prohibiting closed shops (where union membership
is a condition of employment) and allowing states to enact "right-to-work" laws. It also identified unfair
labor practices by unions and allowed the President to seek injunctions against strikes that imperil
national health or safety.
7. Under the Age Discrimination in Employment Act (ADEA) of 1967, which group of employees is
protected from age-based discrimination?
A. All employees regardless of age
B. Employees age 30 and older
C. Employees age 40 and older
D. Employees age 50 and older
Answer: C. Employees age 40 and older
Rationale: The ADEA protects individuals who are 40 years of age or older from employment
discrimination based on age. The ADEA applies to employers with 20 or more employees, including state
and local governments, employment agencies, and labor organizations.
8. The Americans with Disabilities Act (ADA) of 1990 requires employers to:
A. Provide free health insurance to employees with disabilities
B. Make reasonable accommodations for qualified individuals with disabilities
C. Hire a specific quota of individuals with disabilities
D. Pay disabled employees a higher wage
Answer: B. Make reasonable accommodations for qualified individuals with disabilities
Rationale: The ADA prohibits discrimination against qualified individuals with disabilities and requires
covered employers to provide reasonable accommodations that do not impose an "undue hardship" on
the operation of the business. Reasonable accommodations may include making existing facilities
accessible, job restructuring, modified work schedules, or providing assistive technology.
9. Which of the following is considered a mandatory employee benefit under U.S. federal law?
A. Paid vacation time
B. Health insurance coverage
C. Unemployment insurance
D. 401(k) retirement matching
, 4
Answer: C. Unemployment insurance
Rationale: Unemployment insurance is a mandatory benefit required by federal and state law. It provides
temporary financial assistance to eligible workers who become unemployed through no fault of their
own. Other mandatory benefits include workers' compensation, Social Security (FICA), and unpaid family
and medical leave under FMLA. Paid vacation, health insurance, and retirement matching are voluntary
or customary benefits.
10. Which law requires employers to provide eligible employees with up to 12 weeks of unpaid, job-
protected leave for specified family and medical reasons?
A. Americans with Disabilities Act (ADA)
B. Family and Medical Leave Act (FMLA) of 1993
C. Fair Labor Standards Act (FLSA)
D. Occupational Safety and Health Act (OSHA)
Answer: B. Family and Medical Leave Act (FMLA) of 1993
*Rationale: The FMLA entitles eligible employees of covered employers to take up to 12 weeks of
unpaid, job-protected leave in a 12-month period for specified family and medical reasons, including the
birth of a child, placement of a child for adoption or foster care, care for an immediate family member
with a serious health condition, or the employee's own serious health condition.*
11. Under the Occupational Safety and Health Act (OSHA), employers have a general duty to:
A. Provide free health insurance to all employees
B. Furnish a workplace free from recognized hazards that are causing or likely to cause death or serious
physical harm
C. Pay employees for any time spent on safety training
D. Provide annual bonuses for accident-free work periods
Answer: B. Furnish a workplace free from recognized hazards that are causing or likely to cause
death or serious physical harm
Rationale: The "General Duty Clause" of the OSH Act requires employers to provide each employee with a
workplace and jobsite free from recognized hazards that are causing or likely to cause death or serious
physical harm. Employers must also comply with specific OSHA standards and regulations.
12. The Lilly Ledbetter Fair Pay Act of 2009 amended which law by resetting the statute of limitations
for filing pay discrimination claims with each discriminatory paycheck?
A. Equal Pay Act of 1963
B. Title VII of the Civil Rights Act of 1964
C. Age Discrimination in Employment Act
D. Americans with Disabilities Act
