WGU D352 EMPLOYMENT AND LABOR LAW
OA 93 EXAM REVIEW QUESTIONS AND
CORRECT ANSWERS
◉ An employee works for the United States Department of Defense,
a public employer. Personal information in the employee's personnel
files has been released to the public. Under which law may this
employee sue to recover damages?
Answer: The Privacy Act of 1974
◉ An employee works at a well-known company. After hours and
while at home, the employee writes a public message on a social
media network complaining about the employer's supervisor. The
substance of the complaint is that the supervisor makes employees
work too hard. Which risk, if any, does the employee face as a result
of the social media posting?
Answer: The employee faces a risk of termination because the
employee has no expectation of privacy in the public information
that was posted.
◉ When is a search of personal items by an employer lawful under
the Privacy Act and as determined by the Supreme Court without
actually deciding the merits of the matter?
Answer: The search is justified at the start.
, ◉ Using the four-fifths rule, a company analyzed its pass rate ratio
for an employment test. Hispanics passed at a rate of 25 percent,
and Whites passed at 75 percent. The ratio for protected classes
against nonprotected classes was well below 80 percent. What
should the company conclude from these results?
Answer: There is a disparate impact
◉ An airline is concerned about declining cognitive ability in older
pilots and wants to create a new policy that focuses on recruiting
younger pilots and exiting older pilots out of the company. Which
policy should the airline use?
Answer: Mandatory retirement for pilots at 65 years old
◉ An employee claimed the need for special treatment based on
Title VII of the Civil Rights Act of 1964. What is the first question a
human resources professional should ask to determine if this law
applies to the employee?
Answer: Does the employee meet the eligibility requirements?
◉ An employee complains of religious discrimination in the
workplace based on Title VII.Which step should a human resources
professional take to determine if the law applies to this situation?
Answer: Determine if the employee meets eligibility requirements
OA 93 EXAM REVIEW QUESTIONS AND
CORRECT ANSWERS
◉ An employee works for the United States Department of Defense,
a public employer. Personal information in the employee's personnel
files has been released to the public. Under which law may this
employee sue to recover damages?
Answer: The Privacy Act of 1974
◉ An employee works at a well-known company. After hours and
while at home, the employee writes a public message on a social
media network complaining about the employer's supervisor. The
substance of the complaint is that the supervisor makes employees
work too hard. Which risk, if any, does the employee face as a result
of the social media posting?
Answer: The employee faces a risk of termination because the
employee has no expectation of privacy in the public information
that was posted.
◉ When is a search of personal items by an employer lawful under
the Privacy Act and as determined by the Supreme Court without
actually deciding the merits of the matter?
Answer: The search is justified at the start.
, ◉ Using the four-fifths rule, a company analyzed its pass rate ratio
for an employment test. Hispanics passed at a rate of 25 percent,
and Whites passed at 75 percent. The ratio for protected classes
against nonprotected classes was well below 80 percent. What
should the company conclude from these results?
Answer: There is a disparate impact
◉ An airline is concerned about declining cognitive ability in older
pilots and wants to create a new policy that focuses on recruiting
younger pilots and exiting older pilots out of the company. Which
policy should the airline use?
Answer: Mandatory retirement for pilots at 65 years old
◉ An employee claimed the need for special treatment based on
Title VII of the Civil Rights Act of 1964. What is the first question a
human resources professional should ask to determine if this law
applies to the employee?
Answer: Does the employee meet the eligibility requirements?
◉ An employee complains of religious discrimination in the
workplace based on Title VII.Which step should a human resources
professional take to determine if the law applies to this situation?
Answer: Determine if the employee meets eligibility requirements
