WGU D352 Practice Test Complete Review |
Employment and Labor Law | High-Yield Content
1. A new employee is provided with the company employee handbook their first
day at work. The employee reports to work at 8 a.m. for the first 30 days but
then starts to report to work at 9 a.m. for the next two weeks. The handbook
clearly describes the attendance policy, stating business hours are 8 a.m.-5
p.m. The employer terminates the employee due to unsatisfactory
performance. Which legislation protects the right of the employer to
terminate this employee for a good cause?
Age Discrimination in Employment Act
Occupational Safety and Health Act
National Labor Relations Act
Model Employment Termination Act
2. What legal concept is primarily violated when an employer tracks an
employee's location after work hours without consent?
Defamation
Retaliatory demotion
Negligence
Invasion of privacy
3. Laura Manning applied for a job as a firefighter. She was 5-feet-2-inches tall
and weighed 110 lbs. Laura was denied the position because she did not meet
the height and weight requirements of 5-feet-4-inches tall and 130 lbs. The
fire department's height and weight requirements
are not discriminatory because historically, firefighters have always
been tall.
, None of the choices are correct.
are not discriminatory if it can be shown that there is a relationship
between the height and weight of the firefighter and her ability to
perform the job.
are not discriminatory because Title VII only applies to gender
discrimination, not long-standing societal traditions.
4. Discuss the implications of a company limiting employee access to
information after layoffs. What legal concepts might be at play?
The company is complying with legal requirements for layoffs.
The company is protecting sensitive information from being leaked.
The company is ensuring productivity by limiting distractions.
The company may be engaging in retaliatory actions that could
violate employee rights.
5. If an employer wishes to track employee vehicles for work purposes, what
steps should they take to ensure compliance with privacy laws?
Obtain explicit consent from employees regarding tracking policies.
Limit tracking to work hours only without consent.
Track employees without any notification.
Only inform employees verbally about tracking.
6. An employee was called to act as a witness during a wage and hour
investigation. The employee agreed with another employee's complaint by
admitting they had worked off the clock at the department manager's
direction. The manager was disciplined and told not to do this again. A
couple of months later, the same employee was removed from their current
department trainer position and made a regular associate. This change in
, status caused the employee to lose the ability to earn extra pay as a trainer.
Which type of tort law is this an example of?
Interference with contract
Defamation of libel
Retaliatory demotion
Emotional distress
7. Describe the conditions under which a company may provide less than the
standard notice period for layoffs according to federal policy.
A company must always provide a full 60 days' notice regardless of
circumstances.
A company can choose to provide no notice at all if it is financially
struggling.
A company may provide less than the standard notice period if
there are unforeseen circumstances such as a natural disaster or
sudden financial crisis.
A company can provide less notice if it has a union agreement in
place.
8. Describe how the employment-at-will doctrine applies to the termination of
an employee for not adhering to the attendance policy.
The employment-at-will doctrine protects employees from
termination without cause.
The employment-at-will doctrine allows employers to terminate
employees for any reason, including failure to follow company
policies like attendance.
The employment-at-will doctrine mandates a notice period before
termination.
Employment and Labor Law | High-Yield Content
1. A new employee is provided with the company employee handbook their first
day at work. The employee reports to work at 8 a.m. for the first 30 days but
then starts to report to work at 9 a.m. for the next two weeks. The handbook
clearly describes the attendance policy, stating business hours are 8 a.m.-5
p.m. The employer terminates the employee due to unsatisfactory
performance. Which legislation protects the right of the employer to
terminate this employee for a good cause?
Age Discrimination in Employment Act
Occupational Safety and Health Act
National Labor Relations Act
Model Employment Termination Act
2. What legal concept is primarily violated when an employer tracks an
employee's location after work hours without consent?
Defamation
Retaliatory demotion
Negligence
Invasion of privacy
3. Laura Manning applied for a job as a firefighter. She was 5-feet-2-inches tall
and weighed 110 lbs. Laura was denied the position because she did not meet
the height and weight requirements of 5-feet-4-inches tall and 130 lbs. The
fire department's height and weight requirements
are not discriminatory because historically, firefighters have always
been tall.
, None of the choices are correct.
are not discriminatory if it can be shown that there is a relationship
between the height and weight of the firefighter and her ability to
perform the job.
are not discriminatory because Title VII only applies to gender
discrimination, not long-standing societal traditions.
4. Discuss the implications of a company limiting employee access to
information after layoffs. What legal concepts might be at play?
The company is complying with legal requirements for layoffs.
The company is protecting sensitive information from being leaked.
The company is ensuring productivity by limiting distractions.
The company may be engaging in retaliatory actions that could
violate employee rights.
5. If an employer wishes to track employee vehicles for work purposes, what
steps should they take to ensure compliance with privacy laws?
Obtain explicit consent from employees regarding tracking policies.
Limit tracking to work hours only without consent.
Track employees without any notification.
Only inform employees verbally about tracking.
6. An employee was called to act as a witness during a wage and hour
investigation. The employee agreed with another employee's complaint by
admitting they had worked off the clock at the department manager's
direction. The manager was disciplined and told not to do this again. A
couple of months later, the same employee was removed from their current
department trainer position and made a regular associate. This change in
, status caused the employee to lose the ability to earn extra pay as a trainer.
Which type of tort law is this an example of?
Interference with contract
Defamation of libel
Retaliatory demotion
Emotional distress
7. Describe the conditions under which a company may provide less than the
standard notice period for layoffs according to federal policy.
A company must always provide a full 60 days' notice regardless of
circumstances.
A company can choose to provide no notice at all if it is financially
struggling.
A company may provide less than the standard notice period if
there are unforeseen circumstances such as a natural disaster or
sudden financial crisis.
A company can provide less notice if it has a union agreement in
place.
8. Describe how the employment-at-will doctrine applies to the termination of
an employee for not adhering to the attendance policy.
The employment-at-will doctrine protects employees from
termination without cause.
The employment-at-will doctrine allows employers to terminate
employees for any reason, including failure to follow company
policies like attendance.
The employment-at-will doctrine mandates a notice period before
termination.
