WGU C202 Managing Human Capital Study Guide: Practice
Questions, Verified Answers & Rationales
This specialized study guide delivers targeted practice questions, verified answers, and
comprehensive logical rationales tailored specifically for Western Governors University’s
strategic human resource curriculum. It emphasizes core competency areas such as
employee development frameworks, legal compliance, talent acquisition metrics, and
performance management strategies. Business and HR students will build the analytical
confidence needed to identify critical workforce issues, master organizational theory,
and successfully pass the objective assessment.
Competency 3020.1.1: Legal and Regulatory Requirements (Questions
1–40)
1. Which federal law prohibits employment discrimination based on race, color,
religion, sex, or national origin?
A. Age Discrimination in Employment Act (ADEA)
B. Title VII of the Civil Rights Act of 1964
C. Americans with Disabilities Act (ADA)
D. Family and Medical Leave Act (FMLA)
Answer: B. Title VII of the Civil Rights Act of 1964
Rationale: Title VII of the Civil Rights Act of 1964 is the primary federal law prohibiting
employment discrimination based on race, color, religion, sex, or national origin.
2. Which law requires employers to provide reasonable accommodations to
qualified individuals with disabilities?
,A. Title VII of the Civil Rights Act
B. Americans with Disabilities Act (ADA)
C. Age Discrimination in Employment Act (ADEA)
D. Equal Pay Act
Answer: B. Americans with Disabilities Act (ADA)
Rationale: The ADA requires employers with 15 or more employees to provide reasonable
accommodations to qualified individuals with disabilities, unless doing so would cause
undue hardship.
3. The Equal Employment Opportunity Commission (EEOC) enforces which of the
following laws?
A. National Labor Relations Act
B. Fair Labor Standards Act
C. Title VII of the Civil Rights Act
D. Occupational Safety and Health Act
Answer: C. Title VII of the Civil Rights Act
Rationale: The EEOC is the federal agency responsible for enforcing federal laws that make
it illegal to discriminate against a job applicant or an employee, including Title VII.
4. Which legal theory of discrimination occurs when an employer treats an
individual differently because of their protected class status?
A. Disparate impact
B. Disparate treatment
C. Adverse impact
D. Business necessity
Answer: B. Disparate treatment
,Rationale: Disparate treatment occurs when an employer intentionally treats an individual
differently because of their protected class status. Disparate impact occurs when a neutral
policy disproportionately affects a protected group.
5. Which legal theory of discrimination occurs when a neutral employment
practice disproportionately excludes a protected group?
A. Disparate treatment
B. Disparate impact
C. Retaliation
D. Harassment
Answer: B. Disparate impact
Rationale: Disparate impact occurs when a facially neutral employment practice has a
disproportionately adverse effect on a protected group, regardless of intent.
6. Under the Age Discrimination in Employment Act (ADEA), which age group is
protected?
A. 30 and older
B. 35 and older
C. 40 and older
D. 50 and older
Answer: C. 40 and older
Rationale: The ADEA protects individuals who are 40 years of age or older from
employment discrimination based on age.
7. Which law established the minimum wage and overtime pay requirements?
, A. Title VII of the Civil Rights Act
B. Fair Labor Standards Act (FLSA)
C. Equal Pay Act
D. Family and Medical Leave Act
Answer: B. Fair Labor Standards Act (FLSA)
Rationale: The FLSA establishes minimum wage, overtime pay, recordkeeping, and youth
employment standards affecting employees in the private sector and in federal, state, and
local governments.
8. Under the Family and Medical Leave Act (FMLA), eligible employees are entitled
to how many weeks of unpaid leave?
A. 6 weeks
B. 8 weeks
C. 12 weeks
D. 16 weeks
Answer: C. 12 weeks
Rationale: The FMLA entitles eligible employees of covered employers to take unpaid, job-
protected leave for specified family and medical reasons for up to 12 workweeks in a 12-
month period.
9. Which law requires employers to pay men and women equally for substantially
equal work?
A. Title VII
B. Equal Pay Act
C. ADEA
D. ADA
Answer: B. Equal Pay Act
Questions, Verified Answers & Rationales
This specialized study guide delivers targeted practice questions, verified answers, and
comprehensive logical rationales tailored specifically for Western Governors University’s
strategic human resource curriculum. It emphasizes core competency areas such as
employee development frameworks, legal compliance, talent acquisition metrics, and
performance management strategies. Business and HR students will build the analytical
confidence needed to identify critical workforce issues, master organizational theory,
and successfully pass the objective assessment.
Competency 3020.1.1: Legal and Regulatory Requirements (Questions
1–40)
1. Which federal law prohibits employment discrimination based on race, color,
religion, sex, or national origin?
A. Age Discrimination in Employment Act (ADEA)
B. Title VII of the Civil Rights Act of 1964
C. Americans with Disabilities Act (ADA)
D. Family and Medical Leave Act (FMLA)
Answer: B. Title VII of the Civil Rights Act of 1964
Rationale: Title VII of the Civil Rights Act of 1964 is the primary federal law prohibiting
employment discrimination based on race, color, religion, sex, or national origin.
2. Which law requires employers to provide reasonable accommodations to
qualified individuals with disabilities?
,A. Title VII of the Civil Rights Act
B. Americans with Disabilities Act (ADA)
C. Age Discrimination in Employment Act (ADEA)
D. Equal Pay Act
Answer: B. Americans with Disabilities Act (ADA)
Rationale: The ADA requires employers with 15 or more employees to provide reasonable
accommodations to qualified individuals with disabilities, unless doing so would cause
undue hardship.
3. The Equal Employment Opportunity Commission (EEOC) enforces which of the
following laws?
A. National Labor Relations Act
B. Fair Labor Standards Act
C. Title VII of the Civil Rights Act
D. Occupational Safety and Health Act
Answer: C. Title VII of the Civil Rights Act
Rationale: The EEOC is the federal agency responsible for enforcing federal laws that make
it illegal to discriminate against a job applicant or an employee, including Title VII.
4. Which legal theory of discrimination occurs when an employer treats an
individual differently because of their protected class status?
A. Disparate impact
B. Disparate treatment
C. Adverse impact
D. Business necessity
Answer: B. Disparate treatment
,Rationale: Disparate treatment occurs when an employer intentionally treats an individual
differently because of their protected class status. Disparate impact occurs when a neutral
policy disproportionately affects a protected group.
5. Which legal theory of discrimination occurs when a neutral employment
practice disproportionately excludes a protected group?
A. Disparate treatment
B. Disparate impact
C. Retaliation
D. Harassment
Answer: B. Disparate impact
Rationale: Disparate impact occurs when a facially neutral employment practice has a
disproportionately adverse effect on a protected group, regardless of intent.
6. Under the Age Discrimination in Employment Act (ADEA), which age group is
protected?
A. 30 and older
B. 35 and older
C. 40 and older
D. 50 and older
Answer: C. 40 and older
Rationale: The ADEA protects individuals who are 40 years of age or older from
employment discrimination based on age.
7. Which law established the minimum wage and overtime pay requirements?
, A. Title VII of the Civil Rights Act
B. Fair Labor Standards Act (FLSA)
C. Equal Pay Act
D. Family and Medical Leave Act
Answer: B. Fair Labor Standards Act (FLSA)
Rationale: The FLSA establishes minimum wage, overtime pay, recordkeeping, and youth
employment standards affecting employees in the private sector and in federal, state, and
local governments.
8. Under the Family and Medical Leave Act (FMLA), eligible employees are entitled
to how many weeks of unpaid leave?
A. 6 weeks
B. 8 weeks
C. 12 weeks
D. 16 weeks
Answer: C. 12 weeks
Rationale: The FMLA entitles eligible employees of covered employers to take unpaid, job-
protected leave for specified family and medical reasons for up to 12 workweeks in a 12-
month period.
9. Which law requires employers to pay men and women equally for substantially
equal work?
A. Title VII
B. Equal Pay Act
C. ADEA
D. ADA
Answer: B. Equal Pay Act
