WGU C233 Study Guide - Strategies for the Workplace to Prevent Discrimination and Limit Employer Risk, Exam Review Questions and answers, rated A+ 2024

How would an HR professional determine whether an employment law is applicable to his/her employer? - -The first step is determining which federal employment statutes apply to the firm. Some federal laws apply to all employers regardless of size. The second would be to determine if the employer does contract work for a federal or state government. Third, after assessing which federal laws apply, the HR professional must look to state law. Finally, they need to understand which common law rules apply in the state. Explain the difference between disparate treatment (aka disparate impact) and disparate treatment (aka adverse treatment) - -Disparate treatment discrimination is directed at in individual while disparate impact discrimination is directed at a class of persons. Explain how to measure unlawful disparate impact using the four-fifths (4/5) rule (aka the 80% rule). - -Under the statistical test, any hiring criteria may be deemed discriminatory if the selection rate of a protected class is less than 80% of the majority. How would an employee establish a prima facie case for gender discrimination? - -1: the employee is a protected class. 2: the employee is qualified for the position. 3: the employee suffers from some adverse employment action. 4: a person of the opposite gender received favorable employment action or the employer continues to look for applicants for the position. Describe the two types of sexual harassment - -1) Quid pro-quo-favor for a favor. 2) Hostile Environment Sexual Harassment - work environment has become sexually charged with "intimidating, hostile, or offensive" behaviors to a point that it "unreasonably interferes with an employee's work performance."