WGU Employment Law C233 Exam Questions with 100% Correct Answers 2024

WGU Employment Law C233 Exam Questions with 100% Correct Answers 2024 Intrusion Upon Seclusion - answerA type of tort in which an employer intrudes upon an employee's private information. Age Discrimination in Employment Act (ADEA) - answerEnacted in 1967, it protects employees who are 40 years of age and older. Fair Labor Standards Act (FLSA) - answerEnacted in 1938, it protects workers from unfair wages, limits abusive overtime practices, and prevents child labor. Course of Employment - answerAny action by an employee that furthers an employer's business. National Labor Relations Board - answerA federal administrative agency that administers the provisions of the NLRA. Federal Whistleblower Statute - answerEnacted in 1982, it protects contractor employees from employment discrimination or retaliation for reporting company violations of the law. Americans with Disabilities Act (ADA) - answerEmployers with 15 or more employees are prohibited from discriminating against people with disabilities. In general, the employment provisions of the ADA require equal opportunity in selecting, testing, and hiring qualified applicants with disabilities; job accommodation for applicants and workers with disabilities when such accommodations would not impose "undue hardship;" and equal opportunity in promotion and benefits. Collective Bargaining - answerThe negotiation process between unions and employers. Quota - answerAn official limit on the number or amount of people or things that are allowed. E-Verify - answerAn online tool administered through the U.S. Citizenship and Immigration Services (USCIS) and used by employers to verify the validity of documents presented by new hires. Continual Training Requirement - answerA mandate that all employers provide training to workers on a periodic basis and whenever an employee is hired or assigned to a new job. Serious Health Condition - answerAn incapacitating illness, injury, or impairment that requires overnight care or continuing treatment from a health care provider. Sherman Anti-Trust Act - answerEnacted in 1890, it prevents businesses from combining together to restrain trade and seeking monopoly business power. Vicarious Liability - answerA form of secondary liability that comes from the doctrine of respondeat superior - "let the master answer for the servant". Worker's Compensation - answerA form of insurance that provides wage replacement and medical benefits for employees injured while at work in exchange for relinquishment of the right to sue the employer for negligence. Opportunity Wage - answerAn exception to the minimum wage law that applies to employees under twenty years old. Free Riders - answerAn employee who does not belong to a union, but benefits from union representation Unfair Labor Practices Strike - answerA stoppage of work in order to pressure management to follow the law Public-policy Exception - answerA rule of exception to the employment at-will doctrine that states that an employer cannot terminate an employee for reasons that violate public policy. Reduction in Force (RIF) - answerOccurs when a business eliminates one or more positions as part of a strategic business plan to realign operations or reduce cost. Remedies - answerA desired action resulting from a successful lawsuit. Customer Discriminatory Preference - answerAn unacceptable pretext of discrimination in which an employer uses race as the basis for a business decision in order to please customers. Arbitration - answerA procedure for resolving collective bargaining impasses by which an arbitrator (third party) choose a solution to the dispute. Conglomerate - answerA highly diversified firm that has multiple businesses with no relationships. Permissive Bargaining Subject - answerA bargaining subject that either party may bring to the table, but over which the other party is not required to bargain Four-fifths Rule - answerThe simplest and most common way of estimating adverse impact by ruling a screening device as discriminatory if its selection rates of a protected class are less than 80% of the majority. Mandatory Bargaining Subject - answerA required bargaining subject that involves wages, benefits, hours, and layoff procedures. Reasonable Accommodation - answerA reasonable change to the work environment that allows a religious individual to perform job functions Federal Injunction - answerA legal remedy that allows a court to order individuals to refrain from harmful acts Vietnam Era Veteran Readjustment Assistance Act - answerPassed in 1974, it requires contractors to take affirmative action toward veterans Vesting - answerThe conveying of an employee's rights to benefits or contributions after a certain amount of time. Workweek - answerAny consecutive seven-day period. Impasse - answerA deadlock reached by two bargaining parties whereby an issue cannot be resolved. Wildcat Strike - answerA strike by a portion of workers that is not authorized by the union. Labor-Management Reporting and Disclosure Act of 1959 (LMRDA) - answerEnacted in 1959, it creates a union member "bill of rights" in order to empower union members and reduce union corruption Undue Hardship - answerAn accommodation to the work environment that places a significant burden or expense on the employer Economic Strike - answerA stoppage of work based upon a union's frustration that management will not meet its demands for improvements in wages, hours, and benefits Closed Union Shop - answerAn illegal requirement that an employee be a union member Plant Closing - answerA single site of employment that is permanently or temporarily shut down for 6 months, or with a 50% reduction in hours over a 6-month period, and impacts 50 or more full-time employees for a 30-day period. Comparable Worth Theory - answerThe notion that men and women should receive equal pay when they perform work that requires comparable skills and responsibilities. ADA Amendments Act - answerPassed in 2008, it amends the ADA by adding new protections for employees with disabilities Civil Law - answerLaws that deal with the rights of people rather than with crimes Illegal Bargaining Subject - answerA bargaining subject that cannot legally be implemented into a collective bargaining agreement Common Law - answerPrinciples developed over centuries as a result of legal decisions made by judges in individual cases. Whistleblowing - answerThe action of an employee to report the wrongdoings of an employer Title VII of the Civil Rights Act of 1964 - answerProtects all races from discrimination Exempted Employee - answerEmployees who are fully or partially free from FLSA provisions Case Law - answerThe law as laid down in the decisions of the courts (distinct from statutes or other sources of law). Conciliation - answerProcess where a third party acts as an intermediary between the parties to a labor dispute, helping them to reach a settlement. Polygraph Testing - answerA method of testing for an employer to measure an employee's heart, respiratory, and skin reactions while he or she is asked a serious of questions in order to determine if he or she is lying Defamation - answerCommunicating false statements that harm a person's reputation Integrated Enterprise - answerA business environment in which operations of two or more employers are so intertwined that they can be considered as a single employer for purposes of federal statutory coverage and liability Reverse Discrimination - answerDiscrimination that occurs when an employer, acting under an affirmative action plan, favors one race or gender in an employment decision. Underutilization - answerA discrepancy between the number of women and minorities in a particular position and the number of qualified women and minorities in the constituent market. Pregnancy Discrimination Act (PDA) - answerThis Act recognizes pregnancy as a temporary disability and prohibits applicants from being discriminated against in the recruitment process because of pregnancy, childbirth, or related medical conditions (Amendment to Title VII). Race - answerA local geographic or global human population distinguished as a distinct group by genetically-transmitted physical characteristics Joint Employer - answerTwo entities, not engaged in an integrated enterprise, that each exert control over an employee Business Necessity - answerA legitimate business purpose that justifies an employment decision as effective and necessary Common Law Agency - answerA test that classifies a worker as an employee if the employer maintains the right to control the method of work performed Federal Anti-trust Law - answerA law that prevents anti-competitive behavior within local commerce