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WGU C233 EMPLOYMENT LAW OBJECTIVE
ASSESSMENT EXAM NEWEST 2024 ACTUAL
EXAM COMPLETE 100 QUESTIONS AND
CORRECT DETAILED ANSWERS (VERIFIED
ANSWERS) |ALREADY GRADED A+
WGU 233 OA EXAM
Employers may not use gender as the basis for pay
considerations on jobs the performance of which require equal
skill, effort, and responsibility, and which are performed under
similar working conditions. What protects this?
GPD
EPA
PDA
CRA - ANSWER- EPA - Equal Pay Act
To make a claim of discrimination under the Equal Pay Act - the
prima facie case - an employee must show that two employees
of the opposite gender are:
Working in the same place
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Doing equal work - sufficient commonality of tasks and
responsibilities
Receiving different and unequal pay
All of the above - ANSWER- All of the above
Explanation; To make a claim of discrimination under the
Equal Pay Act - the prima facie case - an employee must
show that two employees of the opposite gender are:
1. Working in the same place
2. Doing equal work - sufficient commonality of tasks and
responsibilities
3. Receiving different and unequal pay
Some argue that disparity requires remedy and that pay should
be equal for employees doing different jobs, but which are of:
Incomparable worth
Comparable worth
Comparable demand
Incomparable demand - ANSWER- Comparable worth
Explanation; Federal courts have rejected the comparable
worth theory, because plaintiffs have been unable to show
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how "market rates" for whole classes of professions resulted
in specific gender-disparate impact discrimination from any
given employer.
Which of the following is always involved in a case of sexual
harassment?
Gender harassment
Request for sexual favor
Sexual behavior
Sexual motive - ANSWER- Gender harassment
Explanation; Sexual harassment does not necessarily involve
sexual motive, sexual behavior, or requests for sexual favors.
The term sexual harassment applies to:
Both sexual harassment and sexual discrimination
Both gender harassment and sexual harassment
Gender harassment
Sexual harassment - ANSWER- Both gender harassment and
sexual harassment
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Explanation; At its most basic level, sexual harassment is
harassment directed at an employee because of his or her
gender. Therefore, sexual harassment does not necessarily
involve sexual motive, sexual behavior, or requests for sexual
favors. So, if an employer, or its agents, engages in anti-
female or anti-male activity towards an employee such that
it interferes with the employee's ability to carry out the job,
that employer may be guilty of sexual harassment.
While the facts of such cases are always subject to personal
interpretation, is it often more clear when quid pro quo sexual
harassment occurs because there is traceable __________ action.
Tangible Job
Illegal
Discrimination
Harassment - ANSWER- Tangible Job
Explanation; Sexual harassment where the harasser has the
authority, or apparent authority, over the employee to
change the employee's employment status is known as quid
pro quo sexual harassment. Quid pro quo is the Latin term
which indicates a trade of "something for something," or a
"favor for a favor." The notion is that the "boss," either
WGU C233 EMPLOYMENT LAW OBJECTIVE
ASSESSMENT EXAM NEWEST 2024 ACTUAL
EXAM COMPLETE 100 QUESTIONS AND
CORRECT DETAILED ANSWERS (VERIFIED
ANSWERS) |ALREADY GRADED A+
WGU 233 OA EXAM
Employers may not use gender as the basis for pay
considerations on jobs the performance of which require equal
skill, effort, and responsibility, and which are performed under
similar working conditions. What protects this?
GPD
EPA
PDA
CRA - ANSWER- EPA - Equal Pay Act
To make a claim of discrimination under the Equal Pay Act - the
prima facie case - an employee must show that two employees
of the opposite gender are:
Working in the same place
,2|Page
Doing equal work - sufficient commonality of tasks and
responsibilities
Receiving different and unequal pay
All of the above - ANSWER- All of the above
Explanation; To make a claim of discrimination under the
Equal Pay Act - the prima facie case - an employee must
show that two employees of the opposite gender are:
1. Working in the same place
2. Doing equal work - sufficient commonality of tasks and
responsibilities
3. Receiving different and unequal pay
Some argue that disparity requires remedy and that pay should
be equal for employees doing different jobs, but which are of:
Incomparable worth
Comparable worth
Comparable demand
Incomparable demand - ANSWER- Comparable worth
Explanation; Federal courts have rejected the comparable
worth theory, because plaintiffs have been unable to show
,3|Page
how "market rates" for whole classes of professions resulted
in specific gender-disparate impact discrimination from any
given employer.
Which of the following is always involved in a case of sexual
harassment?
Gender harassment
Request for sexual favor
Sexual behavior
Sexual motive - ANSWER- Gender harassment
Explanation; Sexual harassment does not necessarily involve
sexual motive, sexual behavior, or requests for sexual favors.
The term sexual harassment applies to:
Both sexual harassment and sexual discrimination
Both gender harassment and sexual harassment
Gender harassment
Sexual harassment - ANSWER- Both gender harassment and
sexual harassment
, 4|Page
Explanation; At its most basic level, sexual harassment is
harassment directed at an employee because of his or her
gender. Therefore, sexual harassment does not necessarily
involve sexual motive, sexual behavior, or requests for sexual
favors. So, if an employer, or its agents, engages in anti-
female or anti-male activity towards an employee such that
it interferes with the employee's ability to carry out the job,
that employer may be guilty of sexual harassment.
While the facts of such cases are always subject to personal
interpretation, is it often more clear when quid pro quo sexual
harassment occurs because there is traceable __________ action.
Tangible Job
Illegal
Discrimination
Harassment - ANSWER- Tangible Job
Explanation; Sexual harassment where the harasser has the
authority, or apparent authority, over the employee to
change the employee's employment status is known as quid
pro quo sexual harassment. Quid pro quo is the Latin term
which indicates a trade of "something for something," or a
"favor for a favor." The notion is that the "boss," either
