WGU C233 Employment Law Objective Assessment Latest 2024 -2025
Test Bank/ Actual Exam Questions with Correct Detailed Answers
(Verified Answers) Rated A+
1. Agency is a(n) __________ relation- Contract
ship (a legally binding agreement)
between a principal and an agent
whereby the principal, expressly or
implicitly, authorizes the agent to
work on his or her behalf and with
the power to bind the principal.
Undefined
Informal
Contract
Formal
2. Before the final passage of the Civil C-Sex
Rights Act of 1964, Virginia Demo-
crat, Senator Howard W. Smith, in- He did so in an attempt to defeat the
serted into the language of the leg- legislation, as there existed a strong
islation defining the class of per- anti-women animus among unions
sons protected under the anti-dis- and supporters of the legislation who
crimination provisions of Title VII did not want women included in the
the word: protections offered by Title VII.
A) Race
B) Religion
C) Sex
D) National origin
3. Which of the following is not an ele- C- A person of the same gender re-
ment of a prima facie case for gen- ceived favorable employment action
der discrimination? or the employer continues to look for
A) The employee is the protected applicants for the position.
class
B) The employee is qualified for the The full list of elements for a prima
position facie case include: 1) the employee
C) A person of the same gender is the protected class; 2) the employ-
received favorable employment ac- ee is qualified for the position; 3) the
tion or the employer continues to employee suffers some adverse em-
look for applicants for the position. ployment action; and 4) a person of
D) The employee suffers some ad- opposite gender received favorable
verse employment action employment action or the employer
, WGU C233 Employment Law 2024 -2025
continues to look for applicants for
the position.
4. Title VII allows for gender to be B-The application must be fair and
the basis for differing employer-im- reasonable.
posed grooming requirements for
employees. What is the stipulation Grooming and dress are often issues
to this rule? in gender discrimination cases, as
A) Must be signed off by two district these factors may signal employment
judges status and reinforce stereotyping. Ti-
B) The application must be fair and tle VII allows for gender to be the
reasonable basis for differing employer-imposed
C) The application must be enforced grooming requirements for employ-
for five years prior and five years ees, but the application must be fair
following and reasonable. However, if dress or
D) The application must be accepted grooming standards are applied un-
by the entire company equally or used to promote unequal
treatment, they are discriminatory.
5. When an employer classifies em- D-Gender Plus discrimination
ployees on the basis of gender,
plus another characteristic, this is Gender Plus discrimination (also
known as: called "sex plus" discrimination) ex-
A- Gender discrimination ists when an employer classifies em-
B- Fetal protection discrimination ployees on the basis of gender, plus
C- Pregnancy discrimination another characteristic, usually a fam-
D- Gender Plus discrimination ily-related circumstance.
6. The prima facie case for gender A-Similarly situated workers of the
plus discrimination based on family same gender, with small children, are
composition would not require the treated more favorably
complaining workers to show which
of the following? The full list of elements include the
A-Similarly situated workers of the following:
same gender, with small children, 1) he or she has small children;
are treated more favorably 2) is qualified for the job;
B- They are qualified for the job 3) suffers an adverse employment
C- They have small children action; and
4) similarly situated workers of the
, WGU c233 Employment Law 2024 -2025
D- They suffer an adverse employ- same gender, without small children,
ment action are treated more favorably.
7. If the employer produces a legiti- McDonnell Douglas
mate business reason for the job ac-
tion, under the _________________ From the text, "Once the plaintiff
formula, the burden shifts back to proves these things, the burden then
the employee to demonstrate that shifts to the employer to produce a
the employer's proffered reason is lawful motive for the adverse employ-
pretextual. ment action. Then the burden shifts
Anderson Cooper back to the claimant to rebut the em-
Price Waterhouse ployer's justification, by showing:
McDonnell Douglas The stated reason is not true
Hopkins The stated reason is true, but was not
a "motivating factor"
The reason was a factor, but not suf-
ficient to justify the job action"
8. The __________ prohibits employ- Pregnancy Discrimination Act
ment discrimination on the basis
of pregnancy, childbirth, or related In 1978, Congress enacted amend-
medical conditions. ments to Title VII, known as the Preg-
Pregnancy Discrimination Act nancy Discrimination Act (PDA). The
Civil Rights Act PDA prohibits employment discrim-
Anti-gender discrimination Act ination on the basis of pregnancy,
Title VII childbirth, or related medical condi-
tions.
9. Employees on leave for pregnan- Promotions to management
cy-related issues must be treated
the same as other workers on leave. Employees on leave for pregnan-
Which of the following is not an ex- cy-related issues must be treated the
ample of this? same as other workers on leave for
Pay increases accrual of seniority, vacation time cal-
Accrual of seniority culations, pay increases, and other
Promotions to management benefits.
Vacation time calculations
10. Employers may not use gender as EPA - Equal Pay Act
the basis for pay considerations on
, WGU c233 Employment Law 2024 -2025
jobs the performance of which re-
quire equal skill, effort, and respon-
sibility, and which are performed
under similar working conditions.
What protects this?
GPD
EPA
PDA
CRA
11. To make a claim of discrimination All of the above
under the Equal Pay Act - the prima
facie case - an employee must show To make a claim of discrimination un-
that two employees of the opposite der the Equal Pay Act - the prima
gender are: facie case - an employee must show
Working in the same place that two employees of the opposite
Doing equal work - sufficient com- gender are:
monality of tasks and responsibili- 1. Working in the same place
ties 2. Doing equal work - sufficient com-
Receiving different and unequal monality of tasks and responsibilities
pay 3. Receiving different and unequal
All of the above pay
12. Some argue that disparity requires Comparable worth
remedy and that pay should be
equal for employees doing different Federal courts have rejected the
jobs, but which are of: comparable worth theory, because
Incomparable worth plaintiffs have been unable to show
Comparable worth how "market rates" for whole class-
Comparable demand es of professions resulted in specific
Incomparable demand gender-disparate impact discrimina-
tion from any given employer.
13. Which of the following is always in- Gender harassment
volved in a case of sexual harass-
ment? Sexual harassment does not neces-
Gender harassment sarily involve sexual motive, sexual
Request for sexual favor behavior, or requests for sexual fa-
vors.
Test Bank/ Actual Exam Questions with Correct Detailed Answers
(Verified Answers) Rated A+
1. Agency is a(n) __________ relation- Contract
ship (a legally binding agreement)
between a principal and an agent
whereby the principal, expressly or
implicitly, authorizes the agent to
work on his or her behalf and with
the power to bind the principal.
Undefined
Informal
Contract
Formal
2. Before the final passage of the Civil C-Sex
Rights Act of 1964, Virginia Demo-
crat, Senator Howard W. Smith, in- He did so in an attempt to defeat the
serted into the language of the leg- legislation, as there existed a strong
islation defining the class of per- anti-women animus among unions
sons protected under the anti-dis- and supporters of the legislation who
crimination provisions of Title VII did not want women included in the
the word: protections offered by Title VII.
A) Race
B) Religion
C) Sex
D) National origin
3. Which of the following is not an ele- C- A person of the same gender re-
ment of a prima facie case for gen- ceived favorable employment action
der discrimination? or the employer continues to look for
A) The employee is the protected applicants for the position.
class
B) The employee is qualified for the The full list of elements for a prima
position facie case include: 1) the employee
C) A person of the same gender is the protected class; 2) the employ-
received favorable employment ac- ee is qualified for the position; 3) the
tion or the employer continues to employee suffers some adverse em-
look for applicants for the position. ployment action; and 4) a person of
D) The employee suffers some ad- opposite gender received favorable
verse employment action employment action or the employer
, WGU C233 Employment Law 2024 -2025
continues to look for applicants for
the position.
4. Title VII allows for gender to be B-The application must be fair and
the basis for differing employer-im- reasonable.
posed grooming requirements for
employees. What is the stipulation Grooming and dress are often issues
to this rule? in gender discrimination cases, as
A) Must be signed off by two district these factors may signal employment
judges status and reinforce stereotyping. Ti-
B) The application must be fair and tle VII allows for gender to be the
reasonable basis for differing employer-imposed
C) The application must be enforced grooming requirements for employ-
for five years prior and five years ees, but the application must be fair
following and reasonable. However, if dress or
D) The application must be accepted grooming standards are applied un-
by the entire company equally or used to promote unequal
treatment, they are discriminatory.
5. When an employer classifies em- D-Gender Plus discrimination
ployees on the basis of gender,
plus another characteristic, this is Gender Plus discrimination (also
known as: called "sex plus" discrimination) ex-
A- Gender discrimination ists when an employer classifies em-
B- Fetal protection discrimination ployees on the basis of gender, plus
C- Pregnancy discrimination another characteristic, usually a fam-
D- Gender Plus discrimination ily-related circumstance.
6. The prima facie case for gender A-Similarly situated workers of the
plus discrimination based on family same gender, with small children, are
composition would not require the treated more favorably
complaining workers to show which
of the following? The full list of elements include the
A-Similarly situated workers of the following:
same gender, with small children, 1) he or she has small children;
are treated more favorably 2) is qualified for the job;
B- They are qualified for the job 3) suffers an adverse employment
C- They have small children action; and
4) similarly situated workers of the
, WGU c233 Employment Law 2024 -2025
D- They suffer an adverse employ- same gender, without small children,
ment action are treated more favorably.
7. If the employer produces a legiti- McDonnell Douglas
mate business reason for the job ac-
tion, under the _________________ From the text, "Once the plaintiff
formula, the burden shifts back to proves these things, the burden then
the employee to demonstrate that shifts to the employer to produce a
the employer's proffered reason is lawful motive for the adverse employ-
pretextual. ment action. Then the burden shifts
Anderson Cooper back to the claimant to rebut the em-
Price Waterhouse ployer's justification, by showing:
McDonnell Douglas The stated reason is not true
Hopkins The stated reason is true, but was not
a "motivating factor"
The reason was a factor, but not suf-
ficient to justify the job action"
8. The __________ prohibits employ- Pregnancy Discrimination Act
ment discrimination on the basis
of pregnancy, childbirth, or related In 1978, Congress enacted amend-
medical conditions. ments to Title VII, known as the Preg-
Pregnancy Discrimination Act nancy Discrimination Act (PDA). The
Civil Rights Act PDA prohibits employment discrim-
Anti-gender discrimination Act ination on the basis of pregnancy,
Title VII childbirth, or related medical condi-
tions.
9. Employees on leave for pregnan- Promotions to management
cy-related issues must be treated
the same as other workers on leave. Employees on leave for pregnan-
Which of the following is not an ex- cy-related issues must be treated the
ample of this? same as other workers on leave for
Pay increases accrual of seniority, vacation time cal-
Accrual of seniority culations, pay increases, and other
Promotions to management benefits.
Vacation time calculations
10. Employers may not use gender as EPA - Equal Pay Act
the basis for pay considerations on
, WGU c233 Employment Law 2024 -2025
jobs the performance of which re-
quire equal skill, effort, and respon-
sibility, and which are performed
under similar working conditions.
What protects this?
GPD
EPA
PDA
CRA
11. To make a claim of discrimination All of the above
under the Equal Pay Act - the prima
facie case - an employee must show To make a claim of discrimination un-
that two employees of the opposite der the Equal Pay Act - the prima
gender are: facie case - an employee must show
Working in the same place that two employees of the opposite
Doing equal work - sufficient com- gender are:
monality of tasks and responsibili- 1. Working in the same place
ties 2. Doing equal work - sufficient com-
Receiving different and unequal monality of tasks and responsibilities
pay 3. Receiving different and unequal
All of the above pay
12. Some argue that disparity requires Comparable worth
remedy and that pay should be
equal for employees doing different Federal courts have rejected the
jobs, but which are of: comparable worth theory, because
Incomparable worth plaintiffs have been unable to show
Comparable worth how "market rates" for whole class-
Comparable demand es of professions resulted in specific
Incomparable demand gender-disparate impact discrimina-
tion from any given employer.
13. Which of the following is always in- Gender harassment
volved in a case of sexual harass-
ment? Sexual harassment does not neces-
Gender harassment sarily involve sexual motive, sexual
Request for sexual favor behavior, or requests for sexual fa-
vors.
