WGU C233 - EMPLOYMENT LAW OVERALL COURSE
ASSESSMENT
Scope of employment - Answer -Under respondent superior doctrine, an employer is
only responsible for the employee action performed within the:
A person of the same gender received favorable employment action
The full list of elements includes the following: 1) the employee is in the protected class;
2) the employee is qualified for the position; 3) the employee suffers some adverse
employment action; and 4) a person of opposite gender received favorable employment
action or the employer continues to look for applicants for the position. - Answer -Which
of the following is NOT an element of a prima facie discrimination case for gender
discrimination?
Integrated Enterprise - Answer -When operations of two or more employers are
considered so intertwined that they can be considered the single employer, for purposes
of both federal statutory coverage and liability, this is called a:
Fifteen - Answer -Title VII covers employers who have "_________ or more employees
for each working day in each of twenty or more calendar weeks in the current or
preceding calendar year, and any agent of such a person."
Frolic and detour - Answer -An employee pursues self-interest as he or she runs a
personal errand while driving to a meeting at a company branch office. What is this an
example of?
Gender plus discrimination - Answer -When an employer classifies employees on the
basis of gender, plus another characteristic, usually a family-related circumstance, what
type of discrimination is this?
Negligent hiring - Answer -An employer must exercise a reasonable effort to screen job
applicants who may pose a risk of violence in the workplace. Failure to do this is known
as:
Griggs v. Duke Power - Answer -What was the seminal case establishing the concept
of disparate impact?
Precedence
U.S. law is based on the English and American common law, which consists of opinions
of judges in cases covering hundreds of years. Over time, in each case, a judge
established precedent. - Answer -A controlling rule, example, or guide is also known
as:
The right to work state law index
, There are three different tests commonly used to determine if a worker is an employee
or independent contractor: 1) the IRS 20-factor analysis; 2) the economic realities test;
and 3) the common law agency test. - Answer -Which of the following is not a test that
determines if an employee is an independent contractor?
Pretext - Answer -Plaintiffs may allege that the supposed legitimate reason for adverse
employment action is merely a __________ or cover-up for discrimination.
Compensatory damages - Answer -A monetary amount necessary to replace what the
claimant lost, including money, pain, and other non-monetary losses is known as:
Pregnancy
Childbirth
Pregnancy-related medical conditions
Under the PDA, women who are pregnant or affected by pregnancy-related conditions
must be treated in the same manner as other applicants or employees with similar
abilities or limitations. - Answer -The PDA prohibits employment discrimination on the
basis of:
Birth
Adoption
Serious health condition
A qualifying event is: 1) the birth or adoption of a child; or 2) a serious health condition
of the employee, or the employee's spouse, son, daughter, or parent. Other family
obligations are not covered. - Answer -Under FMLA provisions, what is considered a
qualifying event to receive leave time?
EPA-The Equal Pay Act of 1963 (EPA) - Answer -What protects men and women who
perform substantially equal work in the same establishment from sex-based wage
discrimination?
Contract relationship - Answer -Agency is a _________________ 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.
20 - Answer -The ADEA applies to public and private employers and unions with more
than __________ employees.
Gender
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. - Answer -Sexual
harassment is harassment directed at an employee because of his or her:
Increased
ASSESSMENT
Scope of employment - Answer -Under respondent superior doctrine, an employer is
only responsible for the employee action performed within the:
A person of the same gender received favorable employment action
The full list of elements includes the following: 1) the employee is in the protected class;
2) the employee is qualified for the position; 3) the employee suffers some adverse
employment action; and 4) a person of opposite gender received favorable employment
action or the employer continues to look for applicants for the position. - Answer -Which
of the following is NOT an element of a prima facie discrimination case for gender
discrimination?
Integrated Enterprise - Answer -When operations of two or more employers are
considered so intertwined that they can be considered the single employer, for purposes
of both federal statutory coverage and liability, this is called a:
Fifteen - Answer -Title VII covers employers who have "_________ or more employees
for each working day in each of twenty or more calendar weeks in the current or
preceding calendar year, and any agent of such a person."
Frolic and detour - Answer -An employee pursues self-interest as he or she runs a
personal errand while driving to a meeting at a company branch office. What is this an
example of?
Gender plus discrimination - Answer -When an employer classifies employees on the
basis of gender, plus another characteristic, usually a family-related circumstance, what
type of discrimination is this?
Negligent hiring - Answer -An employer must exercise a reasonable effort to screen job
applicants who may pose a risk of violence in the workplace. Failure to do this is known
as:
Griggs v. Duke Power - Answer -What was the seminal case establishing the concept
of disparate impact?
Precedence
U.S. law is based on the English and American common law, which consists of opinions
of judges in cases covering hundreds of years. Over time, in each case, a judge
established precedent. - Answer -A controlling rule, example, or guide is also known
as:
The right to work state law index
, There are three different tests commonly used to determine if a worker is an employee
or independent contractor: 1) the IRS 20-factor analysis; 2) the economic realities test;
and 3) the common law agency test. - Answer -Which of the following is not a test that
determines if an employee is an independent contractor?
Pretext - Answer -Plaintiffs may allege that the supposed legitimate reason for adverse
employment action is merely a __________ or cover-up for discrimination.
Compensatory damages - Answer -A monetary amount necessary to replace what the
claimant lost, including money, pain, and other non-monetary losses is known as:
Pregnancy
Childbirth
Pregnancy-related medical conditions
Under the PDA, women who are pregnant or affected by pregnancy-related conditions
must be treated in the same manner as other applicants or employees with similar
abilities or limitations. - Answer -The PDA prohibits employment discrimination on the
basis of:
Birth
Adoption
Serious health condition
A qualifying event is: 1) the birth or adoption of a child; or 2) a serious health condition
of the employee, or the employee's spouse, son, daughter, or parent. Other family
obligations are not covered. - Answer -Under FMLA provisions, what is considered a
qualifying event to receive leave time?
EPA-The Equal Pay Act of 1963 (EPA) - Answer -What protects men and women who
perform substantially equal work in the same establishment from sex-based wage
discrimination?
Contract relationship - Answer -Agency is a _________________ 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.
20 - Answer -The ADEA applies to public and private employers and unions with more
than __________ employees.
Gender
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. - Answer -Sexual
harassment is harassment directed at an employee because of his or her:
Increased
