WGU C233 Questions and Answers 2026/2027 | Study & Performance Assessment Guide

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1. Under respondent superior doctrine, an employer is only responsible for the employee
action performed within the:
 Reasonable person standard
 Realm of reasonable actions
 Scope of employment
 Duration of employment

2. Which of the following is not an element of a prima facie discrimination case for gender
discrimination?
 The employee is qualified for the position
 The employee is in the protected class
 The employee suffers some adverse employment action
 A person of the same gender received favorable employment action

3. 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:
 Sole proprietorship
 Integrated Enterprise
 Corporation
 Franchise

4. 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."
 Ten
 Fifteen
 Twenty
 Thirty

5. 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?
 Frolic and detour
 Scope of employment
 Duration of employment
 Reasonable person standard

6. When an employer classifies employees on the basis of gender, plus another
characteristic, usually a family-related circumstance, what type of discrimination is this?
 Gender plus discrimination
 Perpetual discrimination
 Pretextual discrimination
 Pregnancy discrimination

7. 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:
 Discriminatory hiring
 Negligent referral
 Negligent hiring
 Unsafe hiring practices

8. What was the seminal case establishing the concept of disparate impact?
 St. Mary's Honor Ctr. v. Hicks
 Connecticut v. Teal
 Griggs v. Duke Power
 Texas Dep't of Community Affairs v. Burdine

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9. A controlling rule, example, or guide is also known as:
 Contractual understanding
 Precedence
 Judicial review
 Respondent superior

10.Which of the following is not a test that determines if an employee is an independent
contractor?
 The IRS 20-factor analysis
 The right to work state law index
 The common law agency test
 The economic realities test

11.Plaintiffs may allege that the supposed legitimate reason for adverse employment action
is merely a __________ or cover-up for discrimination.
 Pretext
 Reasonable reason
 Failure
 Discrimination in disguise

12.A monetary amount necessary to replace what the claimant lost, including money, pain,
and other non-monetary losses is known as:
 Punitive damages
 Injunction relief
 Compensatory damages
 Front pay

13.The PDA prohibits employment discrimination on the basis of:
 Pregnancy
 Childbirth
 Pregnancy-related medical conditions
 All of the above

14.Under FMLA provisions, what is considered a qualifying event to receive leave time?
 Birth
 Adoption
 Serious health condition
 All of the above

15.What protects men and women who perform substantially equal work in the same
establishment from sex-based wage discrimination?
 ADA
 ADEA
 ADAA
 EPA

16.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.
 Loosely coupled relationship
 Contract relationship
 Freedom of choice
 General understanding

17.The ADEA applies to public and private employers and unions with more than __________
employees.

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