WGU D352 Ultimate Oa PreP:
emPlOyment anD labOr laW StUDy
GUiDe & QUeStiOn bank (2026/2027
eDitiOn)
maSter the WGU D352 emPlOyment anD labOr laW Objective aSSeSSment With thiS
cOmPrehenSive StUDy bUnDle. thiS GUiDe featUreS 300+ ScenariO-baSeD Practice
QUeStiOnS cOverinG title vii, aDa, fmla, nlra, anD the flSa. inclUDeS DetaileD
ratiOnaleS fOr every anSWer tO helP yOU DiStinGUiSh betWeen DiSParate
treatment anD imPact. Perfect fOr StUDentS lOOkinG tO PaSS the Oa On their firSt
attemPt. UPDateD fOr the 2024/2025 cUrricUlUm. accelerate yOUr WGU DeGree
anD maSter the "biG three" tODay!
1. A graphic designer works for a firm. The firm provides the office space, the computer,
and the software. The firm sets the designer's hours from 9:00 AM to 5:00 PM and
assigns specific daily tasks. Under the IRS 20-factor analysis, how is this worker
classified?
A. Independent Contractor
B. Common-Law Employee
C. Statutory Non-employee
D. Leased Worker
Rationale: The firm exerts significant behavioral control (setting hours and tasks) and
financial control (providing equipment and workspace), which are the hallmarks of a
common-law employee relationship.
2. An employee at an "at-will" company is fired because they filed a claim for workers'
compensation after an injury. Which exception to employment-at-will applies here?
A. Implied Contract Exception
B. Public Policy Exception
C. Covenant of Good Faith
D. Promissory Estoppel
Rationale: Under the public policy exception, an employer cannot terminate an
employee for exercising a legal right or performing a statutory obligation, such as
filing for workers' compensation.
3. Which federal act established the National Labor Relations Board (NLRB) and defined
"unfair labor practices" for employers?
, A. The Norris-LaGuardia Act
B. The Wagner Act (NLRA)
C. The Taft-Hartley Act
D. The Landrum-Griffin Act
Rationale: The Wagner Act (National Labor Relations Act of 1935) created the NLRB
and protected the rights of employees to organize and bargain collectively.
4. A company requires all applicants for a customer service role to be "young and
energetic." If a 55-year-old applicant is rejected based on this criteria, which law is likely
being violated?
A. Title VII of the Civil Rights Act
B. The Age Discrimination in Employment Act (ADEA)
C. The Americans with Disabilities Act (ADA)
D. The Fair Labor Standards Act (FLSA)
Rationale: The ADEA specifically prohibits discrimination in any aspect of employment
against individuals who are 40 years of age or older.
5. An employer refuses to hire a qualified applicant because the applicant’s spouse has a
severe disability, and the employer fears the applicant will miss too much work. This is a
violation of:
A. The Americans with Disabilities Act (ADA)
B. The Family and Medical Leave Act (FMLA)
C. Title VII
D. Genetic Information Nondisclosure Act (GINA)
Rationale: The ADA prohibits "association discrimination," which occurs when an
employer discriminates against an applicant or employee because of their relationship
with an individual with a disability.
6. Under the Fair Labor Standards Act (FLSA), which of the following is true regarding "non-
exempt" employees?
A. They must be paid a salary of at least $100,000.
B. They must be paid at least time-and-a-half for hours worked over 40 in a workweek.
C. They are not eligible for minimum wage protection.
D. They must be executives or professionals.
Rationale: Non-exempt employees are covered by the FLSA overtime provisions,
requiring 1.5 times their regular rate for hours worked beyond 40 per week.
7. An employee needs 12 weeks of unpaid leave to care for a newborn child. If the
company has 60 employees and the employee has worked there for two years, which
law protects their job?
, A. The Family and Medical Leave Act (FMLA)
B. The Pregnancy Discrimination Act (PDA)
C. The Social Security Act
D. COBRA
Rationale: FMLA provides up to 12 weeks of unpaid, job-protected leave for the birth
of a child for employees at companies with 50 or more employees, provided they have
worked at least 1,250 hours in the last year.
8. A manufacturing plant with 200 employees plans to close one of its lines, which will
result in 75 layoffs. Under the WARN Act, how much notice must the employer provide?
A. 30 days
B. 60 days
C. 90 days
D. No notice is required for partial layoffs.
Rationale: The Worker Adjustment and Retraining Notification (WARN) Act requires
employers with 100+ employees to provide 60 days' notice for plant closings or mass
layoffs.
9. During an OSHA inspection, a "General Duty Clause" violation is cited. What does this
mean?
A. The employer failed to post an OSHA poster.
B. The employer violated a specific chemical safety standard.
C. The employer failed to provide a workplace free from recognized hazards causing or
likely to cause death or serious harm.
D. The employer did not keep accurate injury logs.
Rationale: The General Duty Clause is a "catch-all" provision used when no specific
OSHA standard applies to a known workplace hazard.
10. A female employee is paid less than a male colleague for performing the "same" job
requiring equal skill, effort, and responsibility under similar working conditions. Which
law is the primary basis for her claim?
A. Title VII
B. The Equal Pay Act (EPA)
C. The Lily Ledbetter Act
D. The Glass Ceiling Act
Rationale: The Equal Pay Act specifically prohibits wage disparity based on sex for jobs
that require substantially equal skill, effort, and responsibility.
11. A supervisor repeatedly tells sexually suggestive jokes and hangs explicit calendars in the
breakroom. This creates an environment where an employee feels uncomfortable and
, unable to perform their job. This is known as:
A. Quid Pro Quo
B. Hostile Work Environment
C. Disparate Treatment
D. Retaliatory Discharge
Rationale: A hostile work environment occurs when unwelcome conduct is so severe or
pervasive that it alters the conditions of employment and creates an abusive work
atmosphere.
12. An employer refuses to promote a qualified employee because they filed a sexual
harassment complaint against a senior executive. This is an example of:
A. Disparate Impact
B. Retaliation
C. Constructive Discharge
D. Affirmative Action
Rationale: Under Title VII, it is illegal for an employer to take "adverse action" (like
denying a promotion) against an employee for engaging in protected activity, such as
filing a complaint.
13. A religious organization only hires members of its own faith for teaching positions.
Under Title VII, this is generally permitted as a:
A. Business Necessity
B. Bona Fide Occupational Qualification (BFOQ)
C. Affirmative Action Plan
D. De Minimis Exception
Rationale: A BFOQ allows for discrimination if a specific characteristic (like religion for
a religious school) is reasonably necessary to the normal operation of that particular
business.
14. An employee requests a specific Saturday off to observe a religious holiday. The
employer can only deny this request if they can prove:
A. The employee isn't "religious enough."
B. It is a busy season.
C. It would cause an "undue hardship."
D. They have a "no-Saturdays-off" policy for everyone.
Rationale: Employers must reasonably accommodate an employee’s religious beliefs
unless doing so imposes more than a de minimis cost or difficulty (undue hardship).
15. "English-only" rules in the workplace are generally considered a violation of Title VII
unless:
emPlOyment anD labOr laW StUDy
GUiDe & QUeStiOn bank (2026/2027
eDitiOn)
maSter the WGU D352 emPlOyment anD labOr laW Objective aSSeSSment With thiS
cOmPrehenSive StUDy bUnDle. thiS GUiDe featUreS 300+ ScenariO-baSeD Practice
QUeStiOnS cOverinG title vii, aDa, fmla, nlra, anD the flSa. inclUDeS DetaileD
ratiOnaleS fOr every anSWer tO helP yOU DiStinGUiSh betWeen DiSParate
treatment anD imPact. Perfect fOr StUDentS lOOkinG tO PaSS the Oa On their firSt
attemPt. UPDateD fOr the 2024/2025 cUrricUlUm. accelerate yOUr WGU DeGree
anD maSter the "biG three" tODay!
1. A graphic designer works for a firm. The firm provides the office space, the computer,
and the software. The firm sets the designer's hours from 9:00 AM to 5:00 PM and
assigns specific daily tasks. Under the IRS 20-factor analysis, how is this worker
classified?
A. Independent Contractor
B. Common-Law Employee
C. Statutory Non-employee
D. Leased Worker
Rationale: The firm exerts significant behavioral control (setting hours and tasks) and
financial control (providing equipment and workspace), which are the hallmarks of a
common-law employee relationship.
2. An employee at an "at-will" company is fired because they filed a claim for workers'
compensation after an injury. Which exception to employment-at-will applies here?
A. Implied Contract Exception
B. Public Policy Exception
C. Covenant of Good Faith
D. Promissory Estoppel
Rationale: Under the public policy exception, an employer cannot terminate an
employee for exercising a legal right or performing a statutory obligation, such as
filing for workers' compensation.
3. Which federal act established the National Labor Relations Board (NLRB) and defined
"unfair labor practices" for employers?
, A. The Norris-LaGuardia Act
B. The Wagner Act (NLRA)
C. The Taft-Hartley Act
D. The Landrum-Griffin Act
Rationale: The Wagner Act (National Labor Relations Act of 1935) created the NLRB
and protected the rights of employees to organize and bargain collectively.
4. A company requires all applicants for a customer service role to be "young and
energetic." If a 55-year-old applicant is rejected based on this criteria, which law is likely
being violated?
A. Title VII of the Civil Rights Act
B. The Age Discrimination in Employment Act (ADEA)
C. The Americans with Disabilities Act (ADA)
D. The Fair Labor Standards Act (FLSA)
Rationale: The ADEA specifically prohibits discrimination in any aspect of employment
against individuals who are 40 years of age or older.
5. An employer refuses to hire a qualified applicant because the applicant’s spouse has a
severe disability, and the employer fears the applicant will miss too much work. This is a
violation of:
A. The Americans with Disabilities Act (ADA)
B. The Family and Medical Leave Act (FMLA)
C. Title VII
D. Genetic Information Nondisclosure Act (GINA)
Rationale: The ADA prohibits "association discrimination," which occurs when an
employer discriminates against an applicant or employee because of their relationship
with an individual with a disability.
6. Under the Fair Labor Standards Act (FLSA), which of the following is true regarding "non-
exempt" employees?
A. They must be paid a salary of at least $100,000.
B. They must be paid at least time-and-a-half for hours worked over 40 in a workweek.
C. They are not eligible for minimum wage protection.
D. They must be executives or professionals.
Rationale: Non-exempt employees are covered by the FLSA overtime provisions,
requiring 1.5 times their regular rate for hours worked beyond 40 per week.
7. An employee needs 12 weeks of unpaid leave to care for a newborn child. If the
company has 60 employees and the employee has worked there for two years, which
law protects their job?
, A. The Family and Medical Leave Act (FMLA)
B. The Pregnancy Discrimination Act (PDA)
C. The Social Security Act
D. COBRA
Rationale: FMLA provides up to 12 weeks of unpaid, job-protected leave for the birth
of a child for employees at companies with 50 or more employees, provided they have
worked at least 1,250 hours in the last year.
8. A manufacturing plant with 200 employees plans to close one of its lines, which will
result in 75 layoffs. Under the WARN Act, how much notice must the employer provide?
A. 30 days
B. 60 days
C. 90 days
D. No notice is required for partial layoffs.
Rationale: The Worker Adjustment and Retraining Notification (WARN) Act requires
employers with 100+ employees to provide 60 days' notice for plant closings or mass
layoffs.
9. During an OSHA inspection, a "General Duty Clause" violation is cited. What does this
mean?
A. The employer failed to post an OSHA poster.
B. The employer violated a specific chemical safety standard.
C. The employer failed to provide a workplace free from recognized hazards causing or
likely to cause death or serious harm.
D. The employer did not keep accurate injury logs.
Rationale: The General Duty Clause is a "catch-all" provision used when no specific
OSHA standard applies to a known workplace hazard.
10. A female employee is paid less than a male colleague for performing the "same" job
requiring equal skill, effort, and responsibility under similar working conditions. Which
law is the primary basis for her claim?
A. Title VII
B. The Equal Pay Act (EPA)
C. The Lily Ledbetter Act
D. The Glass Ceiling Act
Rationale: The Equal Pay Act specifically prohibits wage disparity based on sex for jobs
that require substantially equal skill, effort, and responsibility.
11. A supervisor repeatedly tells sexually suggestive jokes and hangs explicit calendars in the
breakroom. This creates an environment where an employee feels uncomfortable and
, unable to perform their job. This is known as:
A. Quid Pro Quo
B. Hostile Work Environment
C. Disparate Treatment
D. Retaliatory Discharge
Rationale: A hostile work environment occurs when unwelcome conduct is so severe or
pervasive that it alters the conditions of employment and creates an abusive work
atmosphere.
12. An employer refuses to promote a qualified employee because they filed a sexual
harassment complaint against a senior executive. This is an example of:
A. Disparate Impact
B. Retaliation
C. Constructive Discharge
D. Affirmative Action
Rationale: Under Title VII, it is illegal for an employer to take "adverse action" (like
denying a promotion) against an employee for engaging in protected activity, such as
filing a complaint.
13. A religious organization only hires members of its own faith for teaching positions.
Under Title VII, this is generally permitted as a:
A. Business Necessity
B. Bona Fide Occupational Qualification (BFOQ)
C. Affirmative Action Plan
D. De Minimis Exception
Rationale: A BFOQ allows for discrimination if a specific characteristic (like religion for
a religious school) is reasonably necessary to the normal operation of that particular
business.
14. An employee requests a specific Saturday off to observe a religious holiday. The
employer can only deny this request if they can prove:
A. The employee isn't "religious enough."
B. It is a busy season.
C. It would cause an "undue hardship."
D. They have a "no-Saturdays-off" policy for everyone.
Rationale: Employers must reasonably accommodate an employee’s religious beliefs
unless doing so imposes more than a de minimis cost or difficulty (undue hardship).
15. "English-only" rules in the workplace are generally considered a violation of Title VII
unless:
