WGU D685 Employment Law Objective Assessment |
Questions with Correct Answers | Latest Update
2026 | Exam Prep | Graded A+
1. Describe the implications of the 'employment at will' doctrine for both
employers and employees.
The 'employment at will' doctrine requires employers to provide a
reason for termination, ensuring job security for employees.
The 'employment at will' doctrine only applies to employees with
contracts, limiting its impact on most workers.
The 'employment at will' doctrine protects employees from being
terminated for any reason.
The 'employment at will' doctrine allows employers to terminate
employees without cause, which provides flexibility for employers
but can create job insecurity for employees.
2. What is the definition of 'reinstatement' in employment law?
A remedy that allows a former employee to return to their job.
A form of compensation for lost wages.
A process for terminating an employee's contract.
A legal action taken against an employer for wrongful termination.
3. What is the IRS 20-Factor test used to determine?
if an employee is entitled to health insurance
if an individual is an employee or an independent contractor
how much an employer should withhold for federal taxes
, if an employee is entitled to a pension fund
4. Describe the role of the interactive discussion in the reasonable
accommodation process.
The interactive discussion is not necessary if the employee has a clear
request.
The interactive discussion is solely for the employer to inform the
employee of their rights.
The interactive discussion allows the employee and employer to
communicate about the accommodation needs and explore options
together.
The interactive discussion is a formal meeting with legal
representatives only.
5. Discrimination in employment based on intentional unequal treatment of an
individual who is a member of a protected class is known as which of the
following?
Hostile work environment
Protected treatment
Disparate treatment
Harassment
6. Describe how the IRS 20-factor analysis differentiates between employees
and independent contractors.
The IRS 20-factor analysis evaluates various criteria to assess the
degree of control and independence in the worker's relationship
with the employer.
The IRS 20-factor analysis only considers the worker's job title.
, The IRS 20-factor analysis focuses solely on the worker's income level.
The IRS 20-factor analysis is used to determine the number of hours
worked by an employee.
7. If an employee commits an unlawful act while performing their job duties,
what aspect of employment law would determine the employer's
responsibility?
Liability
Employment at will
Affirmative action
Discrimination
8. What is the term which describes an adverse employer job action based
upon an employee's lawful actions?
disparate treatment
pretext
adverse impact
retaliation
9. Agency relationships normally are consensual, which means that they come
about by:
law.
a signed contract between employer and employee.
voluntary consent and agreement between the parties.
None of these choices.
10. Under which of the following does the liability of an employer for the actions
of the employee cease to exist?
, A floor manager at a store argues with a customer about the revised
pricing of a product that is inconsistent with their previous sales.
A service representative argues with a customer over the
allegiance of his basketball team instead of the poor quality
product delivered.
A store representative strikes a customer during an argument over
the return of merchandise.
A store manager argues with a supplier for delivering a wrong
product.
A sales representative drives to a customer's house to deliver goods
and crashes into a tree.
11. What are the legal requirements to create an agency relationship?
An agency relationship is formed by an agreement that the agent will
serve as an employee for compensation.
None of the above.
An agency relationship is formed by an agreement that the agent and
the principal will go into business together and share the profits.
An agency relationship is formed by agreement that the agent shall
act on behalf of the principal and be subject to his or her control.
12. Punitive damages:
Are like actual damages but do not seek to deter the defendant
Are damages in excess of the plaintiff's injuries, awarded to punish
the defendant
Are damages far less than the plaintiff's injuries, awarded to punish
the plaintiff
13. A plaintiff who is able to demonstrate that a defendant's explanation for a
Questions with Correct Answers | Latest Update
2026 | Exam Prep | Graded A+
1. Describe the implications of the 'employment at will' doctrine for both
employers and employees.
The 'employment at will' doctrine requires employers to provide a
reason for termination, ensuring job security for employees.
The 'employment at will' doctrine only applies to employees with
contracts, limiting its impact on most workers.
The 'employment at will' doctrine protects employees from being
terminated for any reason.
The 'employment at will' doctrine allows employers to terminate
employees without cause, which provides flexibility for employers
but can create job insecurity for employees.
2. What is the definition of 'reinstatement' in employment law?
A remedy that allows a former employee to return to their job.
A form of compensation for lost wages.
A process for terminating an employee's contract.
A legal action taken against an employer for wrongful termination.
3. What is the IRS 20-Factor test used to determine?
if an employee is entitled to health insurance
if an individual is an employee or an independent contractor
how much an employer should withhold for federal taxes
, if an employee is entitled to a pension fund
4. Describe the role of the interactive discussion in the reasonable
accommodation process.
The interactive discussion is not necessary if the employee has a clear
request.
The interactive discussion is solely for the employer to inform the
employee of their rights.
The interactive discussion allows the employee and employer to
communicate about the accommodation needs and explore options
together.
The interactive discussion is a formal meeting with legal
representatives only.
5. Discrimination in employment based on intentional unequal treatment of an
individual who is a member of a protected class is known as which of the
following?
Hostile work environment
Protected treatment
Disparate treatment
Harassment
6. Describe how the IRS 20-factor analysis differentiates between employees
and independent contractors.
The IRS 20-factor analysis evaluates various criteria to assess the
degree of control and independence in the worker's relationship
with the employer.
The IRS 20-factor analysis only considers the worker's job title.
, The IRS 20-factor analysis focuses solely on the worker's income level.
The IRS 20-factor analysis is used to determine the number of hours
worked by an employee.
7. If an employee commits an unlawful act while performing their job duties,
what aspect of employment law would determine the employer's
responsibility?
Liability
Employment at will
Affirmative action
Discrimination
8. What is the term which describes an adverse employer job action based
upon an employee's lawful actions?
disparate treatment
pretext
adverse impact
retaliation
9. Agency relationships normally are consensual, which means that they come
about by:
law.
a signed contract between employer and employee.
voluntary consent and agreement between the parties.
None of these choices.
10. Under which of the following does the liability of an employer for the actions
of the employee cease to exist?
, A floor manager at a store argues with a customer about the revised
pricing of a product that is inconsistent with their previous sales.
A service representative argues with a customer over the
allegiance of his basketball team instead of the poor quality
product delivered.
A store representative strikes a customer during an argument over
the return of merchandise.
A store manager argues with a supplier for delivering a wrong
product.
A sales representative drives to a customer's house to deliver goods
and crashes into a tree.
11. What are the legal requirements to create an agency relationship?
An agency relationship is formed by an agreement that the agent will
serve as an employee for compensation.
None of the above.
An agency relationship is formed by an agreement that the agent and
the principal will go into business together and share the profits.
An agency relationship is formed by agreement that the agent shall
act on behalf of the principal and be subject to his or her control.
12. Punitive damages:
Are like actual damages but do not seek to deter the defendant
Are damages in excess of the plaintiff's injuries, awarded to punish
the defendant
Are damages far less than the plaintiff's injuries, awarded to punish
the plaintiff
13. A plaintiff who is able to demonstrate that a defendant's explanation for a
