lOMoARcPSD|44532475
WGU C233 Questions and Answershttps://www.stuvia.com/user/filwe1099salmin
https://www.stuvia.com/user/filwe1099salmin https://www.stuvia.com/user/filwe1099salmin
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
Downloaded by madiba
https://www.stuvia.com/user/filwe1099salmin South Africa stuvia ()
https://www.stuvia.com/user/filwe1099salmin https://www.stuvia.com/user/filwe1099salmin
, lOMoARcPSD|44532475
WGU C233 Questions and Answershttps://www.stuvia.com/user/filwe1099salmin
https://www.stuvia.com/user/filwe1099salmin https://www.stuvia.com/user/filwe1099salmin
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.
Downloaded by madiba
https://www.stuvia.com/user/filwe1099salmin South Africa stuvia ()
https://www.stuvia.com/user/filwe1099salmin https://www.stuvia.com/user/filwe1099salmin
WGU C233 Questions and Answershttps://www.stuvia.com/user/filwe1099salmin
https://www.stuvia.com/user/filwe1099salmin https://www.stuvia.com/user/filwe1099salmin
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
Downloaded by madiba
https://www.stuvia.com/user/filwe1099salmin South Africa stuvia ()
https://www.stuvia.com/user/filwe1099salmin https://www.stuvia.com/user/filwe1099salmin
, lOMoARcPSD|44532475
WGU C233 Questions and Answershttps://www.stuvia.com/user/filwe1099salmin
https://www.stuvia.com/user/filwe1099salmin https://www.stuvia.com/user/filwe1099salmin
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.
Downloaded by madiba
https://www.stuvia.com/user/filwe1099salmin South Africa stuvia ()
https://www.stuvia.com/user/filwe1099salmin https://www.stuvia.com/user/filwe1099salmin
