WGU C202 Chapter 3 Questions and
Answers Verified 2025
___ can include, but is not limited to, provisions for nondiscriminatory recruitment,
training, and promotion. - ANSWER-Affirmative Action Plan
___ often occurs in rejecting an applicant as "overqualified". - ANSWER-stereotyping
An employment practice that has a disproportionate effect on a protected group,
regardless of its intent, is referred to as ____. - ANSWER-adverse impact
Employers adhere to ___ because they are federal contractors and are required to by
law. - ANSWER-Affirmative Action Plans
Employment decisions that are objective, merit-based, and use job-related
characteristics to determine employment are considered ____ discrimination. -
ANSWER-fair
Employment laws and regulations exist because organizations typically have more ___
than employees do. - ANSWER-power
If an organization never provided a sexual harassment policy and training to employees,
it can be held ___ if it didn't know the harassment was occurring. - ANSWER-liable
Intentional discrimination based on a person's protected characteristic is called ___. -
ANSWER-disparate treatment
Just being sufficiently bothered by the ___ environment created by behavior including
whistling, lewd jokes, foul language, pictures, or emails, can fuel a successful lawsuit. -
ANSWER-hostile
Organizations that focus on inclusion and are cognizant of the dimensions of gender,
nationality, sexual orientation, and disability - while remaining sensitive to cultural
variations - are practicing ___ awareness. - ANSWER-diversity
The ___ established both minimum-wage and overtime rules. - ANSWER-Fair Labor
Standards Act of 1938
The ___ prohibits retaliation against employees seeking to unionize. - ANSWER-
National Labor Relations Act of 1935
The goal of affirmative action is to provide employment opportunities to a(n) ___ class?
- ANSWER-protected
Answers Verified 2025
___ can include, but is not limited to, provisions for nondiscriminatory recruitment,
training, and promotion. - ANSWER-Affirmative Action Plan
___ often occurs in rejecting an applicant as "overqualified". - ANSWER-stereotyping
An employment practice that has a disproportionate effect on a protected group,
regardless of its intent, is referred to as ____. - ANSWER-adverse impact
Employers adhere to ___ because they are federal contractors and are required to by
law. - ANSWER-Affirmative Action Plans
Employment decisions that are objective, merit-based, and use job-related
characteristics to determine employment are considered ____ discrimination. -
ANSWER-fair
Employment laws and regulations exist because organizations typically have more ___
than employees do. - ANSWER-power
If an organization never provided a sexual harassment policy and training to employees,
it can be held ___ if it didn't know the harassment was occurring. - ANSWER-liable
Intentional discrimination based on a person's protected characteristic is called ___. -
ANSWER-disparate treatment
Just being sufficiently bothered by the ___ environment created by behavior including
whistling, lewd jokes, foul language, pictures, or emails, can fuel a successful lawsuit. -
ANSWER-hostile
Organizations that focus on inclusion and are cognizant of the dimensions of gender,
nationality, sexual orientation, and disability - while remaining sensitive to cultural
variations - are practicing ___ awareness. - ANSWER-diversity
The ___ established both minimum-wage and overtime rules. - ANSWER-Fair Labor
Standards Act of 1938
The ___ prohibits retaliation against employees seeking to unionize. - ANSWER-
National Labor Relations Act of 1935
The goal of affirmative action is to provide employment opportunities to a(n) ___ class?
- ANSWER-protected
