WGU D352 - EMPLOYMENT AND LABOR LAW PRACTICE EXAM QUESTIONS WITH CORRECT DETAILED ANSWERS | ALREADY GRADED A+<RECENT VERSION>

WGU D352 - EMPLOYMENT AND LABOR LAW PRACTICE EXAM QUESTIONS WITH CORRECT DETAILED ANSWERS | ALREADY GRADED A+&lt;RECENT VERSION&gt; 1. The notion that men and women should receive equal pay when they perform work that requires comparable skills and responsibilities - ANSWER comparable worth theory 2. A year before the passage of Title VII, the Equal Pay Act (EPA) was enacted to require almost all employers to do which of the following? - ANSWER pay men and women equally for the same work 3. Unlike Title VII, an Equal Pay Act (EPA) claim does not require a complaint to the ________ before bringing a lawsuit against an employer. - ANSWER Equal employment opportunity commission (EEOC) 4. To make a claim of discrimination under the Equal Pay Act—the prima facie case—an employee must show that ________ employee(s) of the opposite gender are (1) working in the same place, (2) doing equal work with a sufficient commonality of tasks and responsibilities, and (3) receiving different and unequal pay. - ANSWER two 5. Which of the following acts provides that the 180-day filing period begins to run on the date of any of three events: (1) the adoption of a discriminatory practice or decision, (2) the application of the discriminatory practice or decision to the employee, and, most significantly, (3) each time wages, benefits, or compensation are paid under the practice or decision. - ANSWER The Lilly Ledbetter Fair Pay Act 6. True or false: The Lilly Ledbetter Fair Pay Act also expanded the list of persons aggrieved by the discriminatory pay practice or decision to include family members and children of deceased workers. - ANSWER True 7. An environment of animosity toward women - ANSWER anti-female animus 8. In a case where gender but not sexual motive is involved, the harassment is more appropriately named - ANSWER gender harassment 9. Title VII contains no language prohibiting "harassment" or "________," but courts have recognized the claim because harassment is equivalent to discrimination in its effect on limiting employment opportunity. - ANSWER sexual harassment 10. At its most basic level, sexual harassment is harassment directed at an employee because of their ________. - ANSWER gender 11. A male nurse who is regularly berated by coworkers for doing a "woman's job" or a female employee who is continually mocked for not being "tough enough" to handle a traditionally male job, like driving a truck or negotiating with a union, are examples of which of the following? - ANSWER sexual harassment 12. In a harassment case where gender but not sexual motive is involved, the harassment is more appropriately named which of the following? - ANSWER gender harassment 13. True of False: When the harassment is gender-based, no sexual harassment claim is available. - ANSWER False 14. an instance of sexual harassment in which the harasser has the authority or apparent authority over the employee to change the employee's employment status; "this for that" - ANSWER quid pro quo sexual harassment 15. an employment outcome that occurs as a result of a decision by a supervisor - ANSWER tangible job action 16. Situations in which a harasser has the authority, or apparent authority, over an employee to change the employee's employment status are known as which of the following types of sexual harassment? - ANSWER quid pro quo 17. What is the meaning of quid pro quo? - ANSWER something for something 18. Which of the following phrases refers to the possible employment outcomes used as part of the exchange in sexual harassment? - ANSWER tangible job actions 19. Which of the following is not a significant tangible job action to show harassment? - ANSWER transfer to another job with the same pay, benefits, duties, and opportunity 20. Purposeful or negligent "misgendering" of employees can lead to which of the following? - ANSWER A hostile work environment claim 21. In a hostile work environment sexual harassment claim, the affected employee alleges that which of the following incidents occurred? - ANSWER They were put in an intimidating, hostile, or offensive working environment that unreasonably interfered with work performance. 22. The Supreme Court decided that Title VII protections include the prohibition of a hostile work environment created by what?. - ANSWER sexual harassment 23. Which of the following is not a claim in a prima facie case for a hostile work environment? - ANSWER the employer does not know the actions are unwelcome 24. Which of the following could be considered severe or pervasive enough to create a hostile work environment? -Excessive profanity -Offensive touching -Disseminating pornography -All of the above - ANSWER all 25. If a claimant provoked or engaged in offensive behavior at work, courts have held which of the following? - ANSWER If the victim has provoked the bad conduct, they will be prevented from making a claim of sexual harassment. and A victim's sexual history or behavior is immaterial to a sexual harassment claim. 26. The Supreme Court has held that an employer is strictly liable for harassment by a supervisor if the harassing behavior culminates in a(n) ________ employment action, such as a termination or demotion. - ANSWER tangible 27. An employer may be held liable for the actions of others that result in which of the following? - ANSWER Quid pro quo and hostile work environment sexual harassment 28. When a supervisor, within the scope of employment, engages in sexual harassment, which of the following is true? - ANSWER The employer must answer for the bad behavior. 29. How has the Supreme Court defined a supervisor of an employee? - ANSWER A managing employee who has the power to take tangible employment actions against another employee 30. Before the final passage of the Civil Rights Act of 1964, Virginia Democratic Senator Howard W. Smith inserted into the language of the legislation which of the following words to define the class of persons protected under the antidiscrimination provisions of Title VII? - ANSWER sex 31. Which of the following is not an element of a prima facie case for gender discrimination? - ANSWER A person of the same gender received favorable employment action, or the employer continues to look for applicants for the position. 32. Title VII allows for gender to be the basis for differing employer-imposed grooming requirements for employees. What is the stipulation for this rule? - ANSWER The application of these requirements must be fair and reasonable. 33. When an employer classifies employees on the basis of gender plus another characteristic, it is known as which of the following? - ANSWER Gender plus discrimination 34. The prima facie case for gender plus discrimination based on family composition would not require the complaining workers to show which of the following? - ANSWER Similarly situated workers of the same gender who have small children are treated more favorably. 35. An employer produces a legitimate business reason for the job action; under which formula does the burden then shift back to the employee to demonstrate that the employer's proffered reason is pretextual? - ANSWER McDonnell Douglas 36. Employees on leave for pregnancy-related issues must be treated the same as other workers on leave. Which of the following is not an example of this? - ANSWER Promotions to management 37. Employers may not use gender as the basis for pay considerations for jobs in which performance requires equal skill, effort, and responsibility under similar working conditions. Which law provides this protection? - ANSWER Equal Pay Act (EPA)