WGU D352 EXAM STUDY GUIDE EXAM Q&A
2026 ALREADY PASSED.
⫸ Pregnancy Discrimination Act (PDA). Answer: Amended Title VII
and Prohibits employment discrimination on basis of pregnancy,
childbirth, or pregnancy related medial conditions
⫸ Equal Pay Act (EPA). Answer: Pay men and women equal for
equal work (work, effort, skills, responsibility, and working
conditions)
⫸ Age Discrimination in Employment Act (ADEA). Answer:
Prohibits discrimination in all employment decisions on the basis of
age
⫸ Older Workers Benefit Protection Act (OWBPA). Answer:
Employees receiving special benefits upon early retirement
⫸ Fair Labor Standards Act (FLSA). Answer: Provides for a federal
minimum wage (exceptions include those under 20 years old for the
first 90 days of employment)
⫸ Immigration Reform and Control Act. Answer: Prohibits the hiring
of undocumented non-citizens [term used in text is illegal alien]
, ⫸ Americans with Disability Act (ADA). Answer: Prohibits
discrimination based on a disability
⫸ Rehabilitation Act. Answer: Federal government and federal
government contracts with contracts over $10,000 take affirmative
action with regards to disabled
⫸ WARN Act. Answer: 60 days advance notice for plant closings and
mass layoffs and Requires multiple notices if reduction in workforces
is done in a series of layoffs within a 90-day period; i.e., can't avoid
notice by performing multiple smaller-scale layoffs
⫸ Occupational Safety and Health Act (OSHA). Answer: All
employers must comply with all DOL safety and health requirements
(compliance requirement)
⫸ Family Medical Leave Act (FMLA). Answer: 12 weeks unpaid
leave if 1250 hours worked in the 12 months preceding leave for
birth, adoption, or placement of new foster child AND/OR serious
health condition of the employee, employee's spouse, son, daughter or
parent
⫸ Employee Retirement Income Security Act (ERISA). Answer:
Employers must provide correct information about benefits, deliver
promised benefits, provide a review for disputes, manage employee
funds with light level of care, abstain from interference of employee
benefit rights, specify premiums and copays, and identify the
administrator and any factors that may impact benefits=Summary
Plan Document
2026 ALREADY PASSED.
⫸ Pregnancy Discrimination Act (PDA). Answer: Amended Title VII
and Prohibits employment discrimination on basis of pregnancy,
childbirth, or pregnancy related medial conditions
⫸ Equal Pay Act (EPA). Answer: Pay men and women equal for
equal work (work, effort, skills, responsibility, and working
conditions)
⫸ Age Discrimination in Employment Act (ADEA). Answer:
Prohibits discrimination in all employment decisions on the basis of
age
⫸ Older Workers Benefit Protection Act (OWBPA). Answer:
Employees receiving special benefits upon early retirement
⫸ Fair Labor Standards Act (FLSA). Answer: Provides for a federal
minimum wage (exceptions include those under 20 years old for the
first 90 days of employment)
⫸ Immigration Reform and Control Act. Answer: Prohibits the hiring
of undocumented non-citizens [term used in text is illegal alien]
, ⫸ Americans with Disability Act (ADA). Answer: Prohibits
discrimination based on a disability
⫸ Rehabilitation Act. Answer: Federal government and federal
government contracts with contracts over $10,000 take affirmative
action with regards to disabled
⫸ WARN Act. Answer: 60 days advance notice for plant closings and
mass layoffs and Requires multiple notices if reduction in workforces
is done in a series of layoffs within a 90-day period; i.e., can't avoid
notice by performing multiple smaller-scale layoffs
⫸ Occupational Safety and Health Act (OSHA). Answer: All
employers must comply with all DOL safety and health requirements
(compliance requirement)
⫸ Family Medical Leave Act (FMLA). Answer: 12 weeks unpaid
leave if 1250 hours worked in the 12 months preceding leave for
birth, adoption, or placement of new foster child AND/OR serious
health condition of the employee, employee's spouse, son, daughter or
parent
⫸ Employee Retirement Income Security Act (ERISA). Answer:
Employers must provide correct information about benefits, deliver
promised benefits, provide a review for disputes, manage employee
funds with light level of care, abstain from interference of employee
benefit rights, specify premiums and copays, and identify the
administrator and any factors that may impact benefits=Summary
Plan Document
