WGU Employment Law C233 Exam Questions with 100% Correct Answers 2024

WGU Employment Law C233 Exam Questions with 100% Correct Answers 2024 Under respondent superior doctrine, an employer is only responsible for the employee action performed within the: Reasonable person standard Duration of employment Realm of reasonable actions Scope of employment - answerScope of Employment 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 suffers some adverse employment action The employee is in the protected class A person of the same gender received favorable employment action - answerA person of the same gender received favorable employment action 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: Integrated Enterprise Corporation Sole proprietorship Franchise - answerIntegrated Enterprise 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." Fifteen Twenty Thirty Ten - answerFifteen 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? Reasonable person standard Scope of employment Frolic and detour Duration of employment - answerFrolic and detour When an employer classifies employees on the basis of gender, plus another characteristic, usually a family-related circumstance, what type of discrimination is this? Pregnancy discrimination Gender plus discrimination Pretextual discrimination Perpetual discrimination - answerGender Plus Discrimination What was the seminal case establishing the concept of disparate impact? St. Mary's Honor Ctr. v. Hicks Griggs v. Duke Power Connecticut v. Teal Texas Dep't of Community Affairs v. Burdine - answerGriggs v. Duke Power A controlling rule, example, or guide is also known as: Judicial review Precedence Respondent superior Contractual understanding - answerPrecedence Which of the following is not a test that determines if an employee is an independent contractor? The economic realities test The right to work state law index The common law agency test The IRS 20-factor analysis - answerThe right to work state law index Plaintiffs may allege that the supposed legitimate reason for adverse employment action is merely a __________ or cover-up for discrimination. Reasonable reason Failure Pretext Discrimination in disguise - answerPretext A monetary amount necessary to replace what the claimant lost, including money, pain, and other non-monetary losses is known as: Punitive damages Front pay Compensatory damages Injunction relief - answerCompensatory Damages The PDA prohibits employment discrimination on the basis of: Pregnancy Childbirth Pregnancy-related medical conditions All of the above - answerAll of the Above Under FMLA provisions, what is considered a qualifying event to receive leave time? Birth Adoption Serious health condition All of the above - answerAll of the Above What protects men and women who perform substantially equal work in the same establishment from sex-based wage discrimination? ADEA ADA EPA ADAA - answerEPA 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. Freedom of choice Loosely coupled relationship Contract relationship General understanding - answerContract Relationship The ADEA applies to public and private employers and unions with more than __________ employees.