Employment Law Objective Assessment
Wgu Exam Questions And Correct
Answers.
law - Answer set of rules for human behavior which are established by legitimate authority
precedent - Answer controlling rule, example or guide which provides framework for other judges to
follow
stare decisis - Answer the doctrine of a court following precedent of an earlier court
constitution - Answer supreme law of the land
judicial review - Answer power of courts to determine if law follows constitution
supremacy clause - Answer constitution, federal law, federal regulations are highest laws of land
agency - Answer contract relationship between principal and agent whereby principal authorizes agent
to work on his or her behalf
tort - Answer civil wrong which causes someone harm
vicarious liability - Answer form of secondary liability that comes from respondeat superior
respondeat superior - Answer employer is responsible for employee actions performed within scope of
employment
scope of employment - Answer Employee conduct that is reasonably relative to a job description.
,frolic and detour - Answer employees physical departure from job for his/her best interest and not
employers (running personal errands on the way to a work meeting)
going and coming rule - Answer removes employer from acts or omissions of employees on the way to
work
dual purpose mission - Answer Occurs when an employee conducts personal and work business at the
same time
independent contractor - Answer person who is not subject to wage, discrimination, tax and liability
laws
common law agency test - Answer test used to determine employee status, employer maintains right
to control method of work performed (work hours, dress code, billing processes)
economic realities test - Answer worker is an employee if he is substantially economically dependent
on employer
IRS 20-factor analysis - Answer A list of 20 factors to which the IRS looks to determine whether
someone is an employee or an independent contractor. (instructions, training, integration, services
rendered personally, hiring assistants etc)
integrated enterprise - Answer operations of two or more employers are so intertwined that they can
be considered a single employer
joint employer - Answer Two entities, not engaged in an integrated enterprise, that each exert control
over an employee
covered employment agency - Answer An agency that regularly procures employees for at least one
covered employer-subject to employment law regulation.
covered employer - Answer An employer that is engaged in a commerce industry and employs fifteen
or more employees.
, employment at will - Answer employer may terminate employee at any time for any legal reason
without incurring liability
public policy exception - Answer invoked when an employee is terminated for reasons which violate a
public-policy interest. This can include an employee refusing to break the law, exercising a legal right,
fulfilling a statutory duty, or engaging in whistleblowing.
retaliatory discharge - Answer Termination of an employee as punishment for engaging in a protected
activity.
implied contract - Answer legally binding agreement which is created, not through formal contract
negotiation and documentation, but by the actions of the employer and the employee. The conduct
creating the implied contract may be oral assurances from the employer that as long as an employee
does good work he or she will have a job.
implied covenant of good faith and fair dealing - Answer holds that each party to the employment
relationship makes an implied promise to treat each other in good faith and fairness, and when that
covenant is broken, the employee has a cause of action for wrongful termination.
Constructive Discharge - Answer employer allows intolerable conditions of unfairness or mistreatment
to exist at work to such a degree that no reasonable employee would feel he or she had any other option
but to quit.
intentional interference with contract - Answer third party pressures employer to fire employee
without cause
intentional infliction of emotional distress - Answer employer terminates an employee in an
intentionally reckless or outrageous manner such that it causes serious emotional and psychological
damage, the fired employee may have a claim for wrongful termination
Civil Rights Act of 1964 - Answer outlawed discrimination based on race, color, religion, sex, or national
origin. Covers employers with 15 or more employees
Wgu Exam Questions And Correct
Answers.
law - Answer set of rules for human behavior which are established by legitimate authority
precedent - Answer controlling rule, example or guide which provides framework for other judges to
follow
stare decisis - Answer the doctrine of a court following precedent of an earlier court
constitution - Answer supreme law of the land
judicial review - Answer power of courts to determine if law follows constitution
supremacy clause - Answer constitution, federal law, federal regulations are highest laws of land
agency - Answer contract relationship between principal and agent whereby principal authorizes agent
to work on his or her behalf
tort - Answer civil wrong which causes someone harm
vicarious liability - Answer form of secondary liability that comes from respondeat superior
respondeat superior - Answer employer is responsible for employee actions performed within scope of
employment
scope of employment - Answer Employee conduct that is reasonably relative to a job description.
,frolic and detour - Answer employees physical departure from job for his/her best interest and not
employers (running personal errands on the way to a work meeting)
going and coming rule - Answer removes employer from acts or omissions of employees on the way to
work
dual purpose mission - Answer Occurs when an employee conducts personal and work business at the
same time
independent contractor - Answer person who is not subject to wage, discrimination, tax and liability
laws
common law agency test - Answer test used to determine employee status, employer maintains right
to control method of work performed (work hours, dress code, billing processes)
economic realities test - Answer worker is an employee if he is substantially economically dependent
on employer
IRS 20-factor analysis - Answer A list of 20 factors to which the IRS looks to determine whether
someone is an employee or an independent contractor. (instructions, training, integration, services
rendered personally, hiring assistants etc)
integrated enterprise - Answer operations of two or more employers are so intertwined that they can
be considered a single employer
joint employer - Answer Two entities, not engaged in an integrated enterprise, that each exert control
over an employee
covered employment agency - Answer An agency that regularly procures employees for at least one
covered employer-subject to employment law regulation.
covered employer - Answer An employer that is engaged in a commerce industry and employs fifteen
or more employees.
, employment at will - Answer employer may terminate employee at any time for any legal reason
without incurring liability
public policy exception - Answer invoked when an employee is terminated for reasons which violate a
public-policy interest. This can include an employee refusing to break the law, exercising a legal right,
fulfilling a statutory duty, or engaging in whistleblowing.
retaliatory discharge - Answer Termination of an employee as punishment for engaging in a protected
activity.
implied contract - Answer legally binding agreement which is created, not through formal contract
negotiation and documentation, but by the actions of the employer and the employee. The conduct
creating the implied contract may be oral assurances from the employer that as long as an employee
does good work he or she will have a job.
implied covenant of good faith and fair dealing - Answer holds that each party to the employment
relationship makes an implied promise to treat each other in good faith and fairness, and when that
covenant is broken, the employee has a cause of action for wrongful termination.
Constructive Discharge - Answer employer allows intolerable conditions of unfairness or mistreatment
to exist at work to such a degree that no reasonable employee would feel he or she had any other option
but to quit.
intentional interference with contract - Answer third party pressures employer to fire employee
without cause
intentional infliction of emotional distress - Answer employer terminates an employee in an
intentionally reckless or outrageous manner such that it causes serious emotional and psychological
damage, the fired employee may have a claim for wrongful termination
Civil Rights Act of 1964 - Answer outlawed discrimination based on race, color, religion, sex, or national
origin. Covers employers with 15 or more employees
