WGU C233 Employment Law Exam With
100% Correct Answers 2024.
Implied Contract
Legally binding agreement which is created, not through formal contract negotiation and
documentation, but by actions of employer and employee
AKA-oral assurances
Supremacy Clause
mandates that the constitution, federal law, treaties and federal regulations are the
highest laws of the land and have priority over state law.
Frolic and Detour
Employee's physical departure from the job in order to further his/her own interests and
not the employers.
Dual Purpose Mission
Occurs when an employee conducts personal and work business at the same time;
subjecting the employer to the employees actions
Pregnancy Discrimination Act (PDA)
1978; Prohibits employment discrimination on the basis of pregnancy, childbirth, or
related medical conditions. Pregnant women must be treated in the same manner as
other applicants or employees with similar abilities or limitations. (possibly as a
temporarily disabled worker)
Equal Pay Act 1963 (EPA)
protects men and women who perform substantially equal work in the same
establishment from sex-based wage discrimination
Civil Rights Act of 1991
allows for compensatory and punitive damages for violations of Tytle VII
Age Discrimination in Employment Act of 1967 (ADEA)
protects individuals who are 40 years of age or older
Americans with Disabilities Act of 1967 (ADA)
prohibits disability discrimination in the private sector
The Rehabilitation Act of 1991
prohibits discrimination against qualified individuals with disabilities who work in the
federal government
Uniformed Services Employment and Re-employment Rights Act (USERRA)
protects military personnel from employment disctrimination
Equal Employment Opportunity Commission (EEOC)
federal agency created by the Civil Rights Act of 1964 and today enforces federal anti-
discrimination statutes, and provides oversight for all federal equal opp standards in
employment regulations
Discriminatory Evidence
-Direct Evidence
-Comparative Evidence
-Bona Fide
-Pattern and Practice
, Direct Evidence
Real, clear evidence of discrimination that requires no inference or consideration to
prove existence
Comparative Evidence
Two employees were similarly situated but were treated differently merely because of
class characteristic.
Bona Fide Occupational Qualification (BFOQ)
A reasonable employment qualification that an employer is allowed to consider when
making decisions about hiring and retaining employees
Pattern and Practice
discrimination is where the employers policies have the purpose or effect of segregation
or assigning employees to particular aspects of a business enterprise for no legitimate
business necessity
Gender Plus Discrimination
results when an employer classifies employees on a basis of gender, plus another
characteristic-usually a family-related circumstance
Anti-Female Animus
An environment of animosity toward women
Quid Pro Quo
(this for that). Notion that an employer seeks sexual favors in exchange for some
positive employment outcome for an employee
Tangible Job Action
an employment outcome arising out of sexual harassment
Hostile Work Environment Requirements
-Unwelcome conduct towards victim
-objectionable conduct based on gender
-conduct sufficiently sever or pervasive to create abusive working environment
-conduct alters the conditions of employment in a way which negatively affects victim
-employer knew or should have known the unwelcome conduct and took insufficient
action to address
Unwelcome Conduct
not solicited by the employee and that a reasonable person would regard as offensive
or unwanted
First Written Warning
2nd step in a disciplinary process, which advises an employee that work behavior must
change, lays out steps that have already been taken to advise the employee of the
deficit and describes steps that need to be taken to improve performance and remain
employed
Age Discrimination in Employment Act (ADEA)
protect workers aged 40 or older. applies to employers/unions with more than 20
employees
Title VII Cover Employers that have...
fifteen 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
EEOC
100% Correct Answers 2024.
Implied Contract
Legally binding agreement which is created, not through formal contract negotiation and
documentation, but by actions of employer and employee
AKA-oral assurances
Supremacy Clause
mandates that the constitution, federal law, treaties and federal regulations are the
highest laws of the land and have priority over state law.
Frolic and Detour
Employee's physical departure from the job in order to further his/her own interests and
not the employers.
Dual Purpose Mission
Occurs when an employee conducts personal and work business at the same time;
subjecting the employer to the employees actions
Pregnancy Discrimination Act (PDA)
1978; Prohibits employment discrimination on the basis of pregnancy, childbirth, or
related medical conditions. Pregnant women must be treated in the same manner as
other applicants or employees with similar abilities or limitations. (possibly as a
temporarily disabled worker)
Equal Pay Act 1963 (EPA)
protects men and women who perform substantially equal work in the same
establishment from sex-based wage discrimination
Civil Rights Act of 1991
allows for compensatory and punitive damages for violations of Tytle VII
Age Discrimination in Employment Act of 1967 (ADEA)
protects individuals who are 40 years of age or older
Americans with Disabilities Act of 1967 (ADA)
prohibits disability discrimination in the private sector
The Rehabilitation Act of 1991
prohibits discrimination against qualified individuals with disabilities who work in the
federal government
Uniformed Services Employment and Re-employment Rights Act (USERRA)
protects military personnel from employment disctrimination
Equal Employment Opportunity Commission (EEOC)
federal agency created by the Civil Rights Act of 1964 and today enforces federal anti-
discrimination statutes, and provides oversight for all federal equal opp standards in
employment regulations
Discriminatory Evidence
-Direct Evidence
-Comparative Evidence
-Bona Fide
-Pattern and Practice
, Direct Evidence
Real, clear evidence of discrimination that requires no inference or consideration to
prove existence
Comparative Evidence
Two employees were similarly situated but were treated differently merely because of
class characteristic.
Bona Fide Occupational Qualification (BFOQ)
A reasonable employment qualification that an employer is allowed to consider when
making decisions about hiring and retaining employees
Pattern and Practice
discrimination is where the employers policies have the purpose or effect of segregation
or assigning employees to particular aspects of a business enterprise for no legitimate
business necessity
Gender Plus Discrimination
results when an employer classifies employees on a basis of gender, plus another
characteristic-usually a family-related circumstance
Anti-Female Animus
An environment of animosity toward women
Quid Pro Quo
(this for that). Notion that an employer seeks sexual favors in exchange for some
positive employment outcome for an employee
Tangible Job Action
an employment outcome arising out of sexual harassment
Hostile Work Environment Requirements
-Unwelcome conduct towards victim
-objectionable conduct based on gender
-conduct sufficiently sever or pervasive to create abusive working environment
-conduct alters the conditions of employment in a way which negatively affects victim
-employer knew or should have known the unwelcome conduct and took insufficient
action to address
Unwelcome Conduct
not solicited by the employee and that a reasonable person would regard as offensive
or unwanted
First Written Warning
2nd step in a disciplinary process, which advises an employee that work behavior must
change, lays out steps that have already been taken to advise the employee of the
deficit and describes steps that need to be taken to improve performance and remain
employed
Age Discrimination in Employment Act (ADEA)
protect workers aged 40 or older. applies to employers/unions with more than 20
employees
Title VII Cover Employers that have...
fifteen 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
EEOC
