WGU Employment Law C233 Revision Exam Questions And Updated Correct Answers.
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Course
WGU C233
Institution
WGU C233
Intrusion Upon Seclusion - Answer A type of tort in which an employer intrudes upon an employee's private information.
Age Discrimination in Employment Act (ADEA) - Answer Enacted in 1967, it protects employees who are 40 years of age and older.
Fair Labor Standards Act (FLSA) - Answer ...
WGU Employment Law C233 Revision
Exam Questions And Updated Correct
Answers.
Intrusion Upon Seclusion - Answer A type of tort in which an employer intrudes upon an employee's
private information.
Age Discrimination in Employment Act (ADEA) - Answer Enacted in 1967, it protects employees who
are 40 years of age and older.
Fair Labor Standards Act (FLSA) - Answer Enacted in 1938, it protects workers from unfair wages, limits
abusive overtime practices, and prevents child labor.
Course of Employment - Answer Any action by an employee that furthers an employer's business.
National Labor Relations Board - Answer A federal administrative agency that administers the
provisions of the NLRA.
Federal Whistleblower Statute - Answer Enacted in 1982, it protects contractor employees from
employment discrimination or retaliation for reporting company violations of the law.
Americans with Disabilities Act (ADA) - Answer Employers with 15 or more employees are prohibited
from discriminating against people with disabilities. In general, the employment provisions of the ADA
require equal opportunity in selecting, testing, and hiring qualified applicants with disabilities; job
accommodation for applicants and workers with disabilities when such accommodations would not
impose "undue hardship;" and equal opportunity in promotion and benefits.
Collective Bargaining - Answer The negotiation process between unions and employers.
Quota - Answer An official limit on the number or amount of people or things that are allowed.
,E-Verify - Answer An online tool administered through the U.S. Citizenship and Immigration Services
(USCIS) and used by employers to verify the validity of documents presented by new hires.
Continual Training Requirement - Answer A mandate that all employers provide training to workers on
a periodic basis and whenever an employee is hired or assigned to a new job.
Serious Health Condition - Answer An incapacitating illness, injury, or impairment that requires
overnight care or continuing treatment from a health care provider.
Sherman Anti-Trust Act - Answer Enacted in 1890, it prevents businesses from combining together to
restrain trade and seeking monopoly business power.
Vicarious Liability - Answer A form of secondary liability that comes from the doctrine of respondeat
superior - "let the master answer for the servant".
Worker's Compensation - Answer A form of insurance that provides wage replacement and medical
benefits for employees injured while at work in exchange for relinquishment of the right to sue the
employer for negligence.
Opportunity Wage - Answer An exception to the minimum wage law that applies to employees under
twenty years old.
Free Riders - Answer An employee who does not belong to a union, but benefits from union
representation
Unfair Labor Practices Strike - Answer A stoppage of work in order to pressure management to follow
the law
Public-policy Exception - Answer A rule of exception to the employment at-will doctrine that states that
an employer cannot terminate an employee for reasons that violate public policy.
Reduction in Force (RIF) - Answer Occurs when a business eliminates one or more positions as part of a
strategic business plan to realign operations or reduce cost.
, Remedies - Answer A desired action resulting from a successful lawsuit.
Customer Discriminatory Preference - Answer An unacceptable pretext of discrimination in which an
employer uses race as the basis for a business decision in order to please customers.
Arbitration - Answer A procedure for resolving collective bargaining impasses by which an arbitrator
(third party) choose a solution to the dispute.
Conglomerate - Answer A highly diversified firm that has multiple businesses with no relationships.
Permissive Bargaining Subject - Answer A bargaining subject that either party may bring to the table,
but over which the other party is not required to bargain
Four-fifths Rule - Answer The simplest and most common way of estimating adverse impact by ruling a
screening device as discriminatory if its selection rates of a protected class are less than 80% of the
majority.
Mandatory Bargaining Subject - Answer A required bargaining subject that involves wages, benefits,
hours, and layoff procedures.
Reasonable Accommodation - Answer A reasonable change to the work environment that allows a
religious individual to perform job functions
Federal Injunction - Answer A legal remedy that allows a court to order individuals to refrain from
harmful acts
Vietnam Era Veteran Readjustment Assistance Act - Answer Passed in 1974, it requires contractors to
take affirmative action toward veterans
Vesting - Answer The conveying of an employee's rights to benefits or contributions after a certain
amount of time.
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