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WGU C233 EMPLOYMENT LAW OBJECTIVE
ASSESSMENT TEST BANK FOR REAL EXAM
NEWEST 2024 ACTUAL EXAM COMPLETE 300
QUESTIONS AND CORRECT DETAILED
ANSWERS (VERIFIED ANSWERS) |ALREADY
GRADED A+
WGU C233 OA TEST BANK
When looking at whether an accommodation is a hardship,
courts look to - ANSWER- the employer's efforts, the cost of
accommodation in terms of wages and administration, the type
of job involved, and the size of the employer.
In age discrimination cases, it is important to note that a favored
younger employee may be over 40 years old. The key is that the
favored employee must be ______________ than the
complaining employee, not that the favored employee is outside
the protected class. - ANSWER- Substantially younger
The EEOC reports that the majority of accommodations made
by employers are: - ANSWER- Nominal
From the text, "The EEOC reports that 30 percent of
accommodations cost nothing, while almost 20 percent cost the
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employer under $50, and 50 percent involve expenses of $500 or
less. Even for the smallest employer, these expenses are
nominal."
Federal government and federal contractors doing _________ in
business have to take affirmative action to hire qualified
disabled persons. - ANSWER- over $10,000
According to the U.S. Census Bureau, the largest claim for
disability comes from: - ANSWER- Difficulty walking or
climbing stairs
Over 30 million Americans have a difficult time walking or
climbing stairs.
How many life activities must an impairment limit to be
considered a disability? - ANSWER- At least one
The ADAAA provides that a disability need not limit all major
life activities, merely one.
The ADAAA requires that the determination of whether an
employee has a disability be ___________ and _____________.
- ANSWER- Particularly simple and straightforward : not
require extensive analysis
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Under the Americans with Disabilities Act, it is illegal for a
company with ____ or more employees to discriminate in
employment against qualified persons with disabilities. -
ANSWER- 15
From the text, "Under the ADA, it became illegal for any firm
with 25 (now 15) or more employees to discriminate in
employment against a qualified person with a disability."
The Privacy Act has carved out ___ exceptions to its policy
which provide for a common sense approach to revealing
information which is necessary for the functioning of
government, in response to a court order, or for national
security. - ANSWER- 11
From the text, "The Privacy Act has carved out 11 exceptions to
this policy that provide for a common sense approach to
revealing information which is necessary for the functioning of
government, in response to a court order, or for national
security."
The intrusion upon seclusion tort deals with the _____________
of information about an individual, rather than the
_____________ of that information, and can involve a physical
or electronic invasion. - ANSWER- Collection : dissemination
Any written, oral, or other communication of any information by
a consumer reporting agency bearing on a consumer's credit
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worthiness, credit standing, credit capacity, character, general
reputation, personal characteristics, or mode of living which is
used, or expected to be used, or collected in whole, or in part,
for the purpose of serving as a factor in establishing the
consumer's eligibility for... employment purposes... is known as:
- ANSWER- A consumer report
(Section 1681 of FCRA)
What is a "mass layoff"? - ANSWER- A workforce reduction at
a single employment site during a 30-day period which is not
caused by a plant closing. It involves workforce reductions of at
least 50 full-time employees, when they comprise at least 33%
of full-time employees, or the reduction of at least 500
employees.
Under WARN, affected employees are those who - ANSWER-
suffer termination, layoffs longer than six months, or a 50
percent reduction in work hours.
The WARN requires employers with ________ employees to
provide detailed written advance notification of plant closings
and mass layoffs to affected employees. - ANSWER- 100+
From the text, "WARN requires employers with over 100
employees to provide detailed written advance notification of
plant closings and mass layoffs to affected employees, union
