Exam (elaborations)
WGU Employment Law C233 Questions With Correct Detailed Answers.
- Course
- Institution
WGU Employment Law C233 Questions With Correct Detailed Answers.
[Show more]
Content preview
WGU Employment Law C233 QuestionsWith Correct Detailed 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
The benefits of buying summaries with Stuvia:
Guaranteed quality through customer reviews
Stuvia customers have reviewed more than 700,000 summaries. This how you know that you are buying the best documents.
Quick and easy check-out
You can quickly pay through credit card or Stuvia-credit for the summaries. There is no membership needed.
Focus on what matters
Your fellow students write the study notes themselves, which is why the documents are always reliable and up-to-date. This ensures you quickly get to the core!
Frequently asked questions
What do I get when I buy this document?
You get a PDF, available immediately after your purchase. The purchased document is accessible anytime, anywhere and indefinitely through your profile.
Satisfaction guarantee: how does it work?
Our satisfaction guarantee ensures that you always find a study document that suits you well. You fill out a form, and our customer service team takes care of the rest.
Who am I buying these notes from?
Stuvia is a marketplace, so you are not buying this document from us, but from seller Divinehub. Stuvia facilitates payment to the seller.
Will I be stuck with a subscription?
No, you only buy these notes for $9.99. You're not tied to anything after your purchase.
Can Stuvia be trusted?
4.6 stars on Google & Trustpilot (+1000 reviews)
82871 documents were sold in the last 30 days
Founded in 2010, the go-to place to buy study notes for 14 years now