WGUl D352l Objectivel Assessmentl Reviewl (Latestl 2025/l 2026l Update)l Employmentl andl Laborl Lawl |l Questionsl &l Answers|l Gradel A|l 100%l Correctl (Verifiedl Solutions)-l Galen
Q:l Al dentall officel hasl receivedl severall clientl complaintsl aboutl al hygienist'sl faciall hairl andl dreadlocks.l Thel complainingl clientsl requestl thatl al changel bel made,l allegingl thatl thel hygienistl isl unsanitary.l Howl shouldl thel dentall officel handlel this?
Answer:
Developl al policyl thatl requiresl groomingl tol bel kempt
Q:l Informationl technologyl (IT)l securityl analystsl atl al bankl mustl bel onl calll forl 24l hoursl everyl otherl weekend.l Twol ofl thel seniorl analysts,l whol arel Hispanic,l wentl tol anl ITl conferencel theirl managerl approved.l Thel hotell networkl wentl down,l sol nol alertsl werel receivedl alll weekend.l Thel ITl servicesl managerl camel inl thel followingl Mondayl tol findl thel networkl hadl beenl down,l alertsl hadl beenl sent,l andl twol juniorl analystsl hadl restoredl thel network.l Thel twol seniorl analystsl werel terminatedl forl failingl tol respond.l Theyl filedl al lawsuitl forl wrongfull terminationl sincel nol damagesl werel incurred,l asl thel juniorl analystsl restoredl thel network,l andl feltl thel managerl discriminatedl againstl theml sincel theyl arel Hispanic.l Whichl evidencel shouldl thel seniorl analystsl presentl tol supportl thel claiml ofl wrongfull termination?
Answer:
Timel stampsl ofl whenl networkl messagesl werel receivedl byl thel seniorl analysts
Q:l Al technologyl companyl hiresl al newl networkl administratorl I,l whol isl Jewish.l Asl partl ofl religiousl practices,l theyl turnl offl alll technologyl tol thel extentl ofl notl drivingl al carl onl Saturdays.l Thel departmentl managerl providesl al newl trainingl classl forl alll 1 / 3
administratorsl tol advancel tol networkl administratorl IIl uponl completion.l Thesel classesl arel availablel onlyl onl Saturdays,l andl thel newl networkl administratorl cannotl attend.l Howl canl humanl resourcesl helpl avoidl thisl disparatel impact?
Answer:
Requestl thel managerl tol holdl classesl duringl thel workl week
Q:l Al policel chiefl hasl foundl thatl somel officersl inl theirl departmentl arel raciallyl profilingl cityl residents.l Thel departmentl isl requiredl tol enforcel al strictl cityl jaywalkingl locall ordinance,l disproportionatelyl affectingl thel city'sl Blackl andl Latinol population,l whol oftenl livel inl neighborhoodsl withoutl sidewalksl andl crosswalks.l Howl shouldl thel policel chiefl mitigatel thisl issue?
Answer:
Workl withl thel cityl tol determinel impactl onl urbanl zones
Q:l Al warehousel hasl fewerl Africanl Americanl andl Latinol employeesl thanl otherl raciall groups.l Thel humanl resourcesl (HR)l officerl hasl foundl thatl thel positionsl requirel al backgroundl checkl beforel al second-roundl interviewl isl scheduled,l whichl hasl disqualifiedl morel Africanl Americanl andl Latinol applicants.l Whatl shouldl thel HRl officerl dol tol mitigatel thisl issue?
Answer:
Makel surel thel requirementsl ofl thel jobl matchl thel skills
Q:l Al retaill employeel forl al majorl chainl providedl al doctor'sl notel forl fourl weeksl ofl leavel duringl thel holidayl seasonl tol obtainl treatmentl forl al medicall condition.l Thel managerl deniedl thel requestl forl leave,l butl thel employeel stilll tookl thel timel off.l Thel managerl contactedl humanl resourcesl (HR)l tol requestl paperworkl forl terminatingl thel employee,l butl itl wasl denied.l Whatl shouldl HRl dol tol preventl thel managerl froml denyingl acceptablel accommodationsl inl thel future?
Answer:
Trainl managersl inl howl tol respondl tol employeesl withl disabilities 2 / 3
Q:l Al pregnantl employeel atl al fast-foodl establishmentl informedl thel managerl thatl shel hasl tol usel thel bathrooml morel oftenl asl shel movesl intol thel laterl stagel ofl herl pregnancy.l Whatl shouldl thel companyl review?
Answer:
Whetherl thel accommodationl wouldl causel unduel hardshipl tol thel business
Q:l Al seniorl employeel atl al groceryl storel recentlyl convertedl tol Judaisml andl askedl notl tol bel scheduledl Fridayl eveningsl orl Saturdays.l Afterl threel monthsl ofl thel storel managerl accommodatingl thel employeel byl askingl forl volunteersl tol switchl shiftsl eachl week,l thel employeesl whol volunteeredl quit.l Thel storel managerl askedl thatl thel employeel bel willingl tol workl atl leastl twol Fridaysl orl Saturdaysl untill newl employeesl werel hired.l Thel employeel quitl andl filedl al lawsuitl againstl thel employerl forl discrimination.l However,l thel Equall Employmentl Opportunityl Commissionl (EEOC)l ruledl inl favorl ofl thel storel manager,l statingl thel accommodationl wasl unreasonable.l Whichl actionl byl thel employerl ledl tol thel EEOCl filingl inl itsl favor?
Answer:
Documentationl ofl lostl revenuel ifl thel storel isl closedl onl Fridaysl orl Saturdaysl duel tol staffl shortages
Q:l Duel tol anl eyel condition,l anl employeel completesl al requestl forl accommodationl tol humanl resourcesl (HR)l forl softwarel tol seel emailsl onl al largerl scalel onl theirl computerl screen.l Thel HRl managerl wouldl needl tol billl thel employee'sl departmentl forl thel costl ofl thel newl software.l Howl shouldl HRl respondl tol thel request?
Answer:
Checkl withl thel departmentl tol seel ifl itl willl payl forl thel software
Q:l Al newl humanl resourcesl (HR)l officerl findsl thatl olderl employeesl arel givenl fewerl tasksl andl arel lessl likelyl tol bel consideredl forl promotions.l Thel olderl employeesl
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