CCB CCB Employment Law & HR Compliance 1 — Questions and Answers
Question 1: Which U.S. federal agency is responsible for enforcing Title VII of the Civil Rights Act, which prohibits employment discrimination?
- Department of Labor (DOL)
- Equal Employment Opportunity Commission (EEOC) (Correct answer)
- National Labor Relations Board (NLRB)
- Office of Federal Contract Compliance Programs (OFCCP)
Correct answer: Equal Employment Opportunity Commission (EEOC)
The EEOC is the federal agency responsible for enforcing federal laws prohibiting employment discrimination, including Title VII of the Civil Rights Act of 1964.
Question 2: Under the Fair Labor Standards Act (FLSA), which classification of employees is NOT entitled to overtime pay?
- Non-exempt employees earning minimum wage
- Part-time hourly workers
- Exempt employees meeting salary and duties tests (Correct answer)
- Seasonal workers
Correct answer: Exempt employees meeting salary and duties tests
Exempt employees who meet the FLSA's salary level threshold and pass specific duties tests (executive, administrative, professional) are not entitled to overtime pay.
Question 3: What is the primary purpose of an I-9 form in U.S. HR compliance?
- To verify an employee's tax withholding preferences
- To verify an employee's identity and authorization to work in the United States (Correct answer)
- To register employees with state unemployment insurance
- To document workplace injury reports
Correct answer: To verify an employee's identity and authorization to work in the United States
Form I-9 is used by employers to verify the identity and employment authorization of every individual hired to work in the United States, as required by the Immigration Reform and Control Act (IRCA).
Question 4: Which law requires employers with 50 or more employees to provide up to 12 weeks of unpaid, job-protected leave for qualifying family and medical reasons?
- Americans with Disabilities Act (ADA)
- Family and Medical Leave Act (FMLA) (Correct answer)
- Pregnancy Discrimination Act
- Uniformed Services Employment and Reemployment Rights Act (USERRA)
Correct answer: Family and Medical Leave Act (FMLA)
The FMLA entitles eligible employees of covered employers to take up to 12 weeks of unpaid, job-protected leave per year for specified family and medical reasons.
Question 5: In HR compliance, what is 'disparate impact' discrimination?
- Intentional discrimination based on a protected characteristic
- A neutral employment policy that disproportionately disadvantages a protected group (Correct answer)
- Harassment based on national origin
- Retaliation against an employee for filing a complaint
Correct answer: A neutral employment policy that disproportionately disadvantages a protected group
Disparate impact occurs when a facially neutral employment practice (e.g., a hiring test) disproportionately excludes members of a protected class, even without discriminatory intent.
Question 6: Which federal law prohibits employers from discriminating against qualified individuals with disabilities and requires reasonable accommodation?
- Rehabilitation Act of 1973
- Americans with Disabilities Act (ADA) (Correct answer)
- Age Discrimination in Employment Act (ADEA)
- Equal Pay Act
Correct answer: Americans with Disabilities Act (ADA)
The ADA prohibits discrimination against qualified individuals with disabilities and requires employers with 15 or more employees to provide reasonable accommodations, unless doing so causes undue hardship.
CCB CCB Employment Law & HR Compliance 1
Which U.S. federal agency is responsible for enforcing Title VII of the Civil Rights Act, which prohibits employment discrimination?