Practice Test Geeks(CCM) Certified Compliance Manager Practice Test
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Employment Law and Workplace Compliance Flashcards

7 cards from real CCM practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.

Read the first 7 Employment Law and Workplace Compliance flashcards as text

  1. Under the Fair Labor Standards Act (FLSA), when must a non-exempt employee receive overtime pay?

    Answer: For hours worked over 40 in a workweek

    The FLSA requires overtime at 1.5 times the regular rate for hours over 40 in a fixed workweek; daily overtime exists only under some state laws.

  2. What is the minimum number of employees an employer must have to be covered by Title VII of the Civil Rights Act of 1964?

    Answer: 15

    Title VII covers employers with 15 or more employees for each working day in 20 or more calendar weeks in the current or preceding year.

  3. The Age Discrimination in Employment Act (ADEA) protects which group of individuals?

    Answer: Workers aged 40 and older

    The ADEA protects applicants and employees aged 40 and older from age-based discrimination by employers with 20 or more employees.

  4. To be eligible for FMLA leave, an employee must have worked for a covered employer for at least 12 months and how many hours in the preceding 12 months?

    Answer: 1,250 hours

    FMLA eligibility requires 12 months of service, 1,250 hours worked in the prior 12 months, and employment at a site with 50+ employees within 75 miles.

  5. By when must an employer complete Section 2 of Form I-9 for a new hire?

    Answer: Within 3 business days of the employee's first day of work for pay

    Employers must physically or remotely (via an authorized alternative procedure) examine documents and complete Section 2 within 3 business days of the start date.

  6. How long must an employer retain a terminated employee's Form I-9?

    Answer: 3 years after hire or 1 year after termination, whichever is later

    USCIS requires keeping I-9s for 3 years after the hire date or 1 year after employment ends, whichever is later.

  7. In a state with its own fair employment practices agency, how long does an employee generally have to file a discrimination charge with the EEOC?

    Answer: 300 days

    The 180-day filing deadline extends to 300 days when a state or local agency enforces a law prohibiting the same discrimination.

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  1. gci-ccm.org — Eligibility, registration deadline, retake policy, test dates, test delivery, fees, exam format, passing score, score release, time limit · verified Oct 2026