CCM Employment Law and Workplace Compliance

Question 1

Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on:

Accepted Answer

Race, color, religion, sex, and national origin

Answer

Title VII prohibits discrimination in employment on the basis of race, color, religion, sex, and national origin. Age discrimination is covered by the ADEA, disability by the ADA, and genetic information by GINA. Federal protection for sexual orientation and gender identity was established by the Supreme Court's 2020 Bostock decision interpreting 'sex' under Title VII.

Question 2

Under OSHA's General Duty Clause, employers are required to:

Accepted Answer

Provide a workplace free from recognized hazards that are causing or likely to cause death or serious physical harm

Answer

The General Duty Clause (Section 5(a)(1) of the OSH Act) requires employers to provide a workplace free from 'recognized hazards' that are causing or likely to cause death or serious physical harm. It is used when no specific OSHA standard covers a particular hazard. It does not require monthly inspections, universal PPE, or employer certification.

Question 3

An employee claims that a supervisor's repeated comments about her age and suggestions she 'retire soon' have created an uncomfortable work environment. This situation most likely constitutes:

Accepted Answer

Hostile work environment harassment under the Age Discrimination in Employment Act (ADEA)

Answer

Repeated age-related comments that create an intimidating or offensive work environment can constitute hostile work environment harassment under the ADEA (which protects workers 40 and older). Quid pro quo harassment involves conditioning employment benefits on submission to unwelcome conduct — that element is not present here.

Question 4

Under the Americans with Disabilities Act (ADA), an employer is required to provide a 'reasonable accommodation' unless:

Accepted Answer

Providing the accommodation would impose an undue hardship on the employer

Answer

The ADA requires employers to provide reasonable accommodations for qualified individuals with disabilities unless doing so would impose an 'undue hardship' — significant difficulty or expense relative to the employer's size and resources. There is no fixed dollar threshold, no tenure requirement, and causation of the disability is generally irrelevant to the accommodation obligation.

Question 5

The Fair Labor Standards Act (FLSA) 'white collar exemptions' allow employers to classify employees as exempt from overtime pay if the employees meet tests related to:

Accepted Answer

Salary level, salary basis, and the nature of job duties performed

Answer

FLSA white collar exemptions (executive, administrative, professional) require employees to meet three tests: (1) a minimum salary level (currently $684/week under federal rules), (2) payment on a salary basis (not docked for partial days), and (3) performance of exempt duties as defined by DOL regulations. Job title alone does not determine exempt status.

(CCM) Certified Compliance Manager Practice Test

(CCM) Certified Compliance Manager Practice Test

CCM Employment Law and Workplace Compliance