Compliance and Legal Considerations Flashcards
7 cards from real CCS practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Compliance and Legal Considerations flashcards as text
Under the ADA, a staffing firm must provide reasonable accommodations to a temporary worker UNLESS doing so would cause:
Answer: Undue hardship to the employer
The ADA requires reasonable accommodations unless they impose an undue hardship, defined as significant difficulty or expense relative to the employer's resources.
Which federal law prohibits staffing agencies from discriminating against workers based on national origin?
Answer: Title VII of the Civil Rights Act
Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on race, color, religion, sex, and national origin.
A staffing agency places a worker at a client site where the client directs daily tasks. For I-9 purposes, who is responsible for verifying the worker's employment eligibility?
Answer: The staffing agency
The staffing agency, as the employer of record, is responsible for completing and retaining Form I-9 for all workers it places.
The WARN Act requires employers with 100+ employees to provide how many days advance notice before a mass layoff?
Answer: 60 days
The Worker Adjustment and Retraining Notification (WARN) Act requires 60 calendar days advance written notice for qualifying plant closings and mass layoffs.
Which of the following best describes 'joint employer' liability in the staffing industry?
Answer: When both the staffing firm and client may be held responsible for labor law violations
Joint employer status means both the staffing agency and client can be liable for wage, hour, and safety violations affecting the temporary worker.
Under OSHA's multi-employer worksite doctrine, which party is responsible for providing site-specific hazard training to temporary workers?
Answer: Both the staffing agency and host employer share responsibility
OSHA holds both the staffing agency and host employer responsible — the agency for general safety training and the host employer for site-specific hazard training.
An employee handbook provision stating workers cannot discuss their wages with coworkers is:
Answer: A violation of the National Labor Relations Act
Section 7 of the NLRA protects employees' rights to discuss wages and working conditions; policies that prohibit such discussions are unlawful.