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
Which law requires staffing agencies to post notices about employees' rights to a safe workplace?
Answer: OSHA Act of 1970
The Occupational Safety and Health Act of 1970 requires employers, including staffing agencies, to post the OSHA 'Job Safety and Health: It's the Law' poster.
A staffing firm is audited and found to have misclassified workers as independent contractors to avoid payroll taxes. Which agency most directly oversees this issue?
Answer: IRS and Department of Labor
Worker misclassification is jointly enforced by the IRS (for tax obligations) and the Department of Labor (for wage and hour requirements).
Under the Pregnancy Discrimination Act, a staffing firm may NOT:
Answer: Both A and B
The PDA prohibits treating pregnant workers adversely because of pregnancy; asking about childcare arrangements also constitutes unlawful sex discrimination.
An agency's client requests that only workers of a specific ethnicity be sent for assignments. The staffing firm should:
Answer: Refuse and document the discriminatory request
Staffing agencies must refuse discriminatory placement orders and document them, as complying would make the agency liable for violating Title VII.
The Equal Pay Act requires that men and women performing 'substantially equal' work receive equal pay. Which factor is NOT a valid defense to an equal pay disparity?
Answer: Gender of the employees
Gender is never a valid justification for pay differences under the Equal Pay Act; only seniority, merit, production quantity/quality, or a factor other than sex are valid defenses.
State 'ban-the-box' laws primarily restrict staffing agencies from:
Answer: Asking about criminal history early in the application process
Ban-the-box laws delay inquiries into criminal history until later in the hiring process, typically after a conditional offer of employment.
When a staffing firm's temporary worker files a harassment complaint, the firm should FIRST:
Answer: Conduct a prompt, thorough, and impartial investigation
Best practice and legal obligation require the staffing firm to promptly investigate harassment complaints, regardless of whether the alleged harasser is at the client site.