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 COBRA, a temporary worker who loses group health coverage due to reduced hours has how many days to elect continuation coverage after receiving the COBRA notice?
Answer: 60 days
COBRA provides qualified beneficiaries 60 days from the notice date (or coverage loss date, whichever is later) to elect continuation coverage.
Which of the following is TRUE about 'temp-to-hire' arrangements under FLSA?
Answer: Temp-to-hire workers must be paid at least minimum wage during the temporary period
FLSA minimum wage and overtime requirements apply to temporary workers from day one, regardless of whether the placement is temp-to-hire.
A staffing agency requires all candidates to complete a pre-employment medical exam before placement. Under the ADA, this practice is:
Answer: Permitted only after a conditional offer of employment has been made
The ADA prohibits pre-offer medical examinations; they are only allowed after a conditional job offer and must be required of all candidates for the same job category.
The McNamara-O'Hara Service Contract Act (SCA) applies to staffing firms placing workers on federal service contracts exceeding what dollar threshold?
Answer: $2,500
The SCA applies to contracts with the federal government exceeding $2,500 for services performed in the United States, requiring payment of prevailing wages and fringe benefits.
Which statement about non-compete agreements for temporary workers is MOST accurate?
Answer: Non-compete enforceability for temporary workers is primarily governed by state law
Non-compete enforceability varies significantly by state, with some states like California nearly always voiding them and others enforcing reasonable restrictions.
Under Section 503 of the Rehabilitation Act, federal contractors with contracts over $10,000 must take affirmative action regarding:
Answer: Qualified individuals with disabilities
Section 503 requires federal contractors and subcontractors to take affirmative action and not discriminate against qualified individuals with disabilities.
A client company asks a staffing firm to run a criminal background check on a current temporary worker who has already been placed. Under FCRA, the agency must:
Answer: Obtain the worker's written consent before running the check
FCRA requires a separate written disclosure and authorization from the individual for each background check, whether for initial placement or during employment.