CHRP Employment Law and Legislation 2 — Questions and Answers
Question 1: The Age Discrimination in Employment Act (ADEA) protects workers who are at least how old?
- 40 years old (Correct answer)
- 35 years old
- 50 years old
- 55 years old
Correct answer: 40 years old
The ADEA protects employees and applicants aged 40 and older from age-based discrimination.
Question 2: Under the ADA, an employer must provide reasonable accommodation UNLESS it causes:
- Undue hardship (Correct answer)
- Minor inconvenience
- Any additional cost
- Changes to job duties
Correct answer: Undue hardship
The ADA requires reasonable accommodation for qualified individuals with disabilities unless doing so would create an undue hardship for the employer.
Question 3: The National Labor Relations Act (NLRA) protects employees' rights to do which of the following?
- Organize, bargain collectively, and engage in concerted activity (Correct answer)
- Strike at any time without notice
- Demand employer financial records at will
- Elect union representatives without employer knowledge
Correct answer: Organize, bargain collectively, and engage in concerted activity
The NLRA protects employees' rights to self-organize, form unions, bargain collectively, and engage in protected concerted activity.
Question 4: Which law requires covered employers to display workplace posters informing employees of their federal rights?
- Various laws enforced by DOL and EEOC (Correct answer)
- Only the FLSA
- Only OSHA
- Only Title VII
Correct answer: Various laws enforced by DOL and EEOC
Multiple federal agencies (DOL, EEOC, NLRB, OSHA) each require employers to post specific notices of employee rights.
Question 5: Which federal law governs the portability of health insurance coverage when employees change jobs?
- HIPAA (Correct answer)
- ERISA
- COBRA
- ACA
Correct answer: HIPAA
HIPAA (Health Insurance Portability and Accountability Act) includes provisions allowing employees to maintain health coverage when switching employers.
Question 6: Under COBRA, how long may a terminated employee typically continue group health coverage?
- Up to 18 months (Correct answer)
- Up to 6 months
- Up to 12 months
- Up to 24 months
Correct answer: Up to 18 months
COBRA allows qualified beneficiaries to continue group health plan coverage for up to 18 months following a qualifying event like job loss.
CHRP Employment Law and Legislation 2
The Age Discrimination in Employment Act (ADEA) protects workers who are at least how old?