Regulatory Compliance & Guidelines Flashcards
7 cards from real COA practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Regulatory Compliance & Guidelines flashcards as text
The Equal Employment Opportunity Commission (EEOC) requires employers with 100 or more employees to file which annual report documenting their workforce composition?
Answer: EEO-1 Component 1 Report
The EEO-1 Component 1 Report collects workforce demographic data by race/ethnicity, sex, and job category and must be filed annually by qualifying employers.
Under the National Labor Relations Act (NLRA), which of the following is a 'protected concerted activity'?
Answer: Two employees discussing their wages and working conditions
The NLRA protects employees' rights to discuss wages and working conditions with coworkers as protected concerted activity, regardless of whether a union is present.
An office administrator notices the company is storing more employee personal data than the privacy policy discloses. Which compliance principle does this violate?
Answer: Data minimization and transparency principles under applicable privacy laws
Collecting data beyond what is disclosed violates data minimization and transparency principles found in privacy regulations like the CCPA and GDPR (for applicable entities).
Which federal law prohibits employers from discriminating against employees based on pregnancy, childbirth, or related medical conditions?
Answer: The Pregnancy Discrimination Act (PDA)
The Pregnancy Discrimination Act (PDA) amended Title VII to explicitly prohibit sex discrimination based on pregnancy, childbirth, or related medical conditions.
Under COBRA, how long must employers with 20 or more employees generally allow qualified beneficiaries to continue health insurance coverage after a qualifying event?
Answer: 18 months (up to 36 months for certain qualifying events)
COBRA generally provides up to 18 months of continuation coverage for the employee, and up to 36 months for dependents experiencing certain qualifying events like divorce or a dependent aging off the plan.
What is 'disparate impact' discrimination in the context of employment law?
Answer: A neutral policy or practice that disproportionately affects a protected group
Disparate impact occurs when a facially neutral employment practice disproportionately and unjustifiably affects members of a protected class, even without discriminatory intent.
Under OSHA's Recordkeeping Rule, which type of injury must be recorded on the OSHA 300 Log?
Answer: A work-related injury resulting in days away from work
OSHA requires employers to record work-related injuries and illnesses that result in days away from work, restricted work, medical treatment beyond first aid, or loss of consciousness.