Practice Test Geeks(CPC) Certified Personnel Consultant Practice Test
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Labor Laws & Employment Regulations Flashcards

7 cards from real CPC practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.

Read the first 7 Labor Laws & Employment Regulations flashcards as text

  1. Under the National Labor Relations Act (NLRA), which of the following employee activities is protected 'concerted activity'?

    Answer: Two employees discussing wages and agreeing to ask for raises together

    The NLRA protects concerted activity — two or more employees acting together to improve wages or working conditions, including discussing pay and jointly approaching management.

  2. A recruiter's client asks for only 'recent college graduates' for an entry-level role. The CPC should advise that this request may violate which law?

    Answer: ADEA, because it could screen out workers over 40

    Requiring 'recent graduates' can disproportionately screen out workers over 40, creating potential Age Discrimination in Employment Act (ADEA) exposure.

  3. Which section of the Internal Revenue Code determines whether a worker is an employee or independent contractor for tax purposes using a 20-factor common-law test?

    Answer: Section 530 safe harbor

    Section 530 of the Revenue Act of 1978 provides a safe harbor allowing employers to treat workers as independent contractors if they reasonably relied on industry practice, prior IRS audits, or judicial precedent.

  4. An employer subject to Executive Order 11246 must do which of the following?

    Answer: Develop written affirmative action plans for women and minorities

    Executive Order 11246 requires federal contractors and subcontractors with 50+ employees and $50,000+ in contracts to develop and maintain written Affirmative Action Programs.

  5. Under the Immigration Reform and Control Act (IRCA), an employer must complete Form I-9 employment eligibility verification no later than:

    Answer: Within 3 business days of the first day of work for pay

    Section 1 of I-9 must be completed by the employee on or before the first day of work; Section 2 must be completed by the employer within 3 business days of the first day of work for pay.

  6. Which of the following best describes a 'right-to-work' state under the Taft-Hartley Act?

    Answer: Employees cannot be required to join or pay dues to a union as a condition of employment

    Right-to-work laws, permitted under Section 14(b) of the Taft-Hartley Act, prohibit agreements that require union membership or fee payment as a condition of employment.

  7. The Equal Pay Act of 1963 requires equal pay for equal work between men and women at the same establishment. Which defense does NOT excuse a pay differential under the EPA?

    Answer: The employee's prior salary history alone

    The EPA's four affirmative defenses are seniority, merit, production-based pay, and a 'factor other than sex' — prior salary history alone was rejected as a valid factor-other-than-sex defense in Rizo v. Yovanovitch (9th Cir.).