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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. Which federal statute prohibits employers from discriminating against job applicants or employees because of citizenship status or national origin in the employment verification process?

    Answer: Both B and C — they are the same provision

    Section 274B of IRCA (codified in the Immigration and Nationality Act) prohibits document abuse and citizenship/national origin discrimination in hiring and the I-9 verification process.

  2. Under the NLRA, which of the following employer actions is an unfair labor practice (ULP)?

    Answer: Threatening employees with job loss if they vote to unionize

    Threatening employees with termination, plant closure, or benefit loss if they support unionization is a classic Section 8(a)(1) unfair labor practice under the NLRA.

  3. The Davis-Bacon Act applies to which category of employment?

    Answer: Federal and federally assisted construction contracts over $2,000

    The Davis-Bacon Act requires payment of prevailing wages (as determined by DOL) on federal and federally assisted construction contracts exceeding $2,000.

  4. A candidate discloses during a CPC interview that she is 7 months pregnant. The client declines to interview her. Under which law does the candidate have the strongest federal claim?

    Answer: Pregnancy Discrimination Act (PDA)

    The Pregnancy Discrimination Act amended Title VII to prohibit discrimination based on pregnancy, childbirth, or related conditions, covering hiring decisions.

  5. An employer with 500 employees fails to post the required OSHA workplace safety notice. What is the maximum penalty per violation for willful violations under OSH Act?

    Answer: $156,259

    As of 2024, OSHA's maximum civil penalty for willful or repeated violations is $156,259 per violation, adjusted annually for inflation.

  6. Under the ADA, which of the following represents a permissible pre-employment inquiry?

    Answer: Asking whether the applicant can perform the essential functions of the job with or without reasonable accommodation

    Employers may ask applicants to describe or demonstrate how they would perform essential job functions — this is a functional inquiry, not a disability inquiry prohibited by the ADA.

  7. Which of the following best describes the 'economic realities' test used by courts when applying FLSA coverage?

    Answer: It assesses the degree to which the worker is economically dependent on the employer

    The FLSA's economic realities test evaluates whether a worker is economically dependent on the alleged employer (employee) or operates an independent business (contractor), using multi-factor analysis.