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
Under the Worker Adjustment and Retraining Notification (WARN) Act, how many days advance notice must employers with 100+ employees give before a mass layoff?
Answer: 60 days
The WARN Act requires covered employers to provide at least 60 calendar days advance written notice of plant closings and mass layoffs.
Which agency enforces the Employee Retirement Income Security Act (ERISA)?
Answer: Department of Labor and IRS jointly
ERISA is jointly enforced by the Department of Labor (DOL) and the Internal Revenue Service (IRS), with the DOL overseeing fiduciary duties and the IRS handling tax matters.
A staffing firm places a worker at a client site for 14 months. Under the ACA, which entity is most likely responsible for offering health coverage to avoid employer mandate penalties?
Answer: The staffing firm only
The staffing firm is the employer of record and bears primary responsibility for ACA employer mandate compliance, including the health coverage offer requirement.
Which of the following correctly describes the 'ABC test' used in some states to classify workers?
Answer: Worker is an employee unless employer proves three conditions of independence
Under the ABC test (used in states like California), a worker is presumed an employee unless the hiring entity proves A) control-free work, B) work outside the usual course of business, and C) independently established trade.
The Lilly Ledbetter Fair Pay Act amended the statute of limitations for pay discrimination claims by resetting it:
Answer: With each discriminatory paycheck issued
The Lilly Ledbetter Fair Pay Act established that the 180/300-day charge-filing period resets with each discriminatory paycheck, transfer, or other compensation decision.
Under the Consolidated Omnibus Budget Reconciliation Act (COBRA), how long is the standard continuation coverage period for a covered employee who is involuntarily terminated?
Answer: 18 months
Involuntary termination (other than gross misconduct) or reduction in hours triggers an 18-month COBRA continuation period for the employee and dependents.
Which federal law prohibits employers from discriminating against employees or applicants based on genetic information, including family medical history?
Answer: GINA
The Genetic Information Nondiscrimination Act (GINA) of 2008 prohibits health insurers and employers from discriminating based on genetic information.