CPN Regulatory Compliance & Legal Framework 3

Question 1

A family hires a nanny and agrees on compensation but does not sign a written work agreement. What is the primary legal risk this creates?

Accepted Answer

Disputes over terms, hours, and pay become difficult to resolve

Answer

Without a written agreement, disputes over pay rates, hours, duties, and termination terms lack documented evidence, making resolution difficult and potentially costly.

Question 2

Which federal agency enforces the Occupational Safety and Health Act (OSHA), and does it typically cover domestic household workers?

Accepted Answer

OSHA/Department of Labor; generally does not cover domestic household workers

Answer

OSHA is enforced by the Department of Labor but generally exempts private household employers, though some states have laws providing similar protections for domestic workers.

Question 3

A nanny's employer fires her the day after she files a complaint about unpaid wages with the state labor board. This action is most likely an example of:

Accepted Answer

Illegal retaliation

Answer

Terminating an employee shortly after they engage in a legally protected activity, such as filing a wage complaint, is generally considered illegal retaliation.

Question 4

A nanny who lives in the employer's home (a live-in domestic employee) is generally exempt from which specific FLSA requirement that applies to live-out nannies?

Accepted Answer

The requirement to be paid for all hours in a 24-hour period

Answer

Live-in domestic employees are generally not required to be compensated for every hour in a 24-hour day under the FLSA, unlike live-out employees.

Question 5

Under the Americans with Disabilities Act (ADA), a nanny who develops a medical condition asks her employer for modified duties as a reasonable accommodation. Because the family has fewer than 15 employees, the ADA:

Accepted Answer

Does not apply, but some state laws may still require accommodation

Answer

The ADA only applies to employers with 15 or more employees, so most household employers are exempt, though state disability laws may impose similar obligations.

(CPN) Certified Professional Nanny Practice Test

(CPN) Certified Professional Nanny Practice Test

CPN Regulatory Compliance & Legal Framework 3