Employment Laws & Ethical Standards Flashcards

Which law prohibits employment discrimination based on race, color, religion, sex, or national origin in the U.S.?

Answer: Title VII of the Civil Rights Act

Title VII of the Civil Rights Act of 1964 is a landmark federal law that prohibits employment discrimination based on an individual's race, color, religion, sex (including gender identity and sexual orientation), or national origin. This act applies to employers with 15 or more employees and is enforced by the Equal Employment Opportunity Commission (EEOC). It forms the cornerstone of anti-discrimination law in the U.S. workplace.

Which regulation requires employers to verify the employment eligibility of their employees in the United States?

Answer: Immigration Reform and Control Act

The Immigration Reform and Control Act (IRCA) of 1986 requires U.S. employers to verify the employment eligibility of all new hires, regardless of their citizenship status. Employers must complete Form I-9 for each employee, documenting their identity and authorization to work in the United States. This law aims to prevent the employment of unauthorized immigrants.

What is the primary purpose of the Equal Pay Act of 1963?

Answer: Eliminate pay discrimination based on gender

The Equal Pay Act of 1963 is a federal law that prohibits sex-based wage discrimination between men and women in the same establishment who perform jobs requiring equal skill, effort, and responsibility under similar working conditions. Its primary purpose is to ensure that employees receive equal pay for equal work, regardless of their gender. This helps to promote fairness and equity in compensation practices.

Which of the following describes a recruiter’s ethical obligation when handling confidential candidate information?

Answer: Keep candidate information confidential unless permission is granted

Recruiters have an ethical and often legal obligation to maintain the confidentiality of candidate information. This includes personal details, resumes, and interview notes. Disclosing such information without explicit permission from the candidate can damage trust, violate privacy, and potentially lead to legal issues. Ethical recruitment demands respect for candidate privacy and data protection.

Which law provides eligible employees with unpaid, job-protected leave for specified family and medical reasons?

Answer: Family and Medical Leave Act

The Family and Medical Leave Act (FMLA) of 1993 provides eligible employees with up to 12 weeks of unpaid, job-protected leave per year for specific family and medical reasons. These reasons include the birth or adoption of a child, caring for an immediate family member with a serious health condition, or the employee's own serious health condition. The FMLA ensures employees can address critical life events without fear of losing their jobs.

Which practice best promotes ethical recruitment standards?

Answer: Providing transparent and honest job details

Ethical recruitment standards are best promoted by providing candidates with transparent and honest information about the job, company culture, and expectations. This includes accurate job descriptions, realistic salary ranges, and clear communication about challenges or opportunities. Honesty builds trust and ensures candidates make informed decisions, leading to better long-term hires and a positive employer brand.

According to the Fair Labor Standards Act (FLSA), what is the federal minimum wage for covered nonexempt employees as of 2025?

Answer: $7.25 per hour

The Fair Labor Standards Act (FLSA) establishes the federal minimum wage that covered nonexempt employees must be paid. As of 2025, and since July 24, 2009, the federal minimum wage remains $7.25 per hour. While many states and localities have higher minimum wages, the FLSA sets the baseline federal standard.

Which of the following is an example of an ethical issue a recruiter might face?

Answer: Favoring a candidate due to personal relationships

Favoring a candidate due to personal relationships is a clear ethical issue because it introduces bias into the selection process, undermining fairness and meritocracy. This practice compromises the integrity of recruitment by prioritizing personal connections over a candidate's qualifications and suitability for the role. Ethical recruitment demands objective evaluation based on job-related criteria.

What is considered discriminatory under the Americans with Disabilities Act (ADA)?

Answer: Denying employment based on a qualified disability

The Americans with Disabilities Act (ADA) prohibits discrimination against individuals with disabilities in all areas of public life, including employment. Denying employment to a qualified individual because of their disability, when they can perform the essential functions of the job with or without reasonable accommodation, is a direct violation of the ADA. The law requires employers to provide reasonable accommodations unless doing so would cause undue hardship.