Certified Staffing Professional (CSP) — Questions and Answers

Question 1: Under the ACA's employer shared responsibility provisions, which staffing firm workers are most likely to trigger coverage obligations?

Part-time workers averaging fewer than 20 hours per week
Independent contractors classified by the client
Temporary workers on assignments under 30 days
Full-time equivalent workers averaging 30+ hours per week over applicable look-back period (Correct answer)

Correct answer: Full-time equivalent workers averaging 30+ hours per week over applicable look-back period

The ACA defines full-time employees as those averaging 30 or more hours per week, triggering employer shared responsibility obligations for coverage.

Question 2: Which act requires employers to provide notice before large-scale layoffs?

Family and Medical Leave Act (FMLA)
Americans with Disabilities Act (ADA)
Worker Adjustment and Retraining Notification Act (WARN) (Correct answer)
Fair Labor Standards Act (FLSA)

Correct answer: Worker Adjustment and Retraining Notification Act (WARN)

The Worker Adjustment and Retraining Notification (WARN) Act mandates that employers give 60 days’ notice before mass layoffs.

Question 3: What does a staffing firm's 'bill rate' typically include beyond the worker's pay rate?

Only mandatory employer payroll taxes
Base pay, employer taxes, benefits, workers' compensation, and margin (Correct answer)
Just the markup percentage on top of wages
Only the recruiter's commission

Correct answer: Base pay, employer taxes, benefits, workers' compensation, and margin

The bill rate covers the worker's gross pay plus all employer costs including FICA, FUTA, SUTA, workers' comp, benefits, and the firm's profit margin.

Question 4: Which action best demonstrates a staffing firm's commitment to proactive risk management in its placement operations?

Conducting pre-placement worksite safety assessments for all new clients (Correct answer)
Excluding all high-risk industries from its client base
Delegating all safety compliance decisions to placed workers
Waiting for clients to report incidents before investigating

Correct answer: Conducting pre-placement worksite safety assessments for all new clients

Pre-placement worksite safety assessments allow staffing firms to identify hazards before workers are placed, reducing injury risk and liability.

Question 5: Which classification determines whether a staffing employee is entitled to overtime pay under the FLSA?

Exempt vs. non-exempt status (Correct answer)
Union vs. non-union status
Full-time vs. part-time status
Temporary vs. permanent status

Correct answer: Exempt vs. non-exempt status

Exempt employees are not entitled to FLSA overtime protections, while non-exempt employees must receive 1.5x their regular pay for hours over 40 per week.

Question 6: A staffing firm's placed worker is sexually harassed by a client supervisor. Under Title VII, which statement is most accurate regarding the staffing firm's liability?

The staffing firm has no liability because it does not control the worksite
Only the client is liable because the harasser was their employee
The staffing firm may share liability if it knew or should have known and failed to act (Correct answer)
The worker must sue only the harasser individually

Correct answer: The staffing firm may share liability if it knew or should have known and failed to act

Staffing firms can be held liable under Title VII if they had notice of harassment and failed to take reasonable corrective action.

Question 7: A 'retained search' billing arrangement means the client pays:

A monthly subscription for unlimited job postings
An upfront fee or installments regardless of whether a placement is completed (Correct answer)
Only after a successful hire starts working
A per-resume fee for every candidate submitted for review

Correct answer: An upfront fee or installments regardless of whether a placement is completed

In a retained search, the client pays upfront (often in thirds: at engagement, at candidate presentation, and at placement), committing the firm's exclusive focus to the search.

Question 8: A staffing agency charges clients $28/hr and pays workers $20/hr. What is the markup percentage?

28.6%
8%
71.4%
40% (Correct answer)

Correct answer: 40%

Markup = (Bill Rate / Pay Rate) - 1 = ($28 / $20) - 1 = 1.40 - 1 = 0.40 = 40%.

Question 9: Which practice demonstrates professionalism in staffing?

Delaying responses to candidates
Ignoring candidate concerns
Providing inaccurate job details
Maintaining clear and respectful communication (Correct answer)

Correct answer: Maintaining clear and respectful communication

Providing clear communication, respecting candidates, and ensuring fair hiring processes uphold professionalism in staffing.

Question 10: A staffing firm's 'markup' percentage is calculated as:

(Bill Rate / Pay Rate) - 1 (Correct answer)
(Pay Rate / Bill Rate) x 100
(Bill Rate - Pay Rate) / Bill Rate
Pay Rate + Employer Burden

Correct answer: (Bill Rate / Pay Rate) - 1

Markup = (Bill Rate / Pay Rate) - 1, expressing how much above the pay rate the bill rate is as a percentage of the pay rate.

Question 11: A staffing professional professional discovers a discrepancy during risk management & mitigation review. What is the most appropriate immediate action?

Accepting all stakeholder requests without prioritization
Engaging stakeholders collaboratively to align goals and expectations (Correct answer)
Limiting communication to written reports only
Working independently to avoid conflicting opinions

Correct answer: Engaging stakeholders collaboratively to align goals and expectations

Engaging stakeholders collaboratively to align goals and expectations is the correct approach because effective risk management & mitigation in the staffing professional field requires adherence to professional standards, evidence-based practices, and systematic methodology. This approach ensures consistent, high-quality outcomes while maintaining professional accountability.

Question 12: What is the purpose of a 'markup' in staffing agency pricing?

To account for candidate relocation costs
To cover agency overhead, profit, taxes, and benefits beyond the base pay rate (Correct answer)
To reflect higher worker qualifications
To penalize clients for late payment

Correct answer: To cover agency overhead, profit, taxes, and benefits beyond the base pay rate

The agency markup above the worker's pay rate covers employer taxes (FICA, FUTA, SUTA), workers' comp, benefits, overhead, and profit margin.

Question 13: When communicating employment terms to a new temporary worker, which item is legally required to be provided in writing in most U.S. jurisdictions?

The client's business revenue
The client's internal org chart
The names of all coworkers
The pay rate, pay frequency, and employer identity (Correct answer)

Correct answer: The pay rate, pay frequency, and employer identity

Federal and most state laws require workers to receive clear written notice of their pay rate, pay schedule, and employer identity at or before the start of work.

Question 14: Which document formally establishes the terms of a staffing engagement between a staffing firm and a client company?

Job order form
Employee handbook
Client service agreement (Correct answer)
Background check authorization

Correct answer: Client service agreement

A client service agreement formally establishes the terms, rates, responsibilities, and conditions governing a staffing engagement.

Question 15: Which of the following is a key principle of written communication best practices in staffing?

Avoid written communication in favor of verbal-only conversations
Write lengthy emails to cover all possible scenarios
Use complex legal language to appear professional
Be clear, concise, and free of jargon, with a clear call to action (Correct answer)

Correct answer: Be clear, concise, and free of jargon, with a clear call to action

Clear and concise written communication reduces misunderstandings and ensures the recipient understands the expected next step.

Question 16: Which of the following best describes a 'record retention schedule' in a staffing firm context?

A policy document specifying how long each category of record must be kept and how it must be destroyed (Correct answer)
A list of employees eligible for file audits
A roster of all workers currently on assignment
A calendar of HR compliance reporting deadlines

Correct answer: A policy document specifying how long each category of record must be kept and how it must be destroyed

A record retention schedule is a formal policy that categorizes records, specifies minimum and maximum retention periods, and prescribes approved destruction methods.

Question 17: A staffing firm is considering entering the healthcare staffing market. Which risk is uniquely elevated in this sector compared to general clerical staffing?

Professional liability exposure from credential verification failures for clinical roles (Correct answer)
Increased EEOC complaints due to shift scheduling practices
Higher workers' compensation premiums for repetitive stress injuries
Greater risk of UI tax rate increases from high turnover

Correct answer: Professional liability exposure from credential verification failures for clinical roles

Healthcare staffing carries heightened professional liability risk because placing a clinician with false or unverified credentials can directly harm patients.

Question 18: In the context of staffing quality, what is a 'fill rate'?

The number of workers placed per recruiter per month
The billing accuracy rate on client invoices
The ratio of job orders successfully filled to total job orders received within a defined period (Correct answer)
The percentage of candidate applications that are processed

Correct answer: The ratio of job orders successfully filled to total job orders received within a defined period

Fill rate measures how effectively a staffing firm fulfills client job orders, making it a key performance indicator for operational quality.

Question 19: The 'bill rate' in staffing is best defined as:

The hourly wage paid directly to the temporary worker
The staffing firm's net profit per placement
The overtime premium paid to workers after 40 hours
The total cost charged to the client for each hour of temporary labor (Correct answer)

Correct answer: The total cost charged to the client for each hour of temporary labor

The bill rate is the total hourly amount charged to the client and includes the worker's pay rate, employer taxes, benefits, overhead, and the staffing firm's markup.

Question 20: OSHA's Recordkeeping Rule (29 CFR 1904) requires covered employers to post a summary of work-related injuries and illnesses (OSHA Form 300A) during which period each year?

January 1 through March 31
April 1 through June 30
July 1 through December 31
February 1 through April 30 (Correct answer)

Correct answer: February 1 through April 30

OSHA requires employers to post the Form 300A annual summary in a visible workplace location from February 1 through April 30 of the year following the recorded incidents.

Question 21: Which practice best protects a staffing firm when a client demands that a placed worker be immediately terminated without cause?

Refusing all client-directed terminations to protect workers
Asking EEOC for guidance before acting
Requiring the client to submit termination requests in writing (Correct answer)
Complying immediately to preserve the client relationship

Correct answer: Requiring the client to submit termination requests in writing

Requiring written termination requests creates documentation that protects the staffing firm if a wrongful termination claim arises.

Question 22: A new regulation impacts ethical & professional standards procedures. What should a CSP professional do first?

Delegating compliance oversight to administrative staff
Ensuring compliance with current regulatory requirements and standards (Correct answer)
Complying only with regulations that have enforcement mechanisms
Interpreting regulations loosely to allow maximum flexibility

Correct answer: Ensuring compliance with current regulatory requirements and standards

Ensuring compliance with current regulatory requirements and standards is the correct approach because effective ethical & professional standards in the staffing professional field requires adherence to professional standards, evidence-based practices, and systematic methodology. This approach ensures consistent, high-quality outcomes while maintaining professional accountability.

Question 23: Which of the following costs is typically included in the 'employer burden' component of a staffing firm's bill rate calculation?

Client's internal HR department costs
Client's facility overhead
Worker's personal income tax withholding
FICA taxes and workers' compensation insurance (Correct answer)

Correct answer: FICA taxes and workers' compensation insurance

Employer burden includes payroll taxes (FICA, FUTA, SUTA) and insurance costs (workers' compensation, general liability) that the staffing firm pays on behalf of the temporary employee.

Question 24: Which of the following is a key performance indicator for evaluating risk management & mitigation effectiveness?

Addressing the most recent issue first regardless of severity
Treating all tasks with equal urgency regardless of impact
Prioritizing based on risk assessment and potential impact (Correct answer)
Focusing only on tasks with immediate financial implications

Correct answer: Prioritizing based on risk assessment and potential impact

Prioritizing based on risk assessment and potential impact is the correct approach because effective risk management & mitigation in the staffing professional field requires adherence to professional standards, evidence-based practices, and systematic methodology. This approach ensures consistent, high-quality outcomes while maintaining professional accountability.

Question 25: Which safety program element is most effective for reducing the frequency of temporary worker injuries during their first days on a new assignment?

Assigning temporary workers only to tasks with the lowest possible physical demand
Requiring temporary workers to carry their own personal accident insurance
Providing comprehensive new-worker orientation covering site-specific hazards, emergency procedures, and safe work practices before the first shift (Correct answer)
Distributing written safety manuals without formal instruction or confirmation of understanding

Correct answer: Providing comprehensive new-worker orientation covering site-specific hazards, emergency procedures, and safe work practices before the first shift

Research consistently shows that new-worker injury rates are highest in the first days on a job; comprehensive pre-shift orientation addressing site-specific hazards is the single most effective intervention.

Question 26: Which factor improves client satisfaction in staffing services?

Offering customized staffing solutions (Correct answer)
Ignoring client feedback
Providing one-size-fits-all solutions
Delaying response to client needs

Correct answer: Offering customized staffing solutions

Clear communication, customized staffing solutions, and responsiveness contribute to client satisfaction and retention.

Question 27: What is the typical purpose of an 'exclusivity' clause in a staffing services contract?

It prevents the staffing firm from placing workers at competing clients
It requires the client to use only one staffing firm for specified job categories (Correct answer)
It limits the staffing firm's ability to poach its own placed workers
It restricts workers from accepting permanent employment after their assignment

Correct answer: It requires the client to use only one staffing firm for specified job categories

An exclusivity clause obligates the client to use only the named staffing firm for certain roles or departments, giving the staffing firm guaranteed revenue in exchange for preferred pricing.

Question 28: Which document serves as the primary written agreement governing the relationship between a staffing firm and a client company?

The service agreement or master staffing agreement (Correct answer)
The job order form
The I-9 verification form
The employee handbook

Correct answer: The service agreement or master staffing agreement

The master staffing agreement defines each party's responsibilities, liabilities, billing terms, and the scope of the staffing relationship.

Question 29: A staffing agency discovers a client is using temps in roles that exceed the agreed scope of work, increasing accident risk. What is the agency's best immediate action?

Pull all workers from the site immediately
Ignore the issue to avoid client conflict
Issue a written notice to the client and update the service agreement scope (Correct answer)
File an OSHA complaint on the client's behalf

Correct answer: Issue a written notice to the client and update the service agreement scope

Issuing written notice and updating the service agreement documents the risk, establishes accountability, and formally corrects the scope.

Question 30: In the context of staffing professional, which principle most directly governs recruitment & talent acquisition practices?

Using trial-and-error without systematic documentation
Following popular trends without evaluating their applicability
Applying evidence-based methodologies with peer-reviewed support (Correct answer)
Relying exclusively on vendor-provided solutions

Correct answer: Applying evidence-based methodologies with peer-reviewed support

Applying evidence-based methodologies with peer-reviewed support is the correct approach because effective recruitment & talent acquisition in the staffing professional field requires adherence to professional standards, evidence-based practices, and systematic methodology. This approach ensures consistent, high-quality outcomes while maintaining professional accountability.

Question 31: A 'temp-to-perm' conversion fee clause in a staffing contract is designed to:

Compensate the staffing firm when a client hires a temporary worker directly (Correct answer)
Allow workers to convert from part-time to full-time status
Penalize clients who terminate temporary assignments early
Cover overtime costs when temporary workers exceed 40 hours

Correct answer: Compensate the staffing firm when a client hires a temporary worker directly

A conversion fee compensates the staffing firm for its recruiting investment when a client company directly hires a temporary worker the agency placed.

Question 32: Which of the following best describes 'co-employment risk' in the context of staffing contracts?

The risk that a temporary worker will simultaneously work for two competing staffing firms
The financial risk of paying workers across two different states simultaneously
The legal risk arising when a client exercises so much control over temporary workers that it may be deemed a joint employer (Correct answer)
The compliance risk of misclassifying independent contractors as temporary employees

Correct answer: The legal risk arising when a client exercises so much control over temporary workers that it may be deemed a joint employer

Co-employment risk arises when a client company controls a temporary worker's day-to-day activities so extensively that it may be treated as a joint employer, exposing the client to liability for benefits, discrimination claims, and other employment obligations.

Question 33: An applicant claims that a staffing firm's background check contained errors that led to an adverse employment decision. Under FCRA, the firm must provide the applicant with:

A verbal explanation only
A pre-adverse action notice with a copy of the report and Summary of Rights, then a final adverse action notice (Correct answer)
Nothing, as background check results are proprietary
Only the final adverse action notice after the decision is made

Correct answer: A pre-adverse action notice with a copy of the report and Summary of Rights, then a final adverse action notice

FCRA's two-step adverse action process requires a pre-adverse notice (with report and Summary of Rights) giving the applicant time to dispute, followed by a final adverse action notice.

Question 34: Under OSHA's multi-employer citation policy, a staffing firm may be cited as a 'sending employer' even if it did not control the hazard. What is the key factor that determines this liability?

Whether the staffing firm knew or should have known of the hazard and failed to take feasible corrective action (Correct answer)
Whether the staffing firm's contract with the client was in writing
Whether the worker had more than 6 months of tenure at the site
Whether the staffing firm has more than 50 employees on the client's site

Correct answer: Whether the staffing firm knew or should have known of the hazard and failed to take feasible corrective action

OSHA cites sending employers when they had actual or constructive knowledge of a hazard and failed to take corrective steps within their control.

Question 35: A client requests that a staffing firm supply only workers of a specific age group for a customer-facing role. What is the staffing firm's correct response?

Comply if the client signs an indemnification agreement
Supply the workers only if the client is under 20 employees
Refuse and educate the client that age-based selection violates the ADEA (Correct answer)
Flag the request for legal review but tentatively proceed

Correct answer: Refuse and educate the client that age-based selection violates the ADEA

Age-based worker selection violates the Age Discrimination in Employment Act (ADEA), and a staffing firm must refuse such discriminatory requests.

Question 36: Which document must a staffing agency provide to a placed worker BEFORE conducting a consumer background check?

Adverse action notice
W-4 form
Non-disclosure agreement
Summary of rights under FCRA in a standalone document (Correct answer)

Correct answer: Summary of rights under FCRA in a standalone document

FCRA requires employers to provide a clear and conspicuous written disclosure in a standalone document and obtain written authorization before obtaining a consumer report.

Question 37: What is the primary purpose of including a 'right to audit' clause in a staffing firm's client service agreement?

To grant the staffing firm access to the client's financial statements
To let the staffing firm verify the client's compliance with safety and employment law obligations (Correct answer)
To enable the firm to replace underperforming workers without notice
To allow the client to renegotiate billing rates at any time

Correct answer: To let the staffing firm verify the client's compliance with safety and employment law obligations

A right to audit clause lets the staffing firm verify client-side compliance with wage, safety, and other legal obligations that affect the firm's liability.

Question 38: How does the WARN Act affect staffing firms when a client company that employs large numbers of temporary workers conducts a mass layoff?

The WARN Act never applies to temporary workers under any circumstances
The WARN Act requires temp workers to waive notice rights at the start of each assignment
The staffing firm may be obligated to provide 60-day notice if temps are counted toward the employment threshold (Correct answer)
Only the client must issue WARN notices, with no exposure for the staffing firm

Correct answer: The staffing firm may be obligated to provide 60-day notice if temps are counted toward the employment threshold

Temporary workers placed at a single site may count toward the 100-employee threshold triggering WARN Act obligations, potentially exposing the staffing firm.

Question 39: During a risk management & mitigation audit, which documentation is most critical to have readily available?

Blaming individual team members for process failures
Accepting recurring problems as unavoidable
Conducting root cause analysis to identify underlying systemic issues (Correct answer)
Addressing symptoms without investigating deeper causes

Correct answer: Conducting root cause analysis to identify underlying systemic issues

Conducting root cause analysis to identify underlying systemic issues is the correct approach because effective risk management & mitigation in the staffing professional field requires adherence to professional standards, evidence-based practices, and systematic methodology. This approach ensures consistent, high-quality outcomes while maintaining professional accountability.

Question 40: Which of the following best describes a 'direct placement' fee structure commonly used by staffing firms?

A monthly retainer paid regardless of whether a placement is completed
A per-resume fee charged for every candidate submitted
A one-time fee, typically a percentage of the placed candidate's first-year salary (Correct answer)
A flat hourly rate billed weekly until the position is filled

Correct answer: A one-time fee, typically a percentage of the placed candidate's first-year salary

Direct placement fees are typically a one-time charge equal to a percentage (commonly 15-25%) of the hired candidate's first-year annual salary, paid upon successful placement.

Question 41: A staffing firm implements a 'no rehire' list for workers who were terminated for misconduct. What compliance risk must the firm evaluate?

Whether clients must be notified of all workers on the list
Whether the list must be shared with state unemployment agencies
Whether the list violates OSHA record-keeping requirements
Whether the policy could constitute disparate impact discrimination if protected class members appear disproportionately on the list (Correct answer)

Correct answer: Whether the policy could constitute disparate impact discrimination if protected class members appear disproportionately on the list

Even facially neutral policies like no-rehire lists can violate Title VII if they have a disproportionate adverse impact on a protected class without job-related justification.

Question 42: Which billing practice involves the staffing agency invoicing the client on a set regular schedule based on approved time records?

Periodic invoicing (Correct answer)
Flat-fee billing
Milestone billing
Retainer billing

Correct answer: Periodic invoicing

Periodic invoicing involves billing the client at regular intervals (weekly, bi-weekly) based on verified timesheets, which is the standard billing cycle for temporary staffing.

Question 43: When a staffing agency's client is subject to a Department of Labor audit, the agency receives a subpoena for payroll records of workers placed at that client. What should the agency do?

Notify the client and allow the client to handle the subpoena
Consult legal counsel and cooperate with the subpoena while protecting privileged materials (Correct answer)
Refuse to produce records without a court order
Produce only records from the current year

Correct answer: Consult legal counsel and cooperate with the subpoena while protecting privileged materials

A legal subpoena must be responded to appropriately; the agency should work with legal counsel to produce required records while protecting any privileged communications.

Question 44: Under the ADA, a staffing firm receives a request for reasonable accommodation from a temporary employee placed at a client site. Who is primarily responsible for providing the accommodation?

Neither party, since temporary employees are not covered by ADA
Both the staffing firm and client may share responsibility depending on who controls the relevant aspect (Correct answer)
The client employer exclusively, since they control the worksite
The staffing firm exclusively, since they are the employer of record

Correct answer: Both the staffing firm and client may share responsibility depending on who controls the relevant aspect

The EEOC's guidance indicates both the staffing firm and client may have ADA obligations depending on which entity controls the relevant employment aspect.

Question 45: Under EEOC regulations, employment application records for positions that were NOT filled must be retained for a minimum of:

3 years
1 year (Correct answer)
6 months
2 years

Correct answer: 1 year

EEOC requires that employment records, including applications for unfilled positions, be retained for at least 1 year from the date of the personnel action.

Question 46: What distinguishes an advanced staffing professional practitioner's approach to documentation & record management from that of a novice?

Creating competition between teams to drive performance
Establishing cross-functional teams with clearly defined roles (Correct answer)
Rotating responsibilities randomly to promote flexibility
Assigning all responsibilities to a single department

Correct answer: Establishing cross-functional teams with clearly defined roles

Establishing cross-functional teams with clearly defined roles is the correct approach because effective documentation & record management in the staffing professional field requires adherence to professional standards, evidence-based practices, and systematic methodology. This approach ensures consistent, high-quality outcomes while maintaining professional accountability.

Question 47: Which federal law regulates the use of E-Verify, the online employment eligibility verification system?

The Patriot Act
The Electronic Communications Privacy Act
Title VII of the Civil Rights Act
The Immigration Reform and Control Act (IRCA) (Correct answer)

Correct answer: The Immigration Reform and Control Act (IRCA)

IRCA requires employers to verify the identity and employment authorization of all new hires, and E-Verify is a voluntary (sometimes mandatory) electronic tool built on IRCA compliance.

Question 48: A staffing firm's employment practices liability (EPLI) policy is likely to cover which of the following claims?

A placed worker's bodily injury caused by defective client equipment
A client's breach of contract claim for unfilled positions
A candidate's wrongful rejection claim alleging discriminatory hiring practices (Correct answer)
A worker's wage theft claim for unpaid overtime

Correct answer: A candidate's wrongful rejection claim alleging discriminatory hiring practices

EPLI policies cover claims alleging discriminatory, wrongful, or harassing employment practices, including discriminatory candidate rejection.

Question 49: What is the recommended frequency for reviewing and updating recruitment & talent acquisition protocols?

Monitoring outcomes through regular data collection and trend analysis (Correct answer)
Tracking activity volume without measuring quality
Relying on periodic external audits as the sole evaluation method
Reviewing results only at year-end

Correct answer: Monitoring outcomes through regular data collection and trend analysis

Monitoring outcomes through regular data collection and trend analysis is the correct approach because effective recruitment & talent acquisition in the staffing professional field requires adherence to professional standards, evidence-based practices, and systematic methodology. This approach ensures consistent, high-quality outcomes while maintaining professional accountability.

Question 50: A staffing firm places a worker at a client site without issuing a formal service agreement. If the worker is injured, what is the most significant risk this creates for the firm?

The firm is automatically deemed the sole employer and loses all client cost-sharing
OSHA will not investigate the incident without a contract on file
The firm cannot file a workers' compensation claim on the worker's behalf
The firm lacks contractual protections for indemnification, safety obligations, and scope of work (Correct answer)

Correct answer: The firm lacks contractual protections for indemnification, safety obligations, and scope of work

Without a service agreement, the staffing firm has no contractual basis to allocate safety responsibilities, seek indemnification, or define the scope of the engagement.

Question 51: A staffing firm's 'gross margin' is most accurately calculated as:

(Bill Rate - Pay Rate) / Bill Rate (Correct answer)
Total revenue minus total worker pay rates
Total placements multiplied by average bill rate
Pay Rate divided by Bill Rate

Correct answer: (Bill Rate - Pay Rate) / Bill Rate

Gross margin = (Bill Rate - Pay Rate) / Bill Rate, expressing the portion of the bill rate remaining after paying the worker, before employer burden and overhead.

Question 52: Which of the following is a common contractual requirement a staffing firm must fulfill before a temporary worker begins an assignment?

Obtaining the client's approval of the staffing firm's payroll schedule
Registering the temporary worker as a client company employee
Providing certificates of insurance to the client (Correct answer)
Filing a business license application with the client's state

Correct answer: Providing certificates of insurance to the client

Most client service agreements require the staffing firm to provide certificates of insurance (workers' compensation, general liability, professional liability) before placement commencement.

Question 53: A staffing agency charges $32/hr and pays workers $22/hr with an employer burden rate of 18% of pay rate. What is the approximate gross profit per hour?

$13.96
$6.04 (Correct answer)
$10.00
$5.44

Correct answer: $6.04

Employer burden = 18% x $22 = $3.96; Gross profit = $32 - $22 - $3.96 = $6.04.

Question 54: Which risk mitigation strategy most effectively addresses the risk of data breaches involving candidate personal information held by a staffing firm?

Retaining all candidate data indefinitely to avoid disposal liability
Sharing candidate data only with clients via unencrypted email for speed
Storing all candidate data in paper files rather than digital systems
Implementing encryption, access controls, and a documented incident response plan (Correct answer)

Correct answer: Implementing encryption, access controls, and a documented incident response plan

Encryption, access controls, and a documented incident response plan form the foundation of a compliant data security program under state and federal privacy laws.

Question 55: What is the primary purpose of requiring client signatures on worker timesheets before invoicing?

To transfer workers' compensation liability to the client
To confirm the worker's employment eligibility under I-9 rules
To satisfy IRS payroll documentation requirements
To verify hours worked and create an agreed-upon basis for the invoice (Correct answer)

Correct answer: To verify hours worked and create an agreed-upon basis for the invoice

Client-signed timesheets verify that hours billed were actually worked and approved, reducing billing disputes and providing documentation supporting the invoice.

Question 56: During a quality assurance & compliance audit, which documentation is most critical to have readily available?

Conducting root cause analysis to identify underlying systemic issues (Correct answer)
Addressing symptoms without investigating deeper causes
Accepting recurring problems as unavoidable
Blaming individual team members for process failures

Correct answer: Conducting root cause analysis to identify underlying systemic issues

Conducting root cause analysis to identify underlying systemic issues is the correct approach because effective quality assurance & compliance in the staffing professional field requires adherence to professional standards, evidence-based practices, and systematic methodology. This approach ensures consistent, high-quality outcomes while maintaining professional accountability.

Question 57: What distinguishes an advanced staffing professional practitioner's approach to quality assurance & compliance from that of a novice?

Establishing cross-functional teams with clearly defined roles (Correct answer)
Rotating responsibilities randomly to promote flexibility
Creating competition between teams to drive performance
Assigning all responsibilities to a single department

Correct answer: Establishing cross-functional teams with clearly defined roles

Establishing cross-functional teams with clearly defined roles is the correct approach because effective quality assurance & compliance in the staffing professional field requires adherence to professional standards, evidence-based practices, and systematic methodology. This approach ensures consistent, high-quality outcomes while maintaining professional accountability.

Question 58: Which contract clause protects a staffing firm from damages claims that far exceed the fees earned on an assignment?

Limitation of liability clause (Correct answer)
Force majeure clause
Non-solicitation clause
Indemnification clause

Correct answer: Limitation of liability clause

A limitation of liability clause caps the staffing firm's financial exposure—typically to total fees earned—protecting it from claims that would far exceed the value of the contract.

Question 59: Which OSHA standard's General Duty Clause (Section 5(a)(1)) is most relevant to staffing agencies when no specific OSHA standard covers a hazard at the client site?

It only applies to the host employer, never to the staffing agency
It requires both staffing agencies and host employers to provide a workplace free from recognized hazards likely to cause death or serious harm (Correct answer)
It only covers physical hazards, not chemical or ergonomic risks
It exempts temporary workers from OSHA protections since they are not permanent employees

Correct answer: It requires both staffing agencies and host employers to provide a workplace free from recognized hazards likely to cause death or serious harm

The General Duty Clause applies broadly to all employers, including staffing agencies as joint employers, requiring them to address recognized serious hazards even when no specific OSHA standard exists.

Question 60: Which federal statute requires staffing agencies to provide temporary workers with information about hazardous chemicals they may encounter at a client's worksite?

Title VII of the Civil Rights Act
OSHA's Hazard Communication Standard (29 CFR 1910.1200) (Correct answer)
The Occupational Pension Act
The Fair Labor Standards Act (FLSA)

Correct answer: OSHA's Hazard Communication Standard (29 CFR 1910.1200)

OSHA's Hazard Communication Standard (HazCom/GHS) requires employers, including staffing agencies, to inform workers about chemical hazards through training, labels, and Safety Data Sheets.

Question 61: Which federal law most directly governs how staffing agencies must protect candidates' personally identifiable information (PII)?

ADA
FCRA (Fair Credit Reporting Act) (Correct answer)
WARN Act
FLSA

Correct answer: FCRA (Fair Credit Reporting Act)

The FCRA regulates the collection, use, and disclosure of consumer information, including background check data gathered by staffing agencies on job candidates.

Question 62: Which federal agency requires staffing firms to maintain OSHA 300 logs for work-related injuries and illnesses?

NLRB
EEOC
OSHA (Correct answer)
DOL Wage and Hour Division

Correct answer: OSHA

OSHA requires covered employers, including staffing agencies in many circumstances, to maintain OSHA 300 logs documenting work-related injuries and illnesses.

Question 63: A client instructs a staffing firm to 'send only workers without an accent' for customer service positions. This request is:

Permissible if the client documents a business necessity
Legal if the staffing firm obtains the client's written authorization
Acceptable for front-facing customer service roles under a BFOQ exception
A violation of Title VII as it constitutes national origin discrimination (Correct answer)

Correct answer: A violation of Title VII as it constitutes national origin discrimination

Selecting workers based on accent or language characteristics constitutes national origin discrimination under Title VII, and no legitimate BFOQ exists for general customer service work.

Question 64: Under a Vendor Management System (VMS) arrangement, the staffing firm's effective margin is most directly reduced by:

The number of workers the client employs directly
The VMS platform's transaction or program management fees (Correct answer)
The client's internal HR department size
State unemployment tax rates for the client's industry

Correct answer: The VMS platform's transaction or program management fees

VMS platforms typically charge a program management fee (often 2-4%) funded by the staffing suppliers, which reduces their effective margin and must be factored into bill rate negotiations.

Question 65: In the context of staffing professional, which principle most directly governs employment & labor law compliance practices?

Relying exclusively on vendor-provided solutions
Applying evidence-based methodologies with peer-reviewed support (Correct answer)
Following popular trends without evaluating their applicability
Using trial-and-error without systematic documentation

Correct answer: Applying evidence-based methodologies with peer-reviewed support

Applying evidence-based methodologies with peer-reviewed support is the correct approach because effective employment & labor law compliance in the staffing professional field requires adherence to professional standards, evidence-based practices, and systematic methodology. This approach ensures consistent, high-quality outcomes while maintaining professional accountability.

Question 66: Which scenario would require a staffing professional professional to escalate a workforce management & client relations concern?

Collecting feedback only during formal review periods
Using feedback solely for personnel evaluations
Discouraging critical feedback to maintain team morale
Creating feedback mechanisms that encourage continuous improvement (Correct answer)

Correct answer: Creating feedback mechanisms that encourage continuous improvement

Creating feedback mechanisms that encourage continuous improvement is the correct approach because effective workforce management & client relations in the staffing professional field requires adherence to professional standards, evidence-based practices, and systematic methodology. This approach ensures consistent, high-quality outcomes while maintaining professional accountability.

Question 67: A staffing firm's recruiter misclassifies a worker as an independent contractor to save on employer tax costs. Which agency is most likely to investigate this first?

OSHA
EEOC
Department of Homeland Security
IRS and/or Department of Labor Wage and Hour Division (Correct answer)

Correct answer: IRS and/or Department of Labor Wage and Hour Division

Worker misclassification is primarily investigated by the IRS (for tax purposes) and the DOL Wage and Hour Division (for FLSA compliance), both of which actively target this issue.

Question 68: What does the term 'bill rate' refer to in staffing compensation?

The overtime multiplier applied to wages
The hourly amount charged to the client (Correct answer)
The employee's net take-home pay
The agency's internal cost per hire

Correct answer: The hourly amount charged to the client

The bill rate is the hourly or per-unit charge invoiced to the client, which includes the pay rate plus the agency's markup for overhead and profit.

Question 69: What is the primary objective of communication & stakeholder engagement within the CSP professional framework?

Analyzing data systematically using validated assessment tools (Correct answer)
Copying approaches used by competitors without adaptation
Making assumptions based on previous experience alone
Relying on informal observations and anecdotal reports

Correct answer: Analyzing data systematically using validated assessment tools

Analyzing data systematically using validated assessment tools is the correct approach because effective communication & stakeholder engagement in the staffing professional field requires adherence to professional standards, evidence-based practices, and systematic methodology. This approach ensures consistent, high-quality outcomes while maintaining professional accountability.

Question 70: Which stakeholder communication technique is most effective for managing expectations during a difficult-to-fill search?

Remaining silent until a qualified candidate is identified
Providing realistic market data and regular updates on search challenges (Correct answer)
Blaming the client's compensation structure without offering solutions
Overpromising timelines to retain the client

Correct answer: Providing realistic market data and regular updates on search challenges

Transparent communication backed by market data builds trust and sets realistic expectations, reducing client frustration.

Question 71: A stakeholder questions the value of quality assurance & compliance initiatives. Which response best demonstrates ROI?

Building a culture of accountability with transparent reporting (Correct answer)
Avoiding accountability discussions to prevent conflict
Distributing accountability so widely that no one is responsible
Centralizing accountability with a single individual

Correct answer: Building a culture of accountability with transparent reporting

Building a culture of accountability with transparent reporting is the correct approach because effective quality assurance & compliance in the staffing professional field requires adherence to professional standards, evidence-based practices, and systematic methodology. This approach ensures consistent, high-quality outcomes while maintaining professional accountability.

Question 72: A staffing firm notices that one of its workers has submitted a workers' compensation claim for an injury at a client site. What is the firm's FIRST compliance step?

Report the injury to the firm's workers' compensation insurance carrier promptly (Correct answer)
Notify the client and let them handle the claim
Investigate whether the injury occurred during authorized work hours
Determine if the worker was at fault before filing any report

Correct answer: Report the injury to the firm's workers' compensation insurance carrier promptly

As the employer of record, the staffing firm must promptly report workplace injuries to its workers' compensation insurance carrier in accordance with state reporting requirements.

Question 73: A staffing agency that uses an Applicant Tracking System (ATS) must ensure the system retains application data for at least how long to comply with EEOC recordkeeping requirements?

1 year from the date of the personnel action or application (Correct answer)
6 months from date of application
3 years from the date of hire
2 years from the date of application

Correct answer: 1 year from the date of the personnel action or application

EEOC regulations require that any personnel or employment record be retained for at least 1 year from the date the record was made or the personnel action was taken, whichever is later.

Question 74: What is 'data minimization' as it relates to candidate records in a staffing agency's database?

Collecting only the personal data necessary for the specific staffing purpose (Correct answer)
Limiting database access to senior staff only
Reducing the file size of digital resumes
Archiving inactive candidate records to save storage

Correct answer: Collecting only the personal data necessary for the specific staffing purpose

Data minimization is the privacy principle of collecting and retaining only the minimum amount of personal information required to fulfill a specific legitimate business purpose.

Question 75: What is the primary objective of quality assurance & compliance within the CSP professional framework?

Making assumptions based on previous experience alone
Analyzing data systematically using validated assessment tools (Correct answer)
Copying approaches used by competitors without adaptation
Relying on informal observations and anecdotal reports

Correct answer: Analyzing data systematically using validated assessment tools

Analyzing data systematically using validated assessment tools is the correct approach because effective quality assurance & compliance in the staffing professional field requires adherence to professional standards, evidence-based practices, and systematic methodology. This approach ensures consistent, high-quality outcomes while maintaining professional accountability.

Question 76: Which tool or methodology is most appropriate for analyzing recruitment & talent acquisition outcomes?

Prioritizing relationships over professional standards
Maintaining professional boundaries while building collaborative relationships (Correct answer)
Maintaining strict formality that inhibits collaboration
Adjusting boundaries based on individual situations without guidelines

Correct answer: Maintaining professional boundaries while building collaborative relationships

Maintaining professional boundaries while building collaborative relationships is the correct approach because effective recruitment & talent acquisition in the staffing professional field requires adherence to professional standards, evidence-based practices, and systematic methodology. This approach ensures consistent, high-quality outcomes while maintaining professional accountability.

Question 77: A staffing firm's compliance calendar should include which recurring federal reporting obligation?

Quarterly OSHA 300 log reviews for all client sites
Annual EEO-1 Component 1 reports if the firm meets applicable thresholds (Correct answer)
Monthly I-9 audits submitted to USCIS
Weekly DOL wage reports

Correct answer: Annual EEO-1 Component 1 reports if the firm meets applicable thresholds

Staffing firms with 100+ employees (or federal contractor thresholds) must file annual EEO-1 Component 1 reports with the EEOC detailing workforce demographics.

Question 78: Why is client relationship management important in staffing?

To reduce the need for feedback
To increase client turnover
To avoid customizing staffing solutions
To enhance trust and long-term collaboration (Correct answer)

Correct answer: To enhance trust and long-term collaboration

Building strong client relationships improves trust, communication, and long-term partnerships, ensuring repeat business.

Question 79: How should a staffing professional respond if a client asks them to screen out candidates of a certain national origin?

Comply to preserve the client relationship
Implement the request confidentially without documenting it
Decline, explain that such screening violates Title VII, and offer to focus on job-related qualifications instead (Correct answer)
Report the client to the EEOC without first addressing it directly

Correct answer: Decline, explain that such screening violates Title VII, and offer to focus on job-related qualifications instead

Complying with discriminatory screening requests violates Title VII and exposes both the agency and client to legal liability; the professional must decline and redirect.

Question 80: Which of the following is NOT a permissible reason for a staffing firm to disclose a worker's personnel records to a third party without the worker's consent?

Compliance with a government agency audit
Verification of employment for a federal contractor suitability determination
Request from the client company where the worker was placed (Correct answer)
Response to a valid court order

Correct answer: Request from the client company where the worker was placed

A client company's general request does not automatically authorize disclosure of a worker's confidential personnel records without the worker's consent or a legal obligation.

Question 81: A CSP candidate is preparing a presentation for a client on workforce solutions. Which element is most important for effective stakeholder communication?

Using technical staffing jargon to appear knowledgeable
Tailoring the content to the client's specific business challenges and goals (Correct answer)
Limiting the presentation to one slide for brevity
Presenting the same generic deck used for all clients

Correct answer: Tailoring the content to the client's specific business challenges and goals

Tailored presentations demonstrate that the staffing professional understands the client's unique needs and increase engagement and credibility.

Question 82: A 'pay-when-paid' clause in a staffing subcontract arrangement means:

The subcontracting staffing firm is paid only after the prime contractor receives client payment (Correct answer)
Payment terms are tied to worker performance metrics
Workers receive pay in advance before their assignment begins
The staffing firm pays workers only after the client approves timesheets

Correct answer: The subcontracting staffing firm is paid only after the prime contractor receives client payment

A pay-when-paid clause makes the subcontracting firm's payment contingent on the prime contractor receiving funds from the end client, shifting cash-flow risk down the supply chain.

Question 83: A staffing agency wants to conduct a safety audit of a client worksite before placing workers. Which contractual provision best supports this practice?

A site-access provision in the staffing agreement granting the agency the right to conduct periodic safety inspections (Correct answer)
A workers' compensation waiver signed by the temporary worker
An indemnification clause that shifts all liability to the client
A force majeure clause covering workplace accidents

Correct answer: A site-access provision in the staffing agreement granting the agency the right to conduct periodic safety inspections

A site-access inspection clause in the staffing contract gives the agency formal authority to evaluate working conditions, which is essential for due diligence and hazard identification.

Question 84: What does a 'not-to-exceed' (NTE) clause in a staffing contract specify?

The minimum number of hours a temporary worker must work per week
The overtime cap for individual workers on assignment
The maximum number of workers a staffing firm can supply
The maximum total cost or hours the client authorizes for a staffing engagement (Correct answer)

Correct answer: The maximum total cost or hours the client authorizes for a staffing engagement

A not-to-exceed clause sets a cap on the total authorized hours or dollar amount for an assignment, protecting the client from unexpected cost overruns.

Question 85: What is the advantage of cloud-based ATS platforms for staffing agencies with multiple branch offices?

They eliminate the need for employment law compliance
They automatically match candidates to jobs without recruiter input
They reduce the number of staff needed at each branch
They allow centralized, real-time access to candidate and order data across all locations without local server infrastructure (Correct answer)

Correct answer: They allow centralized, real-time access to candidate and order data across all locations without local server infrastructure

Cloud-based ATS platforms enable recruiters across different branches to access shared talent pools, collaborate on placements, and maintain consistent data in real time.

Question 86: Which of the following is a key performance indicator for evaluating documentation & record management effectiveness?

Addressing the most recent issue first regardless of severity
Prioritizing based on risk assessment and potential impact (Correct answer)
Focusing only on tasks with immediate financial implications
Treating all tasks with equal urgency regardless of impact

Correct answer: Prioritizing based on risk assessment and potential impact

Prioritizing based on risk assessment and potential impact is the correct approach because effective documentation & record management in the staffing professional field requires adherence to professional standards, evidence-based practices, and systematic methodology. This approach ensures consistent, high-quality outcomes while maintaining professional accountability.

Question 87: Which element is most essential in a staffing firm's written safety orientation program for temporary workers?

A disclaimer that clients are solely responsible for all worksite safety
A summary of the firm's general liability insurance limits
A list of OSHA fines imposed on competitors
Site-specific hazard information, emergency procedures, and worker rights under OSHA (Correct answer)

Correct answer: Site-specific hazard information, emergency procedures, and worker rights under OSHA

OSHA's Temporary Worker Initiative requires that temps receive site-specific hazard training covering the actual risks they will encounter.

Question 88: When conducting a quality audit of a staffing firm's recruitment process, which finding indicates the HIGHEST compliance risk?

Candidate resumes are stored in two different systems
Reference checks are sometimes completed after the offer letter is sent
Recruiters are verbally asking candidates about their age and marital status during screening interviews (Correct answer)
Job postings are occasionally updated a day late

Correct answer: Recruiters are verbally asking candidates about their age and marital status during screening interviews

Asking about age and marital status during interviews solicits information about protected characteristics, creating direct liability under the ADEA and Title VII.

Question 89: A staffing agency's OSHA Recordable Incident Rate (RIR) is calculated as: (Number of recordable injuries × 200,000) ÷ total hours worked. Why is 200,000 used as the constant?

It is the federal OSHA threshold for mandatory reporting
It represents the maximum allowable incident rate before OSHA intervention
It represents the average number of employees in the staffing industry
It represents 100 full-time employees working 40 hours per week for 50 weeks (Correct answer)

Correct answer: It represents 100 full-time employees working 40 hours per week for 50 weeks

The 200,000-hour constant normalizes the rate to 100 full-time equivalent workers (100 employees × 40 hrs/week × 50 weeks), enabling fair comparisons across companies of different sizes.

Question 90: Under the Fair Labor Standards Act (FLSA), who is responsible for ensuring that temporary workers receive at least the federal minimum wage?

Both the staffing agency and client company as joint employers (Correct answer)
The staffing agency as the sole employer of record
The client company exclusively
The temporary worker's union if applicable

Correct answer: Both the staffing agency and client company as joint employers

Under the FLSA joint employer doctrine, both the staffing agency and the client company can share responsibility for minimum wage compliance when both control aspects of the employment relationship.

Question 91: What is 'candidate ghosting' in staffing, and how can technology help mitigate it?

When candidates stop responding after accepting an offer; mitigated by automated check-in workflows and timely communication tools (Correct answer)
Candidates who misrepresent credentials; mitigated by AI screening
Duplicate candidate records in an ATS; mitigated by deduplication algorithms
Submitting anonymous resumes; mitigated by verified identity checks

Correct answer: When candidates stop responding after accepting an offer; mitigated by automated check-in workflows and timely communication tools

Candidate ghosting occurs when a placed or pending hire stops communicating; automated reminder workflows, SMS check-ins, and engagement tools can reduce this dropout risk.

Question 92: What is the most appropriate way to handle a candidate who contacts the staffing agency to complain about workplace harassment at a client site?

Advise the candidate to handle it internally with the client
Inform only the client's HR department without taking any agency action
Document the complaint, investigate, notify the client, and take appropriate corrective action including removal if necessary (Correct answer)
Dismiss the complaint if the client is a high-revenue account

Correct answer: Document the complaint, investigate, notify the client, and take appropriate corrective action including removal if necessary

As the employer of record, the staffing agency must act on harassment complaints through documentation, investigation, client notification, and corrective action.

Question 93: Why is employer branding important in talent acquisition?

It has no impact on hiring
It helps attract top talent (Correct answer)
It discourages employee retention
It reduces applicant interest

Correct answer: It helps attract top talent

A strong employer brand attracts high-quality candidates by promoting company culture, values, and benefits.

Question 94: What is the primary objective of risk management & mitigation within the CSP professional framework?

Relying on informal observations and anecdotal reports
Analyzing data systematically using validated assessment tools (Correct answer)
Copying approaches used by competitors without adaptation
Making assumptions based on previous experience alone

Correct answer: Analyzing data systematically using validated assessment tools

Analyzing data systematically using validated assessment tools is the correct approach because effective risk management & mitigation in the staffing professional field requires adherence to professional standards, evidence-based practices, and systematic methodology. This approach ensures consistent, high-quality outcomes while maintaining professional accountability.

Question 95: What distinguishes an advanced staffing professional practitioner's approach to risk management & mitigation from that of a novice?

Assigning all responsibilities to a single department
Creating competition between teams to drive performance
Establishing cross-functional teams with clearly defined roles (Correct answer)
Rotating responsibilities randomly to promote flexibility

Correct answer: Establishing cross-functional teams with clearly defined roles

Establishing cross-functional teams with clearly defined roles is the correct approach because effective risk management & mitigation in the staffing professional field requires adherence to professional standards, evidence-based practices, and systematic methodology. This approach ensures consistent, high-quality outcomes while maintaining professional accountability.

Question 96: A staffing agency places a worker with a client that experiences a workplace accident. Under the co-employer arrangement, which party is typically responsible for maintaining the OSHA 300 log entry?

The employer who controls the day-to-day work conditions (Correct answer)
Always the staffing agency
Always the client employer
Both parties must maintain duplicate logs

Correct answer: The employer who controls the day-to-day work conditions

OSHA guidance indicates that the employer who controls the conditions of employment—typically the client—is responsible for recording work-related injuries on the OSHA 300 log.

Question 97: Staffing firms operating in California must comply with the California Consumer Privacy Act (CCPA) with respect to worker data, which includes the right for workers to:

Request deletion of their personal information subject to legal exceptions (Correct answer)
Have their data monetized by the agency
Waive all privacy rights as a condition of employment
Access records only once per decade

Correct answer: Request deletion of their personal information subject to legal exceptions

The CCPA grants California workers the right to request deletion of their personal information held by the staffing firm, subject to certain legal exceptions such as retention required by law.

Question 98: What does 'workers' compensation' insurance cover for staffing agency employees?

Retirement savings contributions
Health insurance premiums during placement
Unemployment benefits after assignment ends
Medical expenses and lost wages for work-related injuries (Correct answer)

Correct answer: Medical expenses and lost wages for work-related injuries

Workers' compensation insurance covers medical treatment, rehabilitation costs, and a portion of lost wages when an employee is injured or becomes ill due to work.

Question 99: What is the primary purpose of a post-placement follow-up call with a newly placed candidate?

To ensure the candidate is adjusting well, address concerns, and reinforce the agency relationship (Correct answer)
To verify the candidate has not accepted a competing offer
To conduct a full performance review
To collect feedback for marketing testimonials only

Correct answer: To ensure the candidate is adjusting well, address concerns, and reinforce the agency relationship

Post-placement follow-up supports retention, identifies early issues, and demonstrates care for the candidate's success.

Question 100: When a staffing firm's placed worker is involved in a workplace fatality, which agency is most likely to conduct the primary investigation?

The National Labor Relations Board (NLRB)
The Department of Justice (DOJ)
The Occupational Safety and Health Administration (OSHA) (Correct answer)
The Equal Employment Opportunity Commission (EEOC)

Correct answer: The Occupational Safety and Health Administration (OSHA)

OSHA has primary jurisdiction over workplace fatality investigations and will typically cite both the staffing firm and the host employer.

Certified Staffing Professional (CSP)

The ASA Certified Staffing Professional (CSP) credential validates expertise in employment law, staffing operations, risk management, and compliance for staffing industry professionals. It covers federal and state employment law, co-employment issues, workplace safety, wage and hour laws, and staffing best practices.

Questions

35 min

Time Limit

70%

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