Documentation & Record Management Flashcards
7 cards from real CSP practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Documentation & Record Management flashcards as text
Under FLSA, staffing firms must retain basic payroll records—including time cards and wage rate tables—for a minimum of:
Answer: 2 years
FLSA requires that basic employment and earnings records be retained for at least 2 years, while payroll records must be kept for 3 years.
When a staffing firm places a worker in a safety-sensitive position, drug testing records should be maintained separately and:
Answer: Kept confidential consistent with applicable federal or DOT regulations
Drug testing records are confidential and must be maintained in accordance with applicable regulations, such as DOT rules for safety-sensitive positions.
A staffing firm that employs 100 or more employees is required to file an EEO-1 report by:
Answer: September 30 each year
EEO-1 reports are due on September 30 of each year for covered employers with 100 or more employees.
A staffing firm discovers that personnel files contain inconsistent information about a worker's start date. The best corrective action is to:
Answer: Annotate the record with the correct information while retaining the original entry
Best practice is to add a dated correction note to the record rather than altering or destroying the original, preserving the integrity of the audit trail.
Under HIPAA, health information about a staffing firm's employees that is held by the firm's self-insured health plan is:
Answer: Protected health information subject to HIPAA privacy rules
Health information maintained by a self-insured health plan qualifies as protected health information (PHI) under HIPAA and must be handled accordingly.
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?
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.
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:
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.