Quality Assurance & Compliance 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 Quality Assurance & Compliance flashcards as text
A staffing firm that qualifies as a federal contractor is subject to Executive Order 11246, which requires:
Answer: Affirmative action to ensure equal employment opportunity without discrimination
Executive Order 11246 prohibits employment discrimination and requires federal contractors to take affirmative action to ensure equal opportunity in their workforce practices.
Which of the following best describes a 'temp-to-hire' arrangement's compliance consideration regarding the ACA?
Answer: Hours worked during the temporary period must be counted toward the ACA measurement period to determine full-time status
Under ACA variable hour employee rules, hours worked during a temp-to-hire measurement period must be tracked and may trigger coverage obligations before or at conversion.
Which scenario would most likely trigger a co-employment or joint employment finding by the NLRB or courts for a staffing firm?
Answer: The client directly supervises, disciplines, and sets work schedules for temporary workers without staffing firm involvement
Joint employment is found when the client exercises direct control over essential terms and conditions of employment such as supervision, discipline, and scheduling.
A staffing firm implements a 'no rehire' list for workers who were terminated for misconduct. What compliance risk must the firm evaluate?
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.
Under the McNamara-O'Hara Service Contract Act (SCA), which workers placed by a staffing firm are covered?
Answer: Workers performing services on federal service contracts exceeding $2,500, who must receive prevailing wages and fringe benefits
The SCA requires that covered federal service contractors pay locally prevailing wages and fringe benefits to service employees working on qualifying federal contracts.
When conducting a quality audit of a staffing firm's recruitment process, which finding indicates the HIGHEST compliance risk?
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.
A staffing firm operating in California must be aware that California's AB5 law primarily affects:
Answer: How workers may be classified as independent contractors versus employees, using a strict ABC test
California's AB5 codified a strict ABC test for worker classification that makes it significantly harder to classify workers as independent contractors, directly impacting staffing models.