Regulatory Frameworks & Compliance Flashcards
7 cards from real Emotional Intelligence practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Regulatory Frameworks & Compliance flashcards as text
An HR policy that requires employees to manage their emotions in ways that disproportionately burden one racial group may constitute:
Answer: Disparate impact discrimination
Disparate impact occurs when a facially neutral policy disproportionately harms a protected group, even without discriminatory intent.
The EEOC's guidance on mental health conditions in the workplace most closely aligns with which legal principle?
Answer: Interactive process for accommodations
The EEOC emphasizes an interactive process where employer and employee collaborate to identify effective reasonable accommodations.
A company's EAP (Employee Assistance Program) may face confidentiality obligations under state law primarily to protect:
Answer: Employee mental health disclosures
State laws often impose strict confidentiality on EAP records to encourage employees to seek help without fear of workplace repercussions.
Under the Family and Medical Leave Act (FMLA), 'serious health conditions' that qualify for leave can include:
Answer: Clinically diagnosed anxiety requiring ongoing treatment
FMLA covers serious health conditions requiring inpatient care or continuing treatment, which includes many diagnosed anxiety and mood disorders.
When an emotionally intelligent compliance officer identifies a 'near-miss' ethical violation, best practice under most frameworks is to:
Answer: Document and report it to improve controls
Documenting near-misses enables organizations to strengthen controls before a violation causes harm, a core principle in proactive compliance.
A manager who uses 'emotional intelligence' to manipulate employees into waiving their overtime rights most directly violates:
Answer: FLSA wage and hour law
The FLSA sets minimum wage and overtime entitlements that cannot be waived, regardless of how the coercion is framed.
Which concept describes an employer's legal exposure when a supervisor's emotionally abusive conduct is known to management but not corrected?
Answer: Negligent retention
Negligent retention holds employers liable when they keep an employee whose harmful conduct was known or should have been known.