(GPHR) Global Risk and Compliance Flashcards
7 cards from real GPHR practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 (GPHR) Global Risk and Compliance flashcards as text
A global company is assessing third-party vendor risk for HR data processing. Which contractual mechanism is REQUIRED under GDPR when sharing EU employee data with a vendor?
Answer: A Data Processing Agreement (DPA) meeting GDPR Article 28 requirements
GDPR Article 28 mandates a Data Processing Agreement with any processor handling personal data, specifying the scope, nature, and purpose of processing.
When a global HR team discovers that a host country requires works council consultation before implementing a workforce reduction, failure to consult creates which type of risk?
Answer: Legal and regulatory risk
Bypassing mandatory works council consultation violates statutory labor law, exposing the company to legal challenges, injunctions, and financial penalties.
Which international standard provides a framework for occupational health and safety management systems that a global HR function might adopt?
Answer: ISO 45001
ISO 45001 is the international standard for occupational health and safety management systems, replacing the earlier OHSAS 18001.
A global HR director is building a risk register for people operations. Which risk would MOST likely be categorized under 'political risk'?
Answer: A government nationalization decree that forces local ownership of the business
Nationalization decrees and government-imposed ownership changes are classic examples of political risk that can directly disrupt workforce and HR operations.
Under the US Foreign Corrupt Practices Act (FCPA), HR professionals must ensure that which employee behavior is explicitly prohibited in company policy?
Answer: Paying bribes or anything of value to foreign government officials to obtain or retain business
The FCPA prohibits offering, paying, or promising anything of value to foreign government officials to gain a business advantage.
An MNC is rolling out a global minimum wage floor that exceeds some host-country statutory minimums. What is the PRIMARY compliance consideration?
Answer: Verifying that the global floor does not inadvertently violate local collective bargaining agreements or benefit entitlement triggers
A global wage floor that surpasses local statutory minimums may trigger additional entitlements under local CBAs or statutory benefit formulas tied to base pay.
What is the key HR compliance responsibility when deploying an expatriate on a long-term assignment to a country with a bilateral social security totalization agreement with the home country?
Answer: Obtaining a certificate of coverage to prevent dual social security contributions
A certificate of coverage issued under a totalization agreement confirms the expatriate remains covered by the home-country system, eliminating the obligation to contribute in the host country.