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HR Law & Compliance Flashcards

6 cards from real Human Resources practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.

Read the first 6 HR Law & Compliance flashcards as text

  1. What does 'quid pro quo' sexual harassment involve?

    Answer: Conditioning employment benefits on submission to sexual demands

    Quid pro quo harassment occurs when job benefits (hire, raise, promotion) are explicitly or implicitly conditioned on accepting unwelcome sexual advances.

  2. Under HIPAA, what does HR need to protect regarding employee health information obtained through employer-sponsored health plans?

    Answer: Protected Health Information (PHI) from unauthorized disclosure

    HIPAA requires HR to safeguard Protected Health Information obtained through employer-sponsored group health plans from improper use or disclosure.

  3. What is the primary purpose of affirmative action plans (AAPs) for federal contractors?

    Answer: To proactively ensure equal employment opportunity and remedy underrepresentation of protected groups

    AAPs require covered federal contractors to analyze workforce composition and take positive steps to ensure equal opportunity and address underrepresentation.

  4. What does the Genetic Information Nondiscrimination Act (GINA) prohibit?

    Answer: Using genetic information in employment decisions and health insurance underwriting

    GINA prohibits employers from using genetic information (family medical history, genetic tests) in hiring, firing, pay, or other employment decisions.

  5. What is the purpose of the Uniformed Services Employment and Reemployment Rights Act (USERRA)?

    Answer: To protect the employment rights of individuals who perform military service

    USERRA protects the job rights of employees who leave civilian jobs for military service, requiring employers to reinstate them upon return.

  6. What is 'employment misclassification' and why does it matter?

    Answer: Incorrectly classifying a worker as an independent contractor instead of an employee, resulting in denied benefits and tax violations

    Misclassifying employees as independent contractors allows employers to avoid payroll taxes, benefits, and labor law protections, resulting in significant legal liability.