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
What does the Pregnancy Discrimination Act (PDA) require of employers?
Answer: Treating pregnancy, childbirth, and related conditions the same as other temporary medical conditions for employment purposes
The PDA prohibits sex discrimination based on pregnancy and requires employers to treat pregnant employees the same as other employees with similar work limitations.
Under the National Labor Relations Act, what are 'unfair labor practices' by employers?
Answer: Actions that interfere with, restrain, or coerce employees in exercising their rights to organize and bargain collectively
NLRA Section 8 prohibits employer actions like threatening employees for union activity, spying on union meetings, or refusing to bargain in good faith.
What does Title I of the ADA's 'interactive process' require when an employee requests an accommodation?
Answer: An ongoing dialogue between employer and employee to identify effective, reasonable accommodation options
The interactive process requires a good-faith, individualized dialogue to explore possible accommodations without automatically granting or denying the request.
What is an 'I-9 audit' and when might it occur?
Answer: A government review of Form I-9 employment eligibility verification records for compliance
ICE (Immigration and Customs Enforcement) may audit employer I-9 records to verify compliance with employment eligibility verification requirements.
What obligation does the False Claims Act 'whistleblower' provision create for HR?
Answer: Protection of employees who report employer fraud against the federal government from retaliation
The False Claims Act's anti-retaliation provision protects employees (qui tam relators) who report employer fraud against the US government from adverse employment actions.
What are 'concerted activities' protected under the NLRA?
Answer: Two or more employees acting together to improve working conditions, wages, or terms of employment
The NLRA protects employees who act in concert (together) to address shared workplace concerns, regardless of whether a union is involved.