Industry Regulations & Compliance Flashcards
7 cards from real Sports and Fitness practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Industry Regulations & Compliance flashcards as text
Several states require health clubs to have an AED on site. What else do these laws commonly require?
Answer: Trained staff and a maintenance and emergency response plan
State AED laws usually pair device placement with staff training, maintenance, and an emergency plan.
What is the main legal purpose of an informed consent document for a fitness assessment?
Answer: To show the client understood the procedures, risks, and benefits before participating
Informed consent documents that the participant knowingly accepted the explained risks and procedures.
Why should a facility complete a written incident report promptly after a member injury?
Answer: It creates an accurate, timely record that supports risk management and legal defense
Prompt, factual incident reports preserve evidence and help identify hazards.
A trainer helps a stranger who collapses at a park, giving CPR in good faith without pay. Which law typically protects them from ordinary negligence claims?
Answer: Good Samaritan law
Good Samaritan laws protect people who give reasonable emergency aid in good faith without compensation.
Under respondeat superior, a gym may be held liable for:
Answer: Negligent acts of its employees within the scope of employment
Respondeat superior makes employers vicariously liable for employees' negligent acts during their job duties.
Which practice best reduces a facility's liability exposure related to exercise equipment?
Answer: Documented regular inspection, maintenance, and following manufacturer guidelines
Documented maintenance aligned with manufacturer specs shows reasonable care and lowers negligence risk.
The Equal Employment Opportunity Commission enforces laws that prohibit a fitness employer from refusing to hire a qualified trainer based on:
Answer: Age (40 or older) under the ADEA
The Age Discrimination in Employment Act protects workers 40 and older from age-based hiring discrimination.
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