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Legal and Ethical Compliance Flashcards

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

Read the first 7 Legal and Ethical Compliance flashcards as text

  1. A supervisor is asked by upper management to alter performance review scores to justify a predetermined layoff decision. The ethical response is to:

    Answer: Refuse and document the request, escalating to HR or legal counsel

    Falsifying performance records is unethical and potentially illegal; supervisors must refuse and report such requests through proper channels.

  2. What is 'disparate impact' in employment law?

    Answer: When a neutral policy disproportionately affects a protected group

    Disparate impact occurs when an employment policy that appears neutral on its face disproportionately and negatively affects a protected class.

  3. Under OSHA regulations, supervisors are responsible for:

    Answer: Ensuring employees are trained on safety procedures and hazards are corrected

    Supervisors are responsible for ensuring employees receive proper safety training and that identified hazards are promptly corrected.

  4. An employee requests confidentiality before reporting a coworker's misconduct. A supervisor should:

    Answer: Explain that complete confidentiality cannot be guaranteed but information will be limited to those who need it

    Supervisors cannot promise absolute confidentiality because investigations may require disclosure, but they should limit information sharing to necessary parties.

  5. Which of the following is an example of quid pro quo sexual harassment?

    Answer: A manager conditions a promotion on an employee agreeing to a date

    Quid pro quo harassment occurs when employment benefits are conditioned on submission to unwelcome sexual advances or conduct.

  6. A whistleblower protection law is designed to protect employees who:

    Answer: Report illegal or unethical activity by their employer to appropriate authorities

    Whistleblower laws protect employees from retaliation when they report their employer's illegal, unsafe, or unethical conduct to regulatory authorities.

  7. When disciplining an employee, which documentation practice is MOST important for legal defensibility?

    Answer: Documenting specific behaviors, dates, and policy violations with factual language

    Effective disciplinary documentation must be specific, factual, and tied to policy violations to withstand legal scrutiny.