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Quizzes > Quizzes for Business > Human Resources

HR Compliance Knowledge Quiz for Professionals

Assess Your Workplace Policy Knowledge and Skills

Difficulty: Moderate
Questions: 20
Learning OutcomesStudy Material
Colorful paper art depicting elements related to HR Compliance Knowledge Quiz.

Ready to elevate your HR compliance skills? This HR compliance quiz challenges learners with real-world scenarios based on federal and state regulations. Ideal for HR professionals, managers, or anyone keen on compliance knowledge, it offers a concise test of understanding and practical application. You can customize your experience using our editor and explore similar tests like the Compliance Knowledge Assessment or the engaging HR Solutions Knowledge Quiz. Don't forget to browse other quizzes for more learning opportunities.

Which federal law requires employers to provide reasonable accommodations for employees with disabilities?
Employee Retirement Income Security Act (ERISA)
Americans with Disabilities Act (ADA)
Occupational Safety and Health Act (OSHA)
Family and Medical Leave Act (FMLA)
The Americans with Disabilities Act mandates reasonable accommodations for qualified employees with disabilities. It ensures equal employment opportunities by requiring employers to adjust policies or facilities. Other acts address different topics such as leave, safety standards, or benefits.
Under the Family and Medical Leave Act (FMLA), eligible employees are entitled to how many weeks of unpaid leave per year?
8 weeks
4 weeks
6 weeks
12 weeks
The FMLA grants eligible employees up to 12 weeks of unpaid leave for qualified reasons within a 12-month period. This leave can be used for personal or family medical needs. Other timeframes listed are not provided by the FMLA.
Which agency is responsible for enforcing workplace health and safety standards in the private sector?
National Labor Relations Board (NLRB)
Department of Labor (DOL)
Occupational Safety and Health Administration (OSHA)
Equal Employment Opportunity Commission (EEOC)
OSHA is the federal agency charged with enforcing workplace health and safety regulations. The EEOC enforces anti-discrimination laws, the NLRB handles labor relations, and the DOL oversees various labor statutes but delegates safety enforcement to OSHA.
What type of policy allows employees to report unethical practices without fear of retaliation?
Whistleblower protection policy
Confidentiality agreement
Performance improvement plan
Code of conduct
A whistleblower protection policy explicitly safeguards employees who report misconduct or unethical behavior from retaliation. While a code of conduct outlines expected behaviors, it does not guarantee non-retaliation for reports. Confidentiality agreements and performance plans serve different HR purposes.
What is the primary purpose of conducting an HR compliance audit?
Maximize company profits
Evaluate sales performance
Develop marketing strategies
Ensure adherence to applicable laws and regulations
An HR compliance audit systematically reviews policies and practices to verify they meet legal requirements. Its goal is to identify and correct potential violations. Profit generation, marketing, and sales evaluation are outside its scope.
A non-exempt employee works 45 hours in one week but is paid a straight salary without overtime. Which law is being violated?
National Labor Relations Act (NLRA)
Fair Labor Standards Act (FLSA)
Americans with Disabilities Act (ADA)
Family and Medical Leave Act (FMLA)
The FLSA requires overtime pay at one-and-a-half times the regular rate for hours worked over 40 by non-exempt employees. Paying a straight salary without overtime for 45 hours violates this provision. Other laws listed address leave, disabilities, and labor relations.
Denying a light-duty assignment to a pregnant employee while offering it to other disabled workers may violate which law?
Equal Pay Act (EPA)
Fair Labor Standards Act (FLSA)
Title VII of the Civil Rights Act
Pregnancy Discrimination Act (PDA)
The PDA prohibits discrimination based on pregnancy and requires equal treatment for pregnant workers, including reasonable accommodations. Denying light duty only to a pregnant employee violates this act. The EPA addresses wage disparities, and Title VII covers discrimination broadly but the PDA is the specific amendment.
Protected Health Information (PHI) is regulated under which law?
Health Insurance Portability and Accountability Act (HIPAA)
General Data Protection Regulation (GDPR)
Fair Labor Standards Act (FLSA)
Fair Credit Reporting Act (FCRA)
HIPAA sets national standards for protecting the privacy and security of individuals' medical information, known as PHI. The FCRA covers credit information, GDPR addresses EU data privacy, and FLSA governs wages and hours.
Asking job applicants about their medical history before making a conditional job offer violates which requirement?
Occupational Safety and Health Act (OSHA)
Equal Pay Act (EPA)
Americans with Disabilities Act (ADA) pre-employment medical inquiry restrictions
Family and Medical Leave Act (FMLA)
The ADA prohibits medical examinations and inquiries before a conditional job offer is extended. Employers must wait until after the offer to assess medical fitness. FMLA, OSHA, and EPA do not impose these pre-offer restrictions.
Under federal law, what is the minimum age to employ a minor in non-agricultural, non-hazardous work?
16 years
14 years
18 years
21 years
The FLSA sets the minimum age for non-agricultural, non-hazardous employment at 14 years. Higher ages may apply for hazardous occupations. Ages 16, 18, and 21 reflect other restrictions, not the baseline requirement.
The Equal Pay Act requires employers to:
Avoid religious discrimination in hiring
Pay overtime at one-and-a-half times the regular rate
Pay equal wages for equal work regardless of gender
Provide equal health benefits to all employees
The Equal Pay Act mandates that men and women receive equal pay for substantially equal work in the same establishment. Overtime pay, health benefits, and religious discrimination are addressed by other laws.
In reviewing company policies, HR notices no mention of mandatory sexual harassment training. Which compliance gap is this?
Absence of performance metrics
Lack of required anti-harassment training
Outdated job descriptions
Unclear vacation policy
State and federal regulations often mandate regular anti-harassment training for employees. Omitting this training from company policies creates a compliance gap. The other options pertain to different HR areas.
When updating HR policies, what is a best practice to ensure legal compliance?
Update policies only once every ten years
Rely solely on previous templates without review
Review current laws and consult legal counsel
Base changes solely on employee feedback
Reviewing applicable laws and consulting legal experts ensures that updated policies remain compliant with evolving regulations. Templates and employee feedback are helpful but insufficient on their own. Policies may need more frequent updates than once a decade.
An employee requests a flexible work schedule as a religious accommodation. What is the employer's obligation under Title VII?
Automatically approve every request
Deny all accommodation requests
Engage in an interactive accommodation process
Transfer the employee to another department
Title VII requires employers to engage in an interactive process to consider reasonable religious accommodations. They must assess impact on operations and propose alternatives. Blanket denial or automatic approval without analysis is non-compliant.
Which document typically outlines a company's rules, procedures, and employee expectations?
Organizational chart
Benefits summary
Employee handbook
Financial report
An employee handbook consolidates policies, procedures, and workplace expectations. Benefits summaries focus on compensation packages, organizational charts show structure, and financial reports detail fiscal performance.
A multinational company must comply with GDPR when handling EU employee data. What does GDPR stand for?
General Directive on Privacy
Government Data Protection Rules
General Data Protection Regulation
Global Data Privacy Requirements
GDPR stands for General Data Protection Regulation and is the EU's primary framework for data privacy. It sets strict rules on processing personal data. The other options are inaccurate expansions of the acronym.
Which of the following distinguishes exempt employees from non-exempt employees under the FLSA?
Non-exempt employees are always paid a salary
Exempt employees cannot take medical leave
Exempt employees are not entitled to overtime pay
Exempt employees must use a time clock
Under the FLSA, exempt employees do not qualify for overtime pay regardless of hours worked, while non-exempt employees do. Medical leave eligibility and timekeeping practices are separate matters. Salaried status alone does not determine exemption.
Under the National Labor Relations Act, which section explicitly protects employees' rights to organize and engage in collective bargaining?
Section 7
Section 11
Section 8
Section 2
Section 7 of the NLRA guarantees employees the right to self-organize, join unions, and bargain collectively. Section 8 addresses unfair labor practices, while Sections 2 and 11 cover definitions and board procedures.
What should be the first step in establishing an effective HR policy review process?
Retire all existing policies
Draft entirely new policies immediately
Schedule regular review intervals and assign responsibilities
Survey employees weekly
An effective policy review begins by setting a clear schedule and designating responsible parties. This ensures systematic updates and accountability. Immediate drafting or mass retirement without structure can lead to gaps.
HR identifies that the company's leave policy omits state-mandated paid family leave provisions. Which best practice was violated?
Relying exclusively on employee feedback
Aligning policies solely with industry standards
Focusing only on federal regulations
Ensuring policies reflect applicable federal, state, and local laws
Best practices require that HR policies incorporate all relevant federal, state, and local requirements. Omitting state-mandated leave creates legal risk. Industry standards and feedback are helpful but cannot replace legal compliance.
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Learning Outcomes

  1. Analyse key HR compliance regulations and requirements
  2. Identify potential compliance gaps in workplace policies
  3. Demonstrate understanding of legal HR frameworks
  4. Evaluate scenarios for adherence to employment laws
  5. Apply best practices for maintaining compliance standards
  6. Master techniques for updating HR policies effectively

Cheat Sheet

  1. Key Federal Employment Laws - Dive into the Fair Labor Standards Act (FLSA), Family and Medical Leave Act (FMLA), and OSHA regulations to see how they set the rules for wages, medical leave, and workplace safety. Understanding these laws feels like unlocking a cheat code that keeps your organization fair and hazard-free. Why HR compliance is important and 5 best practices
  2. Accurate Employment Records - Keep your payroll, attendance logs, and disciplinary notes spot-on to ace any audit or legal review. Clear documentation isn't just paperwork - it's your proof that you run a compliant, transparent workplace. Why HR compliance is important and 5 best practices
  3. Stay Ahead of New Labor Laws - Laws at federal, state, and local levels can change faster than your favorite streaming series drops new episodes. Staying updated helps you tweak policies before compliance issues sneak up on you. Why HR compliance is important and 5 best practices
  4. Regular HR Compliance Audits - Schedule check-ins on your HR procedures to spot gaps and fix them before they become headaches. Proactive audits are like preventive checkups that keep your policies in tip-top shape. 5 best practices for HR data compliance
  5. Clear, Consistent HR Policies - Craft policies that speak human and law simultaneously, then train everyone on the team so nobody's left scratching their head. Consistency builds trust and keeps you on the right side of regulations. HR Compliance: A Practical Guide for 2025
  6. Data Security Essentials - Guarding employee information is like protecting a secret recipe - one leak can spoil everything. Strong data controls keep breaches at bay and employees' trust high. 5 best practices for HR data compliance
  7. Workplace Safety Standards - Embrace OSHA guidelines to build a safety culture where everyone knows the drill and wears the right gear. A safe workplace is your best compliance superpower. HR Compliance: A Practical Guide for 2025
  8. Anti-Discrimination Laws - Learn ADA and Title VII inside out to champion inclusivity and avoid costly missteps. Promoting fairness is both the right call and a compliance win. HR Compliance: A Practical Guide for 2025
  9. Proper Employee Classification - Nail the difference between employees and contractors so you don't run into misclassification traps. Clear classifications protect you from fines and build healthy work relationships. HR Compliance: A Practical Guide for 2025
  10. Reasonable Accommodations - Make sure your workplace welcomes everyone by providing ADA-required adjustments for disabilities. An inclusive environment is the ultimate compliance flex. HR Compliance: A Practical Guide for 2025
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