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Quizzes > Quizzes for Business > Human Resources

HR Compliance Trivia Quiz Challenge

Assess your HR compliance knowledge today

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

Ready to challenge your understanding of workplace regulations with this engaging HR compliance trivia? This HR compliance quiz is perfect for professionals and students aiming to sharpen their policy expertise. After answering 15 thought-provoking questions, participants will gain clarity on concepts like recordkeeping and I-9 requirements. You can also explore the HR Compliance Knowledge Quiz or test specific skills with the I-9 Compliance Quiz. Remember, these questions are fully customizable in our quizzes editor to match any training goal.

What is the primary purpose of the Form I-9?
To calculate payroll deductions
To verify employee identity and employment authorization
To manage tax withholding elections
To determine eligibility for benefits
The I-9 form is designed to verify identity and employment authorization. It ensures that employees are legally allowed to work in the U.S., rather than handling payroll or benefits.
Which federal agency enforces workplace discrimination laws?
National Labor Relations Board (NLRB)
Occupational Safety and Health Administration (OSHA)
Department of Labor (DOL)
Equal Employment Opportunity Commission (EEOC)
The Equal Employment Opportunity Commission enforces federal laws against workplace discrimination. OSHA addresses safety, NLRB covers labor relations, and DOL oversees wage and hour standards.
How many weeks of unpaid leave does the FMLA provide eligible employees?
10 weeks
6 weeks
12 weeks
8 weeks
The FMLA provides eligible employees with up to 12 weeks of unpaid, job-protected leave. This leave can be used for serious health conditions or family caregiving needs.
Who is responsible for completing the employer section of Form I-9?
A third-party vendor
The employer or authorized representative
The state workforce agency
The employee
The employer or an authorized representative is responsible for completing the employer section of Form I-9. This ensures the employer verifies the documents and records necessary details.
Which law establishes minimum wage, overtime pay, and child labor standards?
Americans with Disabilities Act (ADA)
Family and Medical Leave Act (FMLA)
National Labor Relations Act (NLRA)
Fair Labor Standards Act (FLSA)
The Fair Labor Standards Act sets federal minimum wage, overtime pay, and child labor standards. NLRA covers union activities, ADA covers disability, and FMLA covers family leave.
When must an employer reverify an employee's work authorization on Form I-9?
At termination
Upon expiration of the employment authorization document
Quarterly
Monthly
Employers must reverify work authorization only when the employee's employment authorization document expires. Regular periodic checks are not required unless the document has an expiration date.
According to federal regulations, how long must an employer retain Form I-9 after an employee's hire date or termination?
Five years after hire
One year after termination
Three years after hire or one year after termination, whichever is later
Indefinitely
Federal regulations require retaining Form I-9 for three years after the employee's hire date or one year after termination, whichever is later. This retention ensures availability for audits or inspections.
Title VII of the Civil Rights Act prohibits discrimination based on which characteristic when an employee seeks a religious accommodation?
Race
Disability
Age
Religion
Title VII prohibits employment discrimination based on religion and requires reasonable accommodation unless it causes undue hardship. Race, age, and disability are covered under other laws.
During an HR policy audit, you notice there are no documented procedures for updating employee handbooks. What type of compliance gap does this represent?
Procedural gap
Substantive gap
Strategic gap
Evidential gap
A lack of documented procedures for updating policies represents a procedural compliance gap. This gap can lead to outdated or inconsistent policy enforcement.
Under the FLSA, exempt employees are generally paid how?
Salary basis
Piece rate
Hourly wage
Commission only
Exempt employees under the FLSA are generally paid on a salary basis rather than hourly. This payment structure is one of several criteria for exemption from overtime.
An employee classified as exempt works 50 hours in one week but receives no overtime pay. Analysis shows their duties do not meet exemption criteria. What is the compliance issue?
Correct classification
Policy violation unrelated to pay
Misclassification
Training deficiency
If an employee's duties don't meet exemption criteria but they're classified as exempt, it constitutes misclassification. Misclassification risks overtime liabilities and penalties.
Which of the following documents satisfies List A requirements for Form I-9 verification?
Social Security card
Birth certificate
U.S. passport
Driver's license
A U.S. passport satisfies both identity and employment authorization requirements listed under List A. Other documents like birth certificates or social security cards only cover one requirement.
Which document is acceptable as a List B identity document on Form I-9?
Social Security card
U.S. passport
Driver's license
Permanent Resident Card
A driver's license verifies identity but not employment authorization, making it a List B document. Social Security cards and passports satisfy different I-9 lists.
Under OSHA regulations, when must employers report a work-related fatality to OSHA?
Within 24 hours
Within 2 hours
Within 4 hours
Within 8 hours
Employers must report any work-related fatality to OSHA within 8 hours of learning about it. This prompt reporting allows OSHA to investigate serious incidents quickly.
According to the Americans with Disabilities Act, what constitutes an undue hardship when providing reasonable accommodation?
Minor adjustment
Significant difficulty or expense
Temporary inconvenience
Any accommodation requested
Under the ADA, an undue hardship is defined as significant difficulty or expense relative to the size and resources of the employer. Minor costs or inconveniences do not constitute undue hardship.
If an employee presents a receipt for a renewed employment authorization document that has expired, how long may the employer accept the receipt as proof on Form I-9?
90 days
120 days
30 days
60 days
USCIS rules allow employers to accept a timely receipt for renewed work authorization for up to 90 days past the expiration. After 90 days, the actual document must be presented for verification.
An HR audit reveals an employee leave policy that states employees are entitled to paid time off but does not define accrual rates or eligibility. What type of compliance gap is this?
Substantive gap
Procedural gap
Strategic gap
Evidential gap
When a policy states entitlements but fails to define accrual rates or eligibility, it's missing substantive content. This substantive gap can lead to inconsistent application and legal risk.
Under the FMLA, which employee is NOT eligible for protected leave?
An employee with 1,300 hours in the past year at a covered employer
An employee at a small company with 30 employees
An employee with 1,200 hours who has worked 8 months
An employee at a location with 50+ employees within 75 miles
The FMLA applies only to employees who work at a location with 50 or more employees within 75 miles and have at least 1,250 hours in the past year. Those at smaller companies are not covered.
During an internal I-9 audit, you find that a rehire occurred four years after the original hire, and Section 3 was used instead of a new Form I-9. What is the correct remediation?
Complete a new Form I-9
No action needed
Leave Section 3 as is
Annotate Section 3 with a comment
Section 3 of Form I-9 is only for rehires within three years of the original date. Since four years have passed, a new Form I-9 must be completed to remain compliant.
Which federal law requires employers to provide reasonable break time for nursing mothers to express breast milk?
Americans with Disabilities Act
Fair Labor Standards Act
Family and Medical Leave Act
Occupational Safety and Health Act
The FLSA amendment requires employers to provide reasonable break time and a private space for nursing mothers to express breast milk. Other laws do not address nursing break requirements.
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Learning Outcomes

  1. Analyse HR policies to flag compliance risks
  2. Evaluate labor law scenarios effectively
  3. Master essential workplace regulation principles
  4. Identify gaps in HR compliance procedures
  5. Demonstrate proper I-9 verification processes

Cheat Sheet

  1. Get to Know Form I-9 - Think of Form I-9 as your backstage pass to lawful employment in the U.S. It's the document that proves you're ready to work by day three - no slips allowed! UT Austin Form I-9 Guide
  2. Master the Acceptable Documents - Employees can choose a List A superstar (like a passport) or team up a List B ID with a List C work authorization. Knowing your document combos keeps the hiring crew happy and compliant. Indeed: I-9 Document Checklist
  3. Spot the Expiration Dates - Expired documents are a total no-go - think of them as expired coupons: totally worthless. Always double-check dates to keep your I-9 game strong. UOregon Payroll I-9 Instructions
  4. Stay Fair with Everyone - The I-9 world is no place for favoritism: employers must treat all hires equally, no matter their background. Asking for extra or specific docs? That's a discrimination red card! Justice Dept. Anti-Discrimination Rules
  5. Meet Your Digital Bouncer (E-Verify) - E-Verify is like the digital bouncer checking your I-9 info against government databases. Some employers must use it, and it's a great way to level up your compliance cred. Justice Dept. E-Verify Overview
  6. Virtual Verification Tips - Working from afar? Virtual I-9 verification lets you confirm documents by video call, but you must follow strict rules to keep things legit. Remote-friendly doesn't mean compliance takes a vacation! UMN Virtual I-9 Guide
  7. Beat the Clock on Completion - Employees knock out Section 1 on day one, and employers wrap up Section 2 within three business days. Miss these deadlines, and you'll trigger a compliance foul. UT Austin Timing Tips
  8. Lock in Your Records - Store your I-9 files like precious artifacts - keep them for three years after hire or one year post-employment, whichever is longer. Proper storage makes audits feel less scary. Indeed I-9 Retention Rules
  9. Dodge Costly Penalties - Slip-ups can cost big bucks: civil fines, surprise audits, and even criminal charges await non-compliance. Staying on top of I-9 rules keeps your wallet and reputation intact. UT Austin Penalties Breakdown
  10. Keep Your Intel Fresh - Regulations can change faster than a trending TikTok dance - stay updated with official USCIS and DOJ resources. A quick refresher now and then keeps you dancing in compliance. UT Austin I-9 Updates
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