CCB Employment Law & HR Compliance Flashcards
6 cards from real CCB practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 6 CCB Employment Law & HR Compliance flashcards as text
Under the Worker Adjustment and Retraining Notification (WARN) Act, covered employers must provide advance notice of a plant closing or mass layoff at least how many days beforehand?
Answer: 60 days
The WARN Act requires employers with 100 or more employees to provide at least 60 calendar days' advance notice before a plant closing or mass layoff affecting 50 or more employees.
Which act protects employees' rights to organize, form unions, and engage in collective bargaining?
Answer: National Labor Relations Act (NLRA)
The National Labor Relations Act (NLRA) guarantees employees the right to organize, join unions, bargain collectively, and engage in concerted activities for mutual aid and protection.
What is the primary compliance obligation of employers under the Consolidated Omnibus Budget Reconciliation Act (COBRA)?
Answer: Offering continuation of group health coverage to eligible former employees and dependents
COBRA requires employers with 20 or more employees to offer continuation of group health insurance coverage to employees and their families who lose coverage due to qualifying events such as termination or reduced hours.
In an HR compliance investigation, which principle requires that the investigator remains impartial and does not prejudge the outcome?
Answer: Neutrality and objectivity
Neutrality and objectivity require the investigator to approach an HR complaint without bias or predetermined conclusions, evaluating all evidence fairly before reaching findings.
Which federal law prohibits retaliation against employees who report workplace safety violations?
Answer: OSHA's Section 11(c)
Section 11(c) of the Occupational Safety and Health Act (OSHA) prohibits employers from retaliating against employees who report safety and health concerns or exercise their rights under the Act.
Under FMLA, what is a 'key employee' exception that may allow an employer to deny job restoration?
Answer: A salaried employee among the highest-paid 10% of the employer's workforce within 75 miles, whose restoration would cause substantial and grievous economic injury
FMLA's key employee exception allows employers to deny reinstatement to salaried employees who are among the highest-paid 10% within 75 miles if restoration would cause substantial and grievous economic injury to the employer.