Quality Assurance & Compliance Flashcards
7 cards from real CSP practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Quality Assurance & Compliance flashcards as text
A staffing firm discovers that a client has been directing temporary workers to perform tasks outside the scope of the original staffing agreement. What is the firm's primary compliance obligation?
Answer: Amend the staffing agreement to reflect actual duties being performed
The staffing firm must update the agreement to accurately reflect actual job duties to ensure proper classification, insurance coverage, and legal compliance.
Under the FLSA, which of the following workers at a staffing agency is most likely to be classified as exempt from overtime?
Answer: A placed financial analyst earning $70,000/year performing true analyst duties
The FLSA white-collar exemptions require both a salary basis test (currently $684/week) and a duties test, which the financial analyst role satisfies.
A staffing company's internal audit reveals that I-9 forms for 15% of its workforce have missing Section 2 signatures. What is the best corrective action?
Answer: Correct the forms using a separate correction sheet and document the remediation
USCIS guidance allows corrections to existing I-9 forms using a line-through method with initials/date, supplemented by a written remediation policy.
Which quality metric is MOST useful for measuring a staffing firm's placement accuracy over time?
Answer: Assignment completion rate (assignments completed vs. started)
Assignment completion rate directly measures how well placements match client needs and candidate suitability, reflecting placement quality.
A client requests that the staffing firm perform background checks only on candidates of a certain demographic group. How should the staffing firm respond?
Answer: Refuse, as selective screening based on demographics violates Title VII
Applying background check policies selectively based on protected characteristics violates Title VII's anti-discrimination requirements and exposes both parties to liability.
What does a staffing firm's 'bill rate' typically include beyond the worker's pay rate?
Answer: Base pay, employer taxes, benefits, workers' compensation, and margin
The bill rate covers the worker's gross pay plus all employer costs including FICA, FUTA, SUTA, workers' comp, benefits, and the firm's profit margin.
Under the ADA, a staffing firm receives a request for reasonable accommodation from a temporary employee placed at a client site. Who is primarily responsible for providing the accommodation?
Answer: Both the staffing firm and client may share responsibility depending on who controls the relevant aspect
The EEOC's guidance indicates both the staffing firm and client may have ADA obligations depending on which entity controls the relevant employment aspect.