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
What is the purpose of the WARN Act in the context of staffing firms?
Answer: To require 60 days advance notice before mass layoffs or plant closings affecting 50+ employees
The Worker Adjustment and Retraining Notification (WARN) Act requires covered employers to give 60-day advance notice of mass layoffs or plant closings affecting qualifying numbers of employees.
A staffing firm's recruiter misclassifies a worker as an independent contractor to save on employer tax costs. Which agency is most likely to investigate this first?
Answer: IRS and/or Department of Labor Wage and Hour Division
Worker misclassification is primarily investigated by the IRS (for tax purposes) and the DOL Wage and Hour Division (for FLSA compliance), both of which actively target this issue.
Which document serves as the primary written agreement governing the relationship between a staffing firm and a client company?
Answer: The service agreement or master staffing agreement
The master staffing agreement defines each party's responsibilities, liabilities, billing terms, and the scope of the staffing relationship.
Under OSHA's multi-employer citation policy, in what situation is a staffing firm most likely to receive an OSHA citation for a worksite safety violation?
Answer: When the staffing firm knew or should have known of hazards but failed to ensure the host employer corrected them
Under OSHA's multi-employer policy, a staffing firm acting as a 'controlling employer' can be cited if it had supervisory authority and failed to address known hazards.
A staffing firm's compliance calendar should include which recurring federal reporting obligation?
Answer: Annual EEO-1 Component 1 reports if the firm meets applicable thresholds
Staffing firms with 100+ employees (or federal contractor thresholds) must file annual EEO-1 Component 1 reports with the EEOC detailing workforce demographics.
A client instructs a staffing firm to 'send only workers without an accent' for customer service positions. This request is:
Answer: A violation of Title VII as it constitutes national origin discrimination
Selecting workers based on accent or language characteristics constitutes national origin discrimination under Title VII, and no legitimate BFOQ exists for general customer service work.
A staffing firm notices that one of its workers has submitted a workers' compensation claim for an injury at a client site. What is the firm's FIRST compliance step?
Answer: Report the injury to the firm's workers' compensation insurance carrier promptly
As the employer of record, the staffing firm must promptly report workplace injuries to its workers' compensation insurance carrier in accordance with state reporting requirements.