NAB RCAL LAW EXAM GUIDE
.Equal Pay Act of 1963: Enforced by EEOC. Prohibits discrimination in pay practices. Equal Pay for Equal Work.
2.Title VII - Civil Rights Act of 1964 & 1991: Enforced by EEOC. Prohibits discrimination based on: Race, Sex, Religion, Color, National Origin. In a discrim- ination suit, the EMPLOYER must prove that discrimination was not a factor in a personnel decision.
3.Age Discrimination Act: Protects >40. Prohibits forcible retirement.
4.OHSA: Requires employers to enforce specific safety and health standards.
5.ERISA: Employers Retirement Income Securities Act of 1974. Requires mini- mum standards for retirement plan. Requires accountability of Plan Fiduciaries.
6.ERISA: Does not require employers to offer retirement plan. Guarantees pay- ment of certain benefits if defined benefit is terminated through federally chartered corporation.
7.IRCA: Immigration Reform and Control Act. Enforced by Justice Dept. Requires employers to verify citizenship or legal status of employees. Provides basis for completion of I-9. i-9 verifies citizenship and qualification to work in US.
8.IRCA - I-9 Form: Must be completed within 3 days of hire.
9.Calculation for Retaining I-9 Records: Date the employee began work for pay NAB RCAL LAW EXAM GUIDE
. A.Add three years to the date on line 1. A. 2.The date employment was terminated
2. B.Add one year to the date on line 2.
B. 3.Which date is later; A or B?
3. C. Enter the later date.
C. The employer must retain Form I-9 until the date on Line C.
10.COBRA: Consolidated Omnibus Reconciliation Act of 1986 (COBRA). Pro- tects employees rights to access group rates for health and dental benefits upon
.Equal Pay Act of 1963: Enforced by EEOC. Prohibits discrimination in pay practices. Equal Pay for Equal Work.
2.Title VII - Civil Rights Act of 1964 & 1991: Enforced by EEOC. Prohibits discrimination based on: Race, Sex, Religion, Color, National Origin. In a discrim- ination suit, the EMPLOYER must prove that discrimination was not a factor in a personnel decision.
3.Age Discrimination Act: Protects >40. Prohibits forcible retirement.
4.OHSA: Requires employers to enforce specific safety and health standards.
5.ERISA: Employers Retirement Income Securities Act of 1974. Requires mini- mum standards for retirement plan. Requires accountability of Plan Fiduciaries.
6.ERISA: Does not require employers to offer retirement plan. Guarantees pay- ment of certain benefits if defined benefit is terminated through federally chartered corporation.
7.IRCA: Immigration Reform and Control Act. Enforced by Justice Dept. Requires employers to verify citizenship or legal status of employees. Provides basis for completion of I-9. i-9 verifies citizenship and qualification to work in US.
8.IRCA - I-9 Form: Must be completed within 3 days of hire.
9.Calculation for Retaining I-9 Records: Date the employee began work for pay NAB RCAL LAW EXAM GUIDE
. A.Add three years to the date on line 1. A. 2.The date employment was terminated
2. B.Add one year to the date on line 2.
B. 3.Which date is later; A or B?
3. C. Enter the later date.
C. The employer must retain Form I-9 until the date on Line C.
10.COBRA: Consolidated Omnibus Reconciliation Act of 1986 (COBRA). Pro- tects employees rights to access group rates for health and dental benefits upon
