CSP 2024 Exam Questions and Answers All Correct

CSP 2024 Exam Questions and Answers All Correct A wage and hour investigation of one office of a staffing company with multiple offices often leads to an investigation of other offices as well - Answer-True. The document used by employers to establish who is authorized to work in the U.S. is the - Answer-Form 1-9 Which of the following forms DOES NOT provide acceptable proof of both identify and work authorization for Form 1-9 purposes - Answer-Certification of birth abroad issued by the Department of State The Equal Pay Act of 1963 - Answer-Applies only to certain wage differentials based on employee's sex Maintaining a safe work environment for temporary employees is the primary responsibility of the staffing company - Answer-True In all states, a staffing firm's client may not be held liable for the payment of worker's compensation benefits if the staffing firm has agreed to provide worker's compensation - Answer-False Jerry was an employee of FedCo when he was called to active duty by the U.S. army. Jerry was released from active duty three years later. How long does Jerry have to apply for reemployment with FedCo under the federal Uniformed Services Employment and Re-Employment Rights Act? - Answer-90 Days Anthony is a non managerial employee of FedCo, who recently turned 65. FedCo has a mandatory retirement policy that requires Jerry to retire. Under the policy, Jerry will receive an annual retirement benefit of $45,000. Under federal law, is FedCo's mandatory retirement policy lawful? - Answer-False Some of FedCo's client work sites are more than 75 miles away from FedCo's office. Will the temporary employees at those sites be counted in determining eligibility for employees to take leave under the Federal Family and Medical Leave Act? - AnswerTrue A temporary employee on a temporary-to-hire assignment who is hired by the customers at the end of an assignment may be entitled to benefits under the customer's collective bargaining agreement retroactive to the beginning of the temporary assignment. - Answer-True According to the EEOC enforcement guidance, only the staffing firm (not its client), is considered to be the employer for purposes of federal anti discrimination laws. - Answer-False The Hazard Communication Standards is federal regulation that requires employers to communicate to their employees information about safety citations that the company has received in the past 3 years. - Answer-False Anthony is the personnel Director for FedCo. He was recently asked by his boss to clean out his messy office. However, Anthony stores all of FedCo's personnel and employment records in his office. Under federal law, FedCo must keep employment records for how long after the date the record is made of the action is taken (whichever is later)? - Answer-One Year For FLSA purposes, a staffing company that provides temporary employees and its client generally are considered - Answer-Joint Employers The courts have been able to infer implied promises of job security in all of the following, except - Answer-Forms 1- 9 When a temporary employee performs work for more than one client in a given workweek, who is responsible for paying any overtime? - Answer-The staffing company Anthony recently came to the U.S. from Italy and was hired by FedCo Staffing. Three days after he began work, Anthony provided FedCo with a receipt showing that he had applied for acceptable documents to prove his authorization to work in the U.S. Two months later, Anthony received the appropriate employment eligibility documents and presented them to FedCo. Under the Immigration Reform and Control Act, was it lawful for FedCo to hire Anthony? - Answer-False For how many days must a disability from a workplace injury last in order for the employee to receive workers' compensation benefits for the first three calendar days of the disability? - Answer-More than 14 days Select the statement that is true. - Answer-In an employee agreement, it is a best practice to clearly spell out details regarding payment of commission when an employee leaves the firm. On which of the following bases do federal and state laws prohibit employers from discriminating against employees or job applicants? - Answer-Pregnancy Physical disability Military service Which factor has the greatest significance when determining liability around EEO claims? - Answer-Who maintains the right to control the employee Generally, all time during which employees are required to wait while on duty must be counted as hours worked for purposes of paying minimum wages and calculating overtime. - Answer-False Staffing firms that classify contract workers as "independent contractors" expose ___________ to liability for unpaid employment taxes. - Answer-Themselves and possibly their clients Staffing firms, and not clients, have primary responsibility for keeping records reflecting hours worked by temporary employees. - Answer-False If a person with AIDS applies for a clerical position, the staffing firm has the right to automatically deny employment because AIDS will always present a danger to the safety of that person and others. - Answer-False In which of the following scenarios will the government most likely treat the client as the responsible employer under the ACA? - Answer-The staffing firm and the client divide an employee's weekly hours so each entity's recor