CSP Exam With Correct Questions And
Answers 2024
According .to .federal .rules, .normally .clients .must .keep .and .maintain .injury .and .illness
.records .for .temporary .employees. .(T .OR .F) .- .correct .answer.True
"look-back" .measurement .period .- .correct .answer.Employers .can .use .the .look-back
.method .for .new ."variable .hour" .employees
In .temporary .staffing .situation, .who .is .considered .the .employer .for .FMLA .purposes? .-
.correct .answer.The .temporary .staffing .company .and .the .client .are .considered .joint
.employers
Staffing .firms .are .strictly .liable .when .clients' .unfair .labor .practices .violate .the .NLRA .(T .or
.F) .- .correct .answer.False .(the .NLRB .has .held .that .a .staffing .firm .will .not .be .liable .for .an
.unfair .labor .practice .committed .by .its .client .unless .the .staffing .firm .knew .or .should .have
.known .that .the .client .acted .against .the .employee .for .unlawful .reasons.)
To .reduce .the .risk .of .IRCA .violations: .- .correct .answer.Make .sure .the .employee .has
.completed .Form .1-9 .on .file, .and .that .all .necessary .signatures, .both .employer .and
.employee, .are .on .the .form .(The .IRCA .prohibits .employers .from .hiring .anyone .who .is .not
.authorized .to .work .in .the .U.S., .and .also .prohibits .employers .from .refusing .to .hire
.authorized .workers .based .on .their .national .origin .or .citizen .status.)
State .regulations .specific .to .PEOs .generally .pertain .to: .- .correct .answer.Licensing .or
.registration, .unemployment .compensation, .and .worker's .compensation .(PEOs .are
.subject .to .significant .regulations .at .the .state .level.
Day .Labor .- .correct .answer.Occasional .or .irregular .work .where .the .individual .seeking
.work .report .voluntarily .to .a .central .location .and .are .assigned .to .client .job .sites .as .work
.becomes .available
Under .federal .law, .it .is .lawful .for .an .employer .to .refuse .to .hire .his .nephew .(T .or .F) .-
.correct .answer.True
ABC .company .learns .that .a .contract .employee .that .was .placed .on .assignment .by .a
.staffing .firm .is .a .'salt.' .Can .the .client .company .dismiss .the .employee .on .the .basis .that
.s/he .is .a .'salt'? .- .correct .answer.No
, Under .USERRA, .the .staffing .company .would .typically .be .considered .the .primary
.employer .with .an .obligation .to .restore .the .employee .returning .from .leave. .(T .or .F) .-
.correct .answer.True
ABC .Company .is .closing .a .facility. .Notification .is .required .under .the .WARN .Act .for .their
.permanent .employees. .Must .ABC .Company .also .provide .notification .to .their .employees
.through .a .staffing .agency? .- .correct .answer.No
The .FLSA .provides .that .all .exempt .employees .must .be .paid .at .a .rate .not .less .than .1.5
.times .their .regular .rate .of .pay .for .all .hours .worked .in .excess .of .40 .in .a .workweek. .(T .or .F)
.- .correct .answer.False .(The .FSLA .provides .that .all .nonexempt .employees .must .be .paid
.at .a .rate .not .less .than .1.5 .times .their .regular .rate .of .pay .for .all .hours .worked .in .excess .of
.40 .in .a .given .work .week)
When .asked .about .a .gap .in .his .employment .record, .an .applicant .admits .to .having .been .in
.a .drug .rehabilitation .program. .A .recruiter .may .ask .when .the .applicant .last .used .illegal
.drugs. .(T .or .F) .- .correct .answer.True .(An .individual .who .currently .uses .illegal .drugs .is .not
.protected .under .the .ADA)
The .Learned .Professional .and .Creative .Professional .exemptions .have .the .same .salary
.test .of .a .weekly .salary .of .$455/week .(T .or .F) .- .correct .answer.True
The .USCIS .has .advised .staffing .firms .to .always .list .the .date .of .hire .on .the .I-9 .form .s .the
.first .day .of .a .temporary .worker's .first .assignment .(T .or .F) .- .correct .answer.False
The .Hazard .Communication .Standard .is .a .federal .regulation .that .requires .employers .to
.communicate .to .their .employees .information .about .safety .citations .that .the .company .has
.received .in .the .past .3 .years .(T .or .F) .- .correct .answer.False
Employment .at .will .- .correct .answer.The .employer .or .the .employee .may .terminate .the
.employment .relationship .at .any .time, .with .or .without .cause .and .with .or .without .notice
Under .FLSA .rules, .an .employee .may .not .work .under .two .or .more .exemptions .in .a .given
.workweek .( .T .or .F) .- .correct .answer.False
FMLA .____ .give .employees .greater .rights .than .their .employment .agreement .provides .-
.correct .answer.Does .not
Under .the .Affordable .Care .Act, .a .staffing .firm .is .considered .an .employee's ."common .law
.employer": .- .correct .answer.If .it .pays .the .employee's .wages; .has .the .right .to .hire, .fire,
.and .reassign .this .employee; .and .has .the .right .to .control .the .employee's .performance .on
.the .job
Staffing .arrangements .may .be .used .by .clients .to .avoid .having .to .comply .with .EEO .laws .(
.T .or .F) .- .correct .answer.False
Answers 2024
According .to .federal .rules, .normally .clients .must .keep .and .maintain .injury .and .illness
.records .for .temporary .employees. .(T .OR .F) .- .correct .answer.True
"look-back" .measurement .period .- .correct .answer.Employers .can .use .the .look-back
.method .for .new ."variable .hour" .employees
In .temporary .staffing .situation, .who .is .considered .the .employer .for .FMLA .purposes? .-
.correct .answer.The .temporary .staffing .company .and .the .client .are .considered .joint
.employers
Staffing .firms .are .strictly .liable .when .clients' .unfair .labor .practices .violate .the .NLRA .(T .or
.F) .- .correct .answer.False .(the .NLRB .has .held .that .a .staffing .firm .will .not .be .liable .for .an
.unfair .labor .practice .committed .by .its .client .unless .the .staffing .firm .knew .or .should .have
.known .that .the .client .acted .against .the .employee .for .unlawful .reasons.)
To .reduce .the .risk .of .IRCA .violations: .- .correct .answer.Make .sure .the .employee .has
.completed .Form .1-9 .on .file, .and .that .all .necessary .signatures, .both .employer .and
.employee, .are .on .the .form .(The .IRCA .prohibits .employers .from .hiring .anyone .who .is .not
.authorized .to .work .in .the .U.S., .and .also .prohibits .employers .from .refusing .to .hire
.authorized .workers .based .on .their .national .origin .or .citizen .status.)
State .regulations .specific .to .PEOs .generally .pertain .to: .- .correct .answer.Licensing .or
.registration, .unemployment .compensation, .and .worker's .compensation .(PEOs .are
.subject .to .significant .regulations .at .the .state .level.
Day .Labor .- .correct .answer.Occasional .or .irregular .work .where .the .individual .seeking
.work .report .voluntarily .to .a .central .location .and .are .assigned .to .client .job .sites .as .work
.becomes .available
Under .federal .law, .it .is .lawful .for .an .employer .to .refuse .to .hire .his .nephew .(T .or .F) .-
.correct .answer.True
ABC .company .learns .that .a .contract .employee .that .was .placed .on .assignment .by .a
.staffing .firm .is .a .'salt.' .Can .the .client .company .dismiss .the .employee .on .the .basis .that
.s/he .is .a .'salt'? .- .correct .answer.No
, Under .USERRA, .the .staffing .company .would .typically .be .considered .the .primary
.employer .with .an .obligation .to .restore .the .employee .returning .from .leave. .(T .or .F) .-
.correct .answer.True
ABC .Company .is .closing .a .facility. .Notification .is .required .under .the .WARN .Act .for .their
.permanent .employees. .Must .ABC .Company .also .provide .notification .to .their .employees
.through .a .staffing .agency? .- .correct .answer.No
The .FLSA .provides .that .all .exempt .employees .must .be .paid .at .a .rate .not .less .than .1.5
.times .their .regular .rate .of .pay .for .all .hours .worked .in .excess .of .40 .in .a .workweek. .(T .or .F)
.- .correct .answer.False .(The .FSLA .provides .that .all .nonexempt .employees .must .be .paid
.at .a .rate .not .less .than .1.5 .times .their .regular .rate .of .pay .for .all .hours .worked .in .excess .of
.40 .in .a .given .work .week)
When .asked .about .a .gap .in .his .employment .record, .an .applicant .admits .to .having .been .in
.a .drug .rehabilitation .program. .A .recruiter .may .ask .when .the .applicant .last .used .illegal
.drugs. .(T .or .F) .- .correct .answer.True .(An .individual .who .currently .uses .illegal .drugs .is .not
.protected .under .the .ADA)
The .Learned .Professional .and .Creative .Professional .exemptions .have .the .same .salary
.test .of .a .weekly .salary .of .$455/week .(T .or .F) .- .correct .answer.True
The .USCIS .has .advised .staffing .firms .to .always .list .the .date .of .hire .on .the .I-9 .form .s .the
.first .day .of .a .temporary .worker's .first .assignment .(T .or .F) .- .correct .answer.False
The .Hazard .Communication .Standard .is .a .federal .regulation .that .requires .employers .to
.communicate .to .their .employees .information .about .safety .citations .that .the .company .has
.received .in .the .past .3 .years .(T .or .F) .- .correct .answer.False
Employment .at .will .- .correct .answer.The .employer .or .the .employee .may .terminate .the
.employment .relationship .at .any .time, .with .or .without .cause .and .with .or .without .notice
Under .FLSA .rules, .an .employee .may .not .work .under .two .or .more .exemptions .in .a .given
.workweek .( .T .or .F) .- .correct .answer.False
FMLA .____ .give .employees .greater .rights .than .their .employment .agreement .provides .-
.correct .answer.Does .not
Under .the .Affordable .Care .Act, .a .staffing .firm .is .considered .an .employee's ."common .law
.employer": .- .correct .answer.If .it .pays .the .employee's .wages; .has .the .right .to .hire, .fire,
.and .reassign .this .employee; .and .has .the .right .to .control .the .employee's .performance .on
.the .job
Staffing .arrangements .may .be .used .by .clients .to .avoid .having .to .comply .with .EEO .laws .(
.T .or .F) .- .correct .answer.False
