ASA Certified Staffing Professional
PRACTICE EXAM Study Guide (2025)
Questions with complete solutions
An |employee |may |qualify |for |subsidized |health |coverage |from |a |public |health |insurance |exchange |
under |which |of |the |following |circumstances? |
A. |The |employer |offers |a |minimum |essential |coverage |plan |but |the |plan |does |not |provide |"minimum |
value"
B. |The |employees |share |of |the |premium |for |self-only |coverage |under |the |employers |plan |exceeds |a |
specified |percentage |of |the |employee |wages.
C. |Both |A |& |B
D. |None |of |the |above |- |VERIFIED |ANSWER✔✔-C
Staffing |agencies |________________ |to |protect |the |clients |from |workers |compensation |tort |liability |
through |indemnification |provisions |in |the |contract. |- |VERIFIED |ANSWER✔✔-may |be |able |to
Under |FMLA's |Military |caregiver |leave, |eligible |employees |who |are |the |spouse, |son, |daughter, |parent |
or |next |of |kin |of |a |covered |service |member |to |take |up |to |26 |weeks |of |leave |during |a |12 |month |
period |to |care |for |a |service |member |who |is |undergoing |medical |treatment, |recuperation, |or |therapy |
for |a |serious |illness |or |injury. |True |or |False. |- |VERIFIED |ANSWER✔✔-True
Under |ADA, |employers |______________ |use |a |qualification |test |( |such |as |lifting |a |certain |number |of |
pounds) |to |screen |out |candidates |with |a |disability. |- |VERIFIED |ANSWER✔✔-may |not
Generally, |when |may |a |staffing |firm |be |held |responsible |for |sexual |harassment |committed |by |its |
clients? |- |VERIFIED |ANSWER✔✔-If |the |staffing |firm |knows |or |should |know |of |the |harassment.
,While |placing |a |job |offer, |your |client |indicates |the |position |is |exempt. |What |do |you |need |to |consider |
to |determine |if |the |position |should |be |classified |as |exempt? |- |VERIFIED |ANSWER✔✔-The |wage |& |the |
primary |job |duties.
ABC |staffing |firm |regularly |contracts |applicants' |former |employers |as |part |of |a |routine |reference |
check, |and |then |provides |reference |information |to |their |clients. |Under |these |circumstances, |which |of |
the |following |is |required |to |exclude |the |reference |information |from |being |considered |a |consumer |
report? |
A. |Written |notification |to |the |candidate |of |the |right |to |request |the |nature |and |substance |of |any |
information |in |the |candidates |file |at |the |time |the |information |is |requested.
B. |Written |disclosure |to |the |candidate |of |the |nature |and |substance |of |all |information |in |the |file |
(sources |need |not |to |be |disclosed) |within |five |days |of |request.
C. |Written |confirmation |by |the |candidate |of |any |oral |consent |within |three |business |days.
D. |Prior |consent |(oral |or |written) |from |the |candidate |to |make |the |reference |check.
F. |Prior |consent |from |the |candidate |to |communicate |the |reference |information |to |the |prospective |
employer. |- |VERIFIED |ANSWER✔✔-All |of |the |above
Staffing |firms, |and |not |clients, |have |primary |responsibility |for |keeping |records |reflection |hours |
worked |by |temporary |employees. |True |or |False? |- |VERIFIED |ANSWER✔✔-True
By |limiting |temporary |workers |assignments |to |no |more |than________, |employers |can |protect |
themselves |from |benefits |liability |- |VERIFIED |ANSWER✔✔-There |is |no |specific |assignment |limit |that |
will |fully |protect |a |client |from |benefits |liability.
Staffing |firms |that |classify |workers |as |"independent |contractors" |expose |_____________ |to |liability |
for |unpaid |employment |taxes. |- |VERIFIED |ANSWER✔✔-themselves |and |possibly |their |clients
Select |the |statement |that |is |true:
, 1. |PEOs |are |generally |recognized |as |the |employer |for |unemployment |insurance |purposes. |
2. |Unemployment |rules |for |PEOs |vary |from |state |to |state.
3. |PEO |clients |are |generally |recognized |as |the |employer |for |unemployment |insurance |purposes. |- |
VERIFIED |ANSWER✔✔-2. |Unemployment |rules |for |PEOs |vary |from |state |to |state.
Under |the |affordable |care |act, |which |of |the |following |statements |best |describes |a |"full |time |
employment."? |- |VERIFIED |ANSWER✔✔-An |employee |who |works |on |average, |30 |or |more |hours |per |
week |or |130 |hours |per |month.
The |Equal |Pay |Act |of |1963: |- |VERIFIED |ANSWER✔✔-prohibits |employers |from |paying |unequal |wages |
to |men |and |women |who |perform |jobs |that |require |substantially |equal |skill, |effort |and |responsibility.
ERISA |(Employee |Retirement |Income |Security |Act) |Section |414 |applies |to |what? |- |VERIFIED |
ANSWER✔✔-retirement |plans |& |group |life |insurance.
If |a |staffing |firm |is |required |to |have |an |affirmative |action |plan, |temporary |employees |must |be |
included |in |the |plan. |True |or |False? |- |VERIFIED |ANSWER✔✔-False
Temporary |employees |are |not |entitled |to |join |unions. |True |or |False? |- |VERIFIED |ANSWER✔✔-False
Which |of |the |following |statements |is |true |regarding |the |"look-back" |measurement |period? |- |VERIFIED
|ANSWER✔✔-Employers |can |use |the |look-back |method |for |new |'variable |hour' |employees.
The |Microsoft |case |is |a |landmark |co-employment |case |related |to |what? |- |VERIFIED |ANSWER✔✔-
Benefit |plans
Staffing |firms |may |terminate |employees |due |to |their |union |activities. |True |or |False? |- |VERIFIED |
ANSWER✔✔-False
PRACTICE EXAM Study Guide (2025)
Questions with complete solutions
An |employee |may |qualify |for |subsidized |health |coverage |from |a |public |health |insurance |exchange |
under |which |of |the |following |circumstances? |
A. |The |employer |offers |a |minimum |essential |coverage |plan |but |the |plan |does |not |provide |"minimum |
value"
B. |The |employees |share |of |the |premium |for |self-only |coverage |under |the |employers |plan |exceeds |a |
specified |percentage |of |the |employee |wages.
C. |Both |A |& |B
D. |None |of |the |above |- |VERIFIED |ANSWER✔✔-C
Staffing |agencies |________________ |to |protect |the |clients |from |workers |compensation |tort |liability |
through |indemnification |provisions |in |the |contract. |- |VERIFIED |ANSWER✔✔-may |be |able |to
Under |FMLA's |Military |caregiver |leave, |eligible |employees |who |are |the |spouse, |son, |daughter, |parent |
or |next |of |kin |of |a |covered |service |member |to |take |up |to |26 |weeks |of |leave |during |a |12 |month |
period |to |care |for |a |service |member |who |is |undergoing |medical |treatment, |recuperation, |or |therapy |
for |a |serious |illness |or |injury. |True |or |False. |- |VERIFIED |ANSWER✔✔-True
Under |ADA, |employers |______________ |use |a |qualification |test |( |such |as |lifting |a |certain |number |of |
pounds) |to |screen |out |candidates |with |a |disability. |- |VERIFIED |ANSWER✔✔-may |not
Generally, |when |may |a |staffing |firm |be |held |responsible |for |sexual |harassment |committed |by |its |
clients? |- |VERIFIED |ANSWER✔✔-If |the |staffing |firm |knows |or |should |know |of |the |harassment.
,While |placing |a |job |offer, |your |client |indicates |the |position |is |exempt. |What |do |you |need |to |consider |
to |determine |if |the |position |should |be |classified |as |exempt? |- |VERIFIED |ANSWER✔✔-The |wage |& |the |
primary |job |duties.
ABC |staffing |firm |regularly |contracts |applicants' |former |employers |as |part |of |a |routine |reference |
check, |and |then |provides |reference |information |to |their |clients. |Under |these |circumstances, |which |of |
the |following |is |required |to |exclude |the |reference |information |from |being |considered |a |consumer |
report? |
A. |Written |notification |to |the |candidate |of |the |right |to |request |the |nature |and |substance |of |any |
information |in |the |candidates |file |at |the |time |the |information |is |requested.
B. |Written |disclosure |to |the |candidate |of |the |nature |and |substance |of |all |information |in |the |file |
(sources |need |not |to |be |disclosed) |within |five |days |of |request.
C. |Written |confirmation |by |the |candidate |of |any |oral |consent |within |three |business |days.
D. |Prior |consent |(oral |or |written) |from |the |candidate |to |make |the |reference |check.
F. |Prior |consent |from |the |candidate |to |communicate |the |reference |information |to |the |prospective |
employer. |- |VERIFIED |ANSWER✔✔-All |of |the |above
Staffing |firms, |and |not |clients, |have |primary |responsibility |for |keeping |records |reflection |hours |
worked |by |temporary |employees. |True |or |False? |- |VERIFIED |ANSWER✔✔-True
By |limiting |temporary |workers |assignments |to |no |more |than________, |employers |can |protect |
themselves |from |benefits |liability |- |VERIFIED |ANSWER✔✔-There |is |no |specific |assignment |limit |that |
will |fully |protect |a |client |from |benefits |liability.
Staffing |firms |that |classify |workers |as |"independent |contractors" |expose |_____________ |to |liability |
for |unpaid |employment |taxes. |- |VERIFIED |ANSWER✔✔-themselves |and |possibly |their |clients
Select |the |statement |that |is |true:
, 1. |PEOs |are |generally |recognized |as |the |employer |for |unemployment |insurance |purposes. |
2. |Unemployment |rules |for |PEOs |vary |from |state |to |state.
3. |PEO |clients |are |generally |recognized |as |the |employer |for |unemployment |insurance |purposes. |- |
VERIFIED |ANSWER✔✔-2. |Unemployment |rules |for |PEOs |vary |from |state |to |state.
Under |the |affordable |care |act, |which |of |the |following |statements |best |describes |a |"full |time |
employment."? |- |VERIFIED |ANSWER✔✔-An |employee |who |works |on |average, |30 |or |more |hours |per |
week |or |130 |hours |per |month.
The |Equal |Pay |Act |of |1963: |- |VERIFIED |ANSWER✔✔-prohibits |employers |from |paying |unequal |wages |
to |men |and |women |who |perform |jobs |that |require |substantially |equal |skill, |effort |and |responsibility.
ERISA |(Employee |Retirement |Income |Security |Act) |Section |414 |applies |to |what? |- |VERIFIED |
ANSWER✔✔-retirement |plans |& |group |life |insurance.
If |a |staffing |firm |is |required |to |have |an |affirmative |action |plan, |temporary |employees |must |be |
included |in |the |plan. |True |or |False? |- |VERIFIED |ANSWER✔✔-False
Temporary |employees |are |not |entitled |to |join |unions. |True |or |False? |- |VERIFIED |ANSWER✔✔-False
Which |of |the |following |statements |is |true |regarding |the |"look-back" |measurement |period? |- |VERIFIED
|ANSWER✔✔-Employers |can |use |the |look-back |method |for |new |'variable |hour' |employees.
The |Microsoft |case |is |a |landmark |co-employment |case |related |to |what? |- |VERIFIED |ANSWER✔✔-
Benefit |plans
Staffing |firms |may |terminate |employees |due |to |their |union |activities. |True |or |False? |- |VERIFIED |
ANSWER✔✔-False
