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Quizzes > Quizzes for Business > Human Resources

HR Compliance Trivia Quiz Challenge

Assess your HR compliance knowledge today

Editorial: Review CompletedCreated By: Sadat SaeedUpdated Aug 28, 2025
Difficulty: Moderate
Questions: 20
Learning OutcomesStudy Material
Colorful paper art depicting elements related to HR Compliance Trivia Quiz.

This HR compliance trivia quiz helps you practice key rules on labor laws, I‑9s, recordkeeping, and workplace policies in 15 multiple-choice questions. Use it to spot gaps before training or an audit while learning a few quick facts. For more practice, try the broader HR compliance quiz or focus on forms with the I‑9 quiz .

Which federal law primarily governs minimum wage and overtime requirements for most U.S. employees?
Equal Pay Act (EPA)
National Labor Relations Act (NLRA)
Family and Medical Leave Act (FMLA)
Fair Labor Standards Act (FLSA)
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Under the I-9 process, when must an employer complete and review Section 2 for a new hire?
Before a job offer is extended
Within 7 business days of the job application
By the end of the employee's first calendar month
Within 3 business days of the employee's start date for pay
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What agency enforces federal anti-discrimination laws such as Title VII in the workplace?
Occupational Safety and Health Administration (OSHA)
Department of Homeland Security (DHS)
National Labor Relations Board (NLRB)
Equal Employment Opportunity Commission (EEOC)
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Which law provides eligible employees with job-protected unpaid leave for certain family and medical reasons?
Uniformed Services Employment and Reemployment Rights Act (USERRA)
Health Insurance Portability and Accountability Act (HIPAA)
Family and Medical Leave Act (FMLA)
Consolidated Omnibus Budget Reconciliation Act (COBRA)
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Which of the following is a protected class under federal law for employment discrimination?
Political party affiliation (federal)
Religion
Smoking status (federal)
Marital status (federal)
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Which statement best describes the employer's obligation regarding I-9 document choice?
Only a passport can be accepted
The employer must specify the exact documents the employee should bring
The employee chooses which acceptable documents to present from the I-9 lists
Only a driver's license and Social Security card can be accepted
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What is the purpose of the OSHA 300 Log?
To track employee overtime hours
To record work-related injuries and illnesses
To record employee performance ratings
To track paid time off accruals
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Which federal law restricts the use of genetic information in employment decisions?
Age Discrimination in Employment Act (ADEA)
Genetic Information Nondiscrimination Act (GINA)
Lilly Ledbetter Fair Pay Act
Equal Pay Act (EPA)
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Which act requires continuation of group health coverage for eligible employees after certain qualifying events?
ERISA
USERRA
COBRA
NLRA
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Under the FLSA, which employees are generally eligible for overtime pay?
Exempt employees who travel
Non-exempt employees working over 40 hours in a workweek
Independent contractors
All salaried employees regardless of duties
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What is the primary purpose of the Americans with Disabilities Act (ADA) in employment?
To provide paid family leave
To regulate union elections
To prohibit discrimination and require reasonable accommodation for qualified individuals with disabilities
To set national minimum wage
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What is the general rule about selective use of E-Verify for new hires?
It should be used only if I-9 documents look suspicious
It can be used only for rehires
It must be used consistently for all new hires at participating worksites, without discrimination
It can be used only for non-citizen hires
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Which law primarily protects workers' rights to engage in concerted activities regarding wages and working conditions?
NLRA
COBRA
OSHA
FLSA
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Under FMLA, what is a key eligibility requirement for an employee?
Being salaried at any level
Working part-time only
Having a professional license
Meeting tenure and hours-of-service thresholds with a covered employer
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Which practice best complies with the Fair Credit Reporting Act (FCRA) when using a background check for employment?
Rely on verbal consent after the report is obtained
Combine the disclosure with the job application fine print
Skip pre-adverse action steps if the report is public record
Provide a standalone disclosure and obtain written authorization before procuring the report
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Which statement best describes a bona fide occupational qualification (BFOQ)?
A narrow exception allowing certain otherwise discriminatory practices when reasonably necessary to the normal operation of the business
A union-negotiated wage scale
A general preference to hire younger employees for speed
A requirement to pay overtime to exempt employees
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For I-9 retention, how long must an employer keep a former employee's Form I-9?
Only until the first payroll is processed
For the longer of 3 years after the date of hire or 1 year after termination
Indefinitely
For 90 days after termination
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Independent contractor misclassification risk is best reduced by focusing on which factor?
Length of the project alone
Contractor's preference to be 1099
Degree of control over how, when, and where the work is performed
Contractor's hourly rate only
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Disparate impact discrimination is best described as which scenario?
An employee is denied overtime pay
A neutral policy that disproportionately excludes a protected group without business necessity
A worker is injured on the job
A manager intentionally refuses to hire a candidate due to religion
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Which step is required before taking an adverse employment action based on a consumer report under FCRA?
Notify only the background screening company
Destroy the report immediately
Wait for 60 days with no communication
Provide a pre-adverse action notice with a copy of the report and a summary of rights
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Learning Outcomes

  1. Analyse HR policies to flag compliance risks
  2. Evaluate labor law scenarios effectively
  3. Master essential workplace regulation principles
  4. Identify gaps in HR compliance procedures
  5. Demonstrate proper I-9 verification processes

Cheat Sheet

  1. Get to Know Form I-9 - Think of Form I-9 as your backstage pass to lawful employment in the U.S. It's the document that proves you're ready to work by day three - no slips allowed!
  2. Master the Acceptable Documents - Employees can choose a List A superstar (like a passport) or team up a List B ID with a List C work authorization. Knowing your document combos keeps the hiring crew happy and compliant.
  3. Spot the Expiration Dates - Expired documents are a total no-go - think of them as expired coupons: totally worthless. Always double-check dates to keep your I-9 game strong.
  4. Stay Fair with Everyone - The I-9 world is no place for favoritism: employers must treat all hires equally, no matter their background. Asking for extra or specific docs? That's a discrimination red card!
  5. Meet Your Digital Bouncer (E-Verify) - E-Verify is like the digital bouncer checking your I-9 info against government databases. Some employers must use it, and it's a great way to level up your compliance cred.
  6. Virtual Verification Tips - Working from afar? Virtual I-9 verification lets you confirm documents by video call, but you must follow strict rules to keep things legit. Remote-friendly doesn't mean compliance takes a vacation!
  7. Beat the Clock on Completion - Employees knock out Section 1 on day one, and employers wrap up Section 2 within three business days. Miss these deadlines, and you'll trigger a compliance foul.
  8. Lock in Your Records - Store your I-9 files like precious artifacts - keep them for three years after hire or one year post-employment, whichever is longer. Proper storage makes audits feel less scary.
  9. Dodge Costly Penalties - Slip-ups can cost big bucks: civil fines, surprise audits, and even criminal charges await non-compliance. Staying on top of I-9 rules keeps your wallet and reputation intact.
  10. Keep Your Intel Fresh - Regulations can change faster than a trending TikTok dance - stay updated with official USCIS and DOJ resources. A quick refresher now and then keeps you dancing in compliance.
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