NAB RC AL Employment Regulations Exam Questions & Verified Answers
Residential Care & Assisted Living Prep 1
Domain 1: Anti-Discrimination & Equal Employment Opportunity (1–25)
1. Title VII of the Civil Rights Act prohibits discrimination based on:
A) Age
B) Disability
C) Race
D) Genetic information
Answer: C
Rationale: Title VII covers race, color, religion, sex, national origin. Age (ADEA),
disability (ADA), genetic info (GINA) are separate laws.
2. The ADEA protects employees who are at least:
A) 40 years old
B) 55 years old
C) 62 years old
D) Any age
,Answer: A
Rationale: Age Discrimination in Employment Act applies to age 40+.
3. Which law requires reasonable accommodation for qualified individuals with
disabilities?
A) ADEA
B) ADA
C) FMLA
D) FLSA
Answer: B
Rationale: Americans with Disabilities Act (Title I) covers employment.
4. A caregiver uses a wheelchair. The assisted living facility must:
A) Fire the caregiver for safety reasons
B) Provide reasonable accommodation unless undue hardship
C) Require a second opinion
D) Demote to a desk job
,Answer: B
Rationale: ADA requires interactive process and reasonable accommodation.
5. Sexual harassment by a resident against an employee:
A) Is not the employer’s responsibility
B) Can create employer liability if known and ignored
C) Is automatically a crime
D) Requires firing the resident
Answer: B
Rationale: Employer may be liable for non-employee harassment if it fails to take
reasonable corrective action.
6. Which is an example of disparate impact?
A) Intentionally not hiring women
B) A physical agility test that screens out 80% of women and is not job-related
C) Making sexist jokes
D) Promoting only relatives
, Answer: B
Rationale: Disparate impact = neutral policy that disproportionately harms a
protected group.
7. An employer refuses to hire a qualified Muslim applicant because she wears a
hijab. This violates:
A) Title VII religious discrimination
B) ADEA
C) FLSA
D) OSHA
Answer: A
Rationale: Religious dress/grooming practices are protected under Title VII.
8. The Pregnancy Discrimination Act (PDA) treats pregnancy as:
A) A disability under ADA
B) A temporary disability for job benefits
C) A reason for termination
D) A FMLA-only issue
Residential Care & Assisted Living Prep 1
Domain 1: Anti-Discrimination & Equal Employment Opportunity (1–25)
1. Title VII of the Civil Rights Act prohibits discrimination based on:
A) Age
B) Disability
C) Race
D) Genetic information
Answer: C
Rationale: Title VII covers race, color, religion, sex, national origin. Age (ADEA),
disability (ADA), genetic info (GINA) are separate laws.
2. The ADEA protects employees who are at least:
A) 40 years old
B) 55 years old
C) 62 years old
D) Any age
,Answer: A
Rationale: Age Discrimination in Employment Act applies to age 40+.
3. Which law requires reasonable accommodation for qualified individuals with
disabilities?
A) ADEA
B) ADA
C) FMLA
D) FLSA
Answer: B
Rationale: Americans with Disabilities Act (Title I) covers employment.
4. A caregiver uses a wheelchair. The assisted living facility must:
A) Fire the caregiver for safety reasons
B) Provide reasonable accommodation unless undue hardship
C) Require a second opinion
D) Demote to a desk job
,Answer: B
Rationale: ADA requires interactive process and reasonable accommodation.
5. Sexual harassment by a resident against an employee:
A) Is not the employer’s responsibility
B) Can create employer liability if known and ignored
C) Is automatically a crime
D) Requires firing the resident
Answer: B
Rationale: Employer may be liable for non-employee harassment if it fails to take
reasonable corrective action.
6. Which is an example of disparate impact?
A) Intentionally not hiring women
B) A physical agility test that screens out 80% of women and is not job-related
C) Making sexist jokes
D) Promoting only relatives
, Answer: B
Rationale: Disparate impact = neutral policy that disproportionately harms a
protected group.
7. An employer refuses to hire a qualified Muslim applicant because she wears a
hijab. This violates:
A) Title VII religious discrimination
B) ADEA
C) FLSA
D) OSHA
Answer: A
Rationale: Religious dress/grooming practices are protected under Title VII.
8. The Pregnancy Discrimination Act (PDA) treats pregnancy as:
A) A disability under ADA
B) A temporary disability for job benefits
C) A reason for termination
D) A FMLA-only issue
