ENT 466 Test 2
What was the minimum wage is 1935
$0.25
What is the minimum wage?
$7.25
The _____________ Act - prohibits a judgement creditor from taking more than 25% of an employee's net earnings through a wage garnishment
Consumer Credit Protection
T/F Job analysis can help determine whether someone should be classified as exempt or nonexempt under wage/hour laws.
True
T/F Like apprenticeships, internships are a type of cooperative training.
True
T/F Some states require employers to provide paid FMLA leave, rather than unpaid leave.
True
COBRA: Certain conditions, referred to as ________________-- require the employer to provide continued health & medical insurance coverage
qualifying events
If you are 14 or 15, what is the most hours you can you work on a non-school day?
8
T/F The contents of an employee handbook form a written contract between the individual employee and the employer.
False
T/F It is a myth that unionized employees make higher wages than do non-union workers.
False
T/F Most companies prefer to use in-house security staff because of the risk of outsiders gaining access to confidential or proprietary information.
False
T/F The Polygraph Protection Act allows the use of polygraphs for most pre-employment screening.
False
T/F Rules of the IRS and Department of Labor determine which workers qualify as independent contractor.
True
T/F The Equal Pay Act makes it illegal to discriminate against people in terms of the pay, employee benefits, and pension they earn based on their gender when they do equal work.
True
T/F The employee polygraph protection act does not apply to pharmaceutical companies
True
T/F You may hire a worker who is 12 or 13 years old for any nonhazardous agricultural work outside of school hours if the child's parents work on the same farm or if you have their written consent
True
T/F all health insurance plans must guarantee the availability and renewal of coverage regardless of health status.
True
What two types of employees are always nonexempt?
blue-collar and first responders
o Decrease the ____________, coverage costs increase for insurance companies who pass this on to employers
deductible
exempt or nonexempt? outside sales employees
exempt
what is FICA-M
medicare tax
Who is responsible for administering and enforcing FLSA
the wage and hour division
T/F COBRA does not cover churches
true
Does this information have to get stored in a separate file? form 1-9
yes
- Beginning in 2014, an additional tax of ________% on wages of single individuals in excess of $_____________ annually
0.9%, $200,000
- Large employers must provide reasonable break time for an employee to breastfeed her child for up to how much time after the child's birth
1 year
Workers 14 and 15 are limited to the following work time restrictions: no more than _____ hours a week when school is in session
18
Penalties for Minimum Wage & Overtime Violations: - Back pay for up to ______ years from date of offense
2
To be considered a bona-fide executive, the employee must customarily and regularly direct the work of how many employees?
2 or more full-time employees
o in 2014, a ___________% excise tax is collected at the time of purchase on all medical devices
2.3%
Family Medical Leave threshold
50 or more employees for each working day in 20 or more calendar weeks of the current or proceeding calendar year
The employees and/or covered dependents have _____ days from the date of the Qualifying Event Notification letter or from the loss of coverage date to elect COBRA benefits
60
What is the minimum wage in Georgia?
$5.15
FICA-M (Medicare tax) is _______%
1.45
T/F Pay for time not worked normally includes benefits such as holidays, vacations, and sick leaves.
True
who enforces the equal pay act
EEOC
COBRA: Fines can be increased to $________ per day if there was more than one qualified beneficiary per family
$200
T/F Although statues limit your right ot fire employees because of garnishments, you can still fire such employees for legitimate business reason - or for any reason that isn't illegal, if the employee works at will - as long as you can establish that the firing wasn't based on the garnishment
True
T/F An employee has rights and responsibilities beyond those spelled out in the job description, employment contract, HR policies, and the employee handbook.
True
T/F If you lend or extend credit to an employee, federal law allows you to withhold money from the employee's pay to satisfy that debt
True
T/F It is legal for an employer to check a person's social security number, motor vehicle records and his/her military record when the employer is doing an applicant background check.
True
T/F Joelle worked for fifteen years for a pharmaceutical company that emphasized promotion from within and continuing employee training and development. The company has had financial reverses and Joelle was terminated in a mass layoff. Now, Joelle is facing moving from an organization-centered career planning model to an individual-centered career planning process.
True
T/F Kevin is undergoing chemotherapy once a week on Fridays. Kevin has used up all of his personal days and sick leave for the year. He is able to take FMLA leave every Friday and will be able to continue FMLA leave until he has used up all that remain of his 60 days per year of FMLA leave.
True
T/F One of the benefits of using independent contractors to offset labor shortages is that these workers can be dismissed when they are no longer needed.
True
T/F T/F The employee polygraph protection act does not apply to investigations involving misappropriation, theft, embezzlement, industrial espionage, or industrial sabotage
True
T/F if two judgement creditors garnish an employee's wages or one judgement credit garnishes an employee's wages to pay two different judgments, you're free to fire that employee
True
Penalties for Minimum Wage & Overtime Violations: - Fined of up to $_________ per violation against employers who willfully or repeatedly violate the minimum wage or overtime pay provisions
1,100
To be eligible for FMLA benefits an employee must have worked at least _____________ hours over the previous months
1,250
Workers 14 and 15 are limited to the following work time restrictions: no more than _____ hours on a school day (including fridays)
3
Under the Davis-Bacon Acts: Must be based on _____% of the local labor force, based on union contracts
30
-Mass Layoff: occurs when a reduction in force is not the result of a plant closing but involves at least ____________% of the employees and at least ________ employees are laid off for at least a _________-day period
33 50 30
In order for a local newspaper to always be exempt it must have a circulation of less than ________.
4,000
Workers 14 and 15 are limited to the following work time restrictions: no more than _____ hours a week when school is in not in session
40
- Employers with _____________employees (including full-time equivalent employees) report information regarding the health coverage they offer to their full-time employees
50+ full time
Affordable Care Act Covers any employer with at least one employee and at least $___________ in annual dollar volume of business is covered
500,000
For social security, Employer matches employee's ___________% contribution of the first $118,500 of an employee's annual salary
6.2
Under the Worker Adjustment & Retraining Notification Act, covered employers are required to provide a _______ day written notice to employees in the event of a plant closing or mass layoff
60
What is the earliest time in the day at 14 or 15 year old can work not between June 1 and Labor day?
7 a.m
For social security, total employer contribution is _______%
7.62
What is the earliest time in the day at 14 or 15 year old can work between June 1 and Labor day?
7am
What is the latest time in the day at 14 or 15 year old can work not between June 1 and Labor day?
7pm
Workers 14 and 15 are limited to the following work time restrictions: no more than _____ hours on a non-school day
8
An employer may not impose a waiting period greater than _____ days for the employee to satisfy before getting health coverage
90
how long is a training wage elligble?
90 days
What is the latest time in the day at 14 or 15 year old can work between June 1 and Labor day?
9pm
A statement in the employee handbook that the employee or the employer may terminate the relationship at any time, for any reason, with or without cause or notice is called a/an ____ statement. a. implied contract b. temporary employment c. employment-at-will d. no-fault-employment
C
How are Social Security benefits funded? a. an employer tax based on the employer's "experience rating" b. deductions from the employee's paycheck which are transferred to the federal government by the employer c. a federal tax on employee wages and salaries paid equally by employers and employees d. on a state-by-state basis through payroll deductions
C
Pension plan in which benefits of pension is paid in by both parties involved such as employers and employees is classified as a. non-discretionary plan b. discretionary plan c. contributory plan d. non-contributory plan
C
In terms of coverage, employers and employees not covered by FLSA are generally subject to: a. other federal laws. b. third party arbitration. c. independent arbitration. d. state laws.
D
Medical information on employees must be a. maintained off-site. b. filed with the employee's general personnel files.. c. more extensive for employees covered by the ADA. d. limited access.
D
Does this information have to get stored in a separate file? rates of pay
no
Does this information have to get stored in a separate file? termination records
no
Does this information have to get stored in a separate file? test scores
no
Does this information have to get stored in a separate file? training records
no
Does this information have to get stored in a separate file? transcripts
no
exempt or nonexempt? blue collar workers
nonexempt
exempt or nonexempt? carpenters
nonexempt
exempt or nonexempt? construction workers
nonexempt
exempt or nonexempt? craftsmen
nonexempt
exempt or nonexempt? electricians
nonexempt
exempt or nonexempt? longshore workers
nonexempt
exempt or nonexempt? mechanics
nonexempt
exempt or nonexempt? plumbers
nonexempt
exempt or nonexempt? police officers
nonexempt
_______________ - Those paid on an hourly basis covered by the FSLA
nonexempt employee
___________________ - Employees who are entitled to the minimum wage and overtime pay, because they are not exempt from the requirements
nonexempt employees
agricultural jobs - You may hire a worker who is 14 or 15 years old for any _________________ agricultural work outside of school hours
nonhazardous
T/F The Equal Pay Act applies to executives, administrative, and professional employees, and outside salespeople, even though they're otherwise exempt from the FLSA requirements
true
T/F You don't have to provide overtime pay to an employee who performs office or nonmanual work if he or she regularly performs at least one of the duties of an exempt executive, administrative, or professional employee
true
T/F You have to tell your employees that their cars are subject to be searched if there is reasonable cause
true
T/F You must pay the state minimum wage if it is higher than the federal minimum wage
true
T/F under FMLA Employee is entitled to health insurance coverage during the leave period
true
T/F under FMLA employee must be allowed to return to his/her previous or equivalent job
true
T/F you don't have to provide a minimum wage or overtime pay to certain computer workers
true
T/F Bob is the customer interface spacialist for CTE and receives a salary of $2,800 per month taking online customer orders and dealing with customer complaints. He also supervises Mary, a part-time employee and is responsible for her training. On Saturdays he is responsible for backing up all online files. He also submits his and Mary's time sheets. Bob is a nonexempt employee.
true Bob does not make the $913 minimum, his primary duty is not managing the enterprise, he does not supervise two or more fulltime empoyees, and he cannot hire/fire.
T/F Bob is the vice president of cstomer retention and receives a salary of $3,700 per month taking online customer orders and dealing with customer complaints. He also supervises Mary and Dave, two fulltime employees. He is further responsible for their training and performance evaluations. On Saturdays he is responsible for creating Mary and Dave's work schedules for the coming week. He also is working on the position announcement for the new positions in the department that he will hire for in the spring. Bob is a nonexempt employee.
True Bob meets all four requirements to be a bona-fide executive.
____________ Act: sets out federal requirements for the minimum wage and overtime pay
Fair Labor Standards Act
Graphology has had limited acceptance by organizations in the United States because the Employee Polygraph Protection Act prohibits its use in most areas. A) True B) False
False
T/F The Family and Medical Leave Act applies to employees the moment they begin employment.
False
T/F An employee handbook can be seen as an employment contract
False
T/F An employee handbook guarantees employment
False
T/F Ernest is applying to a carpentry apprenticeship program. He must take a test involving mathematical calculations including working with fractions and geometry. This is illegal because carpentry is a manual labor job and these tests are cognitive and not job-related.
False
T/F Federal child labor laws forbid employers to allow anyone under the age of 21 from working in a hazardous occupation.
False
T/F HR is required to maintain central files of material safety data sheets so that the MSDSs can be rapidly accessed by supervisors in case of employee injury.
False
T/F Mary is the deputy vice president of customer satisfaction at CTE and receives a salary of $4,500 per month taking online customer orders and dealing with customer complaints. She also supervises Bob and Dave, two part-time employees. She is further responsible for their training and performance evaluations. On Saturdays she is responsible for completing Bob and Dave's time sheets for the preceding week. She also is working on the new corporate logo. Mary is an exempt employee.
False Mary is nonexempt , her primary duty is not managing the enterprise, she does not supervise two or more fulltime empoyees, and no indication that she can hire/fire.
T/F The Affordable Care Act applies to the government health exchange
False The Affordable care act does NOT apply to the government health exchange
The 15-member agency is tasked with reducing Medicare costs while retaining quality of care
IPAB
IPAB
Independent Payment Advisory Board
The _____ Act extends the prevailing-wage concept to manufacturers or suppliers of goods for government contracts.
Walsh-Healey
_______________ Act: federal contracts or subcontracts for the manufacture or furnishing of materials, supplies, articles, and equipment in any amount exceeding $10,000
Walsh-Healey
_____________________Act that says Covered employers are required to provide a 60-day written notice to employees in the event of a plant closing or mass layoff
Worker Adjustment & Retraining Notification Act
_______________ is indirect compensation given to employees as a condition of organization membership
employee benefits
FLSA threshold
employers with 1 or more employees who engage in interstate commerce, produce goods for interstate commerce, or handle, sell, or work on goods or materials that have been moved in or produced for interstate commerce
exempt or nonexempt? Seamen employed on foreign vessels
exempt
exempt or nonexempt? amusement park employee
exempt
exempt or nonexempt? apprentices
exempt
exempt or nonexempt? casual babysitters
exempt
exempt or nonexempt? employees engaged in fishing operations
exempt
exempt or nonexempt? highly paid employees
exempt
exempt or nonexempt? independent contractors
exempt
exempt or nonexempt? newspaper delivery workers
exempt
exempt or nonexempt? outside salespeople
exempt
exempt or nonexempt? parents, spouse or children
exempt
T/F If you are terminated for misconduct or poor performance you are edible for unemployment compensation
false
T/F If you are unemployed due to a labor dispute, you are qualified for unemployment compensation
false
T/F If you leave the drop voluntarily you are eligible for unemployment compensation
false
T/F The employee polygraph protection act applies to security companies
false
T/F you do not have to state that electronics are subject to search
false
t/f an employee working a local newspapers with less than 4,000 circulation is nonexempt
false
t/f an employee working a local newspapers with more than 4,000 circulation is exempt
false
What are two types of businesses that can be exempt from the FLSA?
farming and transportation
_____________: This plan allows an employee to set aside from your paycheck before federal and SSAN taxes are deducted, in order to pay for eligible health care expenses for employee and eligible dependents
flexible spending accounts
Affordable Care Act: - Defines a full-time employee as one working an average of at least ______ hours per week or at least ________ hours in a month
30;130
T/F A company that manufactures parts for windmills has seen demand for its products go so high that it will need to ask employees to work four hours of overtime daily for the foreseeable future. The HR director has warned that from a safety perspective, it would be better to hire additional employees than to ask current employees to work overtime. The HR director is correct.
True
McNamara-O'Hara Service Contract Act: Employers who hold contract or subcontracts to provide services in excess of $_________ to the United States government
2,500
- No more than _______% of hours worked per week is allowed to be performed in activities that are nonexempt work
20
COBRA threshold
20 FULL TIME employees
How old must you be to be eligible for a training wage?
20 or younger
Cobra threshold
20+ full time employees
The Consumer Credit Protection Act - prohibits a judgement creditor from taking more than _________% of an employee's net earnings through a wage garnishment
25
Since 2010, young adults may remain on their parents' plan until age ______
26
The maximum age for a dependent child to be eligible for COBRA benefits is now _______. Should a child reach that age within the 36-mont period, he or she is no longer covered
26
COBRA: ______ months if the terminated employee is disabled
29
If you are 14 or 15, what is the most hours you can you work on a school day?
3
Penalties for Minimum Wage & Overtime Violations:- Up to _____ years from date of offense for willful violations
3
All but which of the following categories of employees are excluded from coverage under the Fair Labor Standards Act? A) Executives B) Administrative employees C) Wage employees D) Professional employees
C
All of the following are ways to measure the effectiveness of safety efforts EXCEPT a. worker's compensation costs per injury/illness. b. percentage of illnesses/injuries per department. c. cost of personal protective equipment per employee. d. incident rate comparisons within the industry.
C
Apprenticeships are used most often to train people for jobs in a. supervision of hourly workers. b. assembly line work. c. traditional skilled crafts and trades. d. technical areas such as veterinary technicians and x-ray technicians.
C
The government regulation of the minimum wage is an attempt to reduce: a. unemployment. b. discrimination. c. poverty. d. standard of living.
C
What benefits do alternative dispute resolution systems provide employers? a. higher employee productivity b. reduction in numbers of employee complaints c. lower legal costs d. fewer constraints on management behaviors than when no ADR system is in place
C
McNamara-O'Hara Service Contract Act must also provide ___________ to service employees comparable to the prevailing benefits
fringe benefits
What are the 3 requirements to be considered a white-collar employee?
minimum earnings salary basis duties
_____________ - having a second job in addition to one's regular employment - Should be based on sound business considerations
moonlighting
Does this information have to get stored in a separate file? application and resume
no
Does this information have to get stored in a separate file? exit interviews
no
exempt or nonexempt? operating engineers
nonexempt
Employees who are paid overtime and are usually paid an hourly wage are called
nonexempt employees
♣ Increasing the cost of medical devices increases healthcare costs, which drive up ___________ costs for employees
premium
___________ : is the minimum wage established for each class of workers as determined by the secretary of labor
prevailing wage
To be exempt, the white-collar employee must perform duties that are either _________, ____________, or _____________ in nature
professional
t/f Pension plans are retirement benefits established and funded by employers and employees.
true
What is the minimum wage in California?
$10
Affordable Care Act Threshold
1 employee
2 main purposes of evaluations
1. improve performance 2. product employers from wrongful termination claims
Penalties under Cobra: There is an IRS excise tax penalty of $_____ per day for each violation
100
FMLA provides for __________ weeks of unpaid leave
12
To be eligible for FMLA benefits an employee must worked for the employer for a total of ___________ months.
12
How many people make up the IPAB?
15
minimum age to be a apprentice
16
If you are 14 or 15, what is the most hours you can you work a week when school is in session?
18
COBRA: ________ for the employee's former spouse and dependents when the qualifying event is the employee's death or divorce
36
As much as ________% is allowed in retail or service establishments for nonexempt work
40
If you are 14 or 15, what is the most hours you can you work when school is not in session?
40
Plant Closing: The permanent or temporary shutdown of a single sit of employment or one or more facilities or operating units within a single sit of employment, provided that the shutdown results in an employment loss of ________ or more employees during any 30-day period
50
All of the following conditions are required to constitute a incident of sexual harassment EXCEPT a. the actions involve physical contact. b. the actions create a hostile environment. c. the actions are sexually directed. d. the actions are unwanted.
A
Angela is a self-employed graphic artist. Typically she is hired by companies for special projects that may last anywhere from a week to six months. Angela is a/an a. independent contractor. b. undocumented worker. c. temporary employee. d. self-leasing professional.
A
Because of its cutting-edge technical processes, the CEO of Pro-X Components, Inc., has told the Miguel, the HR director, that Miguel must attract "the cream of the crop" for all scientific job openings in the company. Miguel needs to do all of the following to attract the best new university graduates and top young scientists , EXCEPT a. offer the top people on the market independent contractor positions. b. develop a positive brand image for the organization. c. recruit nationally and, perhaps, globally. d. maintain a continuous recruiting presence at the top universities.
A
The Employee Polygraph Protection Act a. prohibits polygraph use for pre-employment screening purposes by most employers. b. prohibits private sector employers from using polygraph tests under any circumstances. c. prohibits government agencies from using polygraph tests except in circumstances where national security is involved. d. permits the use of polygraphs, but only when administered by a trained expert.
A
The Equal Pay Act of 1963 prohibits unequal pay based on: A. Gender B. Age C. Employment classification D. Merit E. Submission to sexual advances
A
The Fair Labor Standards Act of 1938 created: a. Minimum wage requirements. b. Accommodations for the disabled. c. The I-9 form. d. Discrimination laws.
A
The employment law that requires employers to allow employees up to twelve weeks unpaid leave to care for an ill spouse, parent, or child is: a. Family and Medical Leave Act of 1993. b. The Americans with Disabilities Act. c. The Civil Rights Act of 1964. d. The Fair Labor Standards Act of 1938.
A
Who provides the funds for workers' compensation? a. employers through insurance premiums b. employees through paycheck deductions c. the federal government through taxes d. state and local government through taxes
A
____ is the main federal legislation providing privacy rights regarding employee medical records. a. HIPAA b. COBRA c. ERISA d. FMLA
A
74. Which of the following statements is TRUE about employee handbooks? a. Employee handbooks are disappearing because of the high number of "implied contract" lawsuits which have been based on handbooks. b. The proper use of disclaimers in employee handbooks can preserve the employer's right to discharge employees with or without cause. c. If employee handbooks are used, the employer should view them as an enforceable contract with the employees. d. Language in the employee handbook should be vague enough to allow flexibility in interpretation when organizational procedures and rules are implemented.
B
A long-time assembly line worker, Ed, and his wife have divorced. Under COBRA rules, who must HR notify of their opportunities for extended health benefits? a. only Ed's wife b. Ed's wife and Ed's dependent children c. Ed's wife, his dependent children, and Ed's dependent elderly parents d. No one, since this is a divorce and not Ed's death.
B
An agreement in which an employee who is being terminated agrees not to sue the employer in exchange for specific benefits is called a/an a. terminal contract. b. separation agreement. c. non-enforceable contract made under duress. d. severance contract.
B
Arlene works as a teller for a bank. During an armed robbery, Arlene was injured by flying glass. She needed hospitalization for several days. Under workers' compensation, Arlene can expect all of the following EXCEPT a. payments to replace lost wages. b. 12 weeks of FMLA leave. c. payments to cover medical bills. d. retraining for another position if she has psychological impairment from the episode that makes her unable to work as a teller.
B
Benefits that must be given to employees according to law in United States are classified as a. funding benefits b. mandated benefits c. voluntary benefits d. involuntary benefits
B
COBRA is a lifeline for employees who have been laid off because a. it continues the employee's medical benefits for up to 18 months at the employer's expense. b. the employee is able to continue medical benefits for at least 18 months if he/she pays the cost of the insurance. c. it allows employees to buy into the Medicaid program for up to 18 months. d. it transfers the employee's medical benefits from the employer's group policy to an insurance exchange for a discounted fee for up to 18 months.
B
Employees that do not receive overtime pay are called: a. subcontractors. b. exempt employees. c. supervisors. d. subordinates.
B
In most developed countries, ____ provide/s most health and retirement benefits for citizens. a. employers b. the government c. non-governmental organizations, such as charities d. workers' unions
B
Jill, a talented marketing and public relations professional with a major corporation, has been diagnosed with chronic clinical depression. Jill has requested that she be given a lighter travel schedule and attend more meetings via teleconferencing. This accommodation would require some restructuring of Jill's job, modifying her work schedule, and giving some of her assignments to other (somewhat less talented) employees. Which of the following statements is FALSE? a. Jill's request is covered by the ADA, the same as a request for a physical disability. b. Jill should be encouraged to take FMLA leave to see if the time off will cure her depression. c. If the company makes the accommodations for Jill, the reason for the accommodations must be kept confidential. d. HR should verify Jill's medical condition with her psychiatrist.
B
Morse and Cremona, Inc., has hired a private investigator to follow an employee who has filed a workers' compensation claim for a disabling back injury. What legitimate reason would Morse and Cremona have to consider the expense of the private investigator cost-beneficial? a. The company wants to discredit the employee's claim so that it is not vulnerable to OSHA fines for unsafe workplace conditions. b. False workers' compensation claims increase the company's premiums. c. The employee may intend to sue the company for negligence. d. The employer does not want to pay a valid workers' compensation claim.
B
The Equal Pay Act prohibits employers from discrimination in pay based on: a. race. b. gender. c. religion. d. age.
B
The Family and Medical Leave Act (FMLA) defines a ____ as one requiring in-patient, hospital, hospice, or residential medical care or continuing physician care. a. medical leave event b. serious health condition c. life threatening illness d. covered health-related event
B
The Polygraph Protection Act a. allows employers to fire an employee accused of theft or other wrongdoing in the workplace if the employee refuses to take a polygraph. b. requires employees to be advised of their rights before taking a polygraph test. c. allows polygraphs to be used to screen new applicants in all but a few occupations. d. requires that law enforcement personnel be present when a polygraph is administered if the employee is accused of theft or other illegal activity.
B
The Walsh-Healy Act regulates working conditions for: a. railway workers. b. government contractors. c. labor inspectors. d. healthcare providers.
B
The Worker Adjustment and Retraining Notification Act __________________. A) requires 14 days advance notice of plant closings. B) requires 60 days advance notice of plant closings C) requires 30 days advance notice of plant closings and up to 30 days of paid retraining D) Was found to be in violation of freedom of expression by the Supreme Court.
B
The major contributor(s) to the increase in workers' compensation costs is/are a. the escalation in the number and seriousness of on-the-job accidents. b. higher medical costs and litigation expenses. c. injuries to employees while working in foreign locations. d. employees injured while working at home.
B
Under the Family and Medical Leave Act (FMLA), an "eligible employee" is one who has worked at least __________ hours per week for each of the __________ prior to the leave. A) Twenty-five (25); six (6) months B) Twenty-five (25); twelve (12) months C) Forty (40); six (6) weeks D) Forty (40); twelve (12) weeks
B
What is purpose of the Worker Adjustment and Retraining Notification (WARN) Act? a. It mandates job retraining for workers who are laid off for economic reasons. b. It requires employers to give a 60-day notice before a layoff or facility closing involving more than 50 people. c. It requires employers to provide outplacement and severance pay for workers who are terminated in "mass" layoffs. d. It requires that employers contemplating layoffs must contact the Department of Labor 60 days before a mass layoff.
B
Which of the following criteria does NOT need to exist for an employee to qualify for the administrative exempt status? a. Be compensated on a salary basis at a rate not less than $455 per week. b. Advanced knowledge must be in science or learning. c. Have a primary duty of office or non-manual work related to the management of the company operation or customers. d. Exercise discretion and independent judgment with respect to matters of significance.
B
Which of the following statements is FALSE? a. It is legal for employers to track the websites that employees access at work. b. It is legal for employers to monitor private communications on an employee's personal phone. c. It is legal for employers to block employee access to certain websites. d. It is legal for employers to monitor employee email for business purposes.
B
Which of the following statements is TRUE? a. Anti-discrimination laws require that part-time employees must receive benefits if the company offers full-time employees benefits. b. Employers are required to provide part-time employees government-mandated benefits, but other benefits are voluntary for the employer. c. Part-time employees are typically not interested in benefits because they are usually covered by a spouse's or parents' insurance policies. d. Most employers provide part-time employees pro-rated medical benefits, but no time-off benefits because these employees already work a reduced schedule.
B
Compensation and benefits managers in almost all organizations face a major and growing concern regarding the cost of a. equalization of pay between men and women. b. incentive pay for hourly employees. c. health-care benefits. d. outsourcing to lower-wage countries.
C
Obtaining orders or contracts for services is one of the primary duties of: a. union members. b. petit jurors. c. outside salespeople. d. executive officers.
C
The most common area for HR specialization is a. EEO compliance. b. labor/management relations. c. benefits. d. HR information systems.
C
Type of pension plan in which all benefits of pension are provided by employer of organization is classified as a. contributory plan b. non-contributory plan c. non-discretionary plan d. discretionary plan
C
When terminating an employee a. the termination location should be visible by others, such as a glass-windowed office, so that violence is less likely. b. only the employee's supervisor should be present. c. the employee should be told what his final payroll and benefits status is. d. in order to counter rumors, the employee's co-workers should be told exactly why the employee was terminated.
C
Which of the following does NOT follow the typical guideline for conducting a termination interview? A. Give as much warning as possible for mass layoff B. Complete termination session within 15 minutes C. Terminate employees when they are on vacation or have just returned D. Be sure the employee hears about his or her termination from his/her manager, not a colleague E. Express appreciation for what the employee has contributed if appropriate
C
Which of the following occurrences is not covered by the Family and Medical Leave Act? A) The birth of a child B) The adoption of a child C) Care of a seriously ill friend D) A serious health condition that renders the employee unable to perform any of the essential functions of his/her job
C
Which of the following statements is TRUE? a. Most U.S. citizens over 55 have at least $250,000 in savings and investments. b. Most U.S. workers have pensions through their employers which will help support them in retirement. c. Employers with fewer than 100 workers do not typically offer retirement benefits for their workers. d. U.S. citizens are extremely sensitive to any changes in the federally-provided benefits offered by Social Security.
C
Why do a relatively low percentage of men take paternity leave? a. Men who are not single parents are not covered in the Family and Medical Leave Act. b. Employers can deny FMLA leave if the employee is not replaceable. Men tend to hold jobs that are more critical than women do. c. It is not socially acceptable for men to stay home for child-related reasons. d. Only one parent per family can take FMLA leave, and most couples decide that the mother will be the one to take FMLA leave.
C
Highly compensated employees are exempt if they: a. perform office or non-manual work. b. are paid $100,000 or more annually. c. Annual pay includes at least $55 per week (not paid in several large amounts). d. all of the above.
D
Jennifer, a member of the HR department, is working on the organization's job descriptions. She must classify duties as essential or marginal for ADA purposes, and she must also classify duties as primary or non-primary for FLSA purposes. Which of the following decision rules can Jennifer use in her task? a. If a duty is an essential job function for ADA purposes, it will also be a primary duty for FLSA purposes. b. There is no relationship between the requirements for essential functions and those for primary duties. c. If a duty is marginal for ADA purposes, it may still be considered primary for FLSA purposes. d. If a duty is primary for FLSA purposes, it will also be an essential job function for ADA purposes.
D
Karen is diabetic. She quit her job as an internal auditor with a bank and two months later found a job as the assistant CFO for a chain of grocery stores. The law that allows Karen to switch her health insurance plan from her former employer to her new employer to get new health insurance that covers her diabetes is a. ERISA b. FMLA c. COBRA d. HIPAA
D
Logging or saw milling occupations are considered: a. prohibited trades. b. belonging to primary industries. c. non-industrial occupations. d. hazardous occupations.
D
The Fair Labor Standards Act defines oppressive child labor by identifying hazardous occupations and: a. number of hours worked. b. prohibited industries. c. administrative regulations. d. age restrictions.
D
The country that has the highest hourly compensation for manufacturing production workers is a. the U.S. b. Japan. c. Australia. d. Germany.
D
The principle of equal pay for different jobs of equal worth is called: A. Cafeteria pay B. Equal benefits C. Disparate impact D. Comparable worth E. Disparate worth
D
Which of the following is FALSE? a. Written dress codes are more legally prudent than implicit dress codes. b. Employers can legally refuse to hire an otherwise-qualified individual because of his/her visible tattoos. c. It may be illegal for an employer to require a female employee to wear slacks if her religion requires women to wear skirts. d. It would be legal for an employer to refuse to hire an otherwise-qualified disabled person if that person could not wear the company uniform.
D
Which of the following is true of the Equal Pay Act? A. An employer who has violated Equal Pay Act must lower the wages of employees whose wages had been increased B. Federal workers are covered under the Equal Pay Act C. Employees cannot bring a private cause of action against an employer for violating the Equal Pay Act. D. It protects both sexes from pay discrimination based on gender
D
Which of the following laws restricts states in their regulation of creditor garnishments? A. Fair Labor Standards Act B. Omnibus Budget Reconciliation Act of 1993 C. Family Support Act of 1988 D. Consumer Credit Protection Act
D
All of the following are part of the Fair Labor Standards Act except: a. Minimum wage b. Exemption conditions for employees c. Work conditions for children under 18 d. Overtime e. Federal service contracts
E
T/F The employee polygraph protection act applies to federal/state and local governments
FALSE
T/F If an employee has been injured at work and must stay home to recuperate, the employer may not require the employee to use up his/her FMLA leave at the same time.
False
T/F If you decide to let an employee have a copy of his/her records, you can allow them to make the copy themselves.
False
T/F The difference between exempt and nonexempt employees is that exempt employees are paid overtime
False
T/F The Employee Polygraph Protection Act severely limited polygraph testing by employers and prohibited approximately 85 percent of all such tests previously administered in the United States.
True
T/F A disclaimer in the employee handbook that employees can be terminated at any time with or without cause is an assertion of the employers' right of employment-at-will.
True
T/F An employee handbook does not guarantee current job benefits forever
True
T/F Employees make important business decisions and have a fair amount of authority, they may qualify as exempt administrative employees
True
T/F Federal law requires you to display the federal minimum wage poster ,"Employee Rights Under the Fair Labor Standards Act,: prominently in the workplace
True
T/F In most states, public sector employees have greater access to their personnel files than do private-sector employees.
True
T/F Indirect compensation includes the whole array of benefits, some of which are required by law and others that are voluntary benefits offered by the company.
True
T/F Most Americans are moving into retirement with such inadequate savings and investments that they will have to rely on Social Security as their main source of financial support.
True
T/F Most job seekers value career development over work/life balance or compensation.
True
T/F Only large employers are directly affected by most provisions of the Affordable Care Act
True
T/F To be eligible for FMLA benefits an employee must have worked at a location in the U.S or in any territory possession of the U.S where at least 50 employees are employed by the employer within 75 miles of the facility
True
T/F Under Cobra Once terminated, the employee is still covered under the employer's group health care plan, but he or she must pay the full premium
True
_________________ Act mandates that contractors with federal contracts meet guidelines regarding wages and hours, child labor, convict labor, and hazardous working conditions
Walsh-Healy
To be eligible for FMLA benefits an employee must have worked for a __________________.
covered emploeyr
_____________: a specific amount of money is paid to the employee's pension account each pay period
defined contribution
exempt or nonexempt? persons employed as companions for elderly
exempt
exempt or nonexempt? ski resort employee
exempt
exempt or nonexempt? switchboard operations employees by phone companies
exempt
exempt or nonexempt? white-collar employees
exempt
T/F Unemployment compensation and workers' compensation mean the same thing.
false
T/F exempt employee are covered by the FLSA
false
IPAB is a __________ agency.
independent
prevailing wage is based on what?
local union scale
employee benefits that are required by law
mandated benefits
___________: occurs when a reduction in force is not the result of a plant closing but involves at least 33% of the employees and at least 50 employees are laid off for at least a 30-day period
mass layoff
o By increasing the cost of ________________, health insurance coverage costs also increase for employers
medication
Does this information have to get stored in a separate file? hiring, promotion, demotion, transfer, layoff records
no
Does this information have to get stored in a separate file? job descriptions
no
Does this information have to get stored in a separate file? letters of recognition/commendation
no
exempt or nonexempt? firefighters
nonexempt
exempt or nonexempt? first responders
nonexempt
exempt or nonexempt? ironworkers
nonexempt
exempt or nonexempt? laborers
nonexempt
If you refuse suitable employment you are no longer eligible for unemployment compensation
true
T/F A worker who prepares budgets or procures supplies or handles advertising and public relations typically will be considered an administrative employee
true
T/F If you are able, available and actively seeking work you are eligible for unemployment compensation
true
T/F The Equal Pay Act applies to all employees who are not exempt from the minimum wage requirements
true
T/F You have to pay for travel time that is actually part of the job
true
Under HIPAA, which of the following is not considered a covered entity: A) Health plans B) Business associates C) Clearinghouses D) Providers
B
Walsh-Healey Act of 1936: federal contracts or subcontracts for the manufacture or furnishing of materials, supplies, articles, and equipment in any amount exceeding __________
$10,000
What did obama raise the minimum wage too?
$10.10
You don't have to provide overtime pay to an employee who performs office or nonmanual work if he or she earns a total annual compensation of $__________ or more (which includes at least $455 per week paid on a salary or fee basis
$100,000
fines of up to $___________ per violation may be assessed against employers who violate the child labor provisions of the Fair Labor Standards Act
$11,000
What is the minimum wage in San Francisco?
$12.25
- Large employers who do not offer health coverage, the employer will be assessed a $__________ per employee per year tax penalty
$2,000
An additional ________% medicare surtax is withheld on employee wages that exceeds $200,000 for social security
0.9
How many employees must you have to be covered under the Affordable Care Act?
1
In the building trades, unions can benefit employers by providing a. apprenticeship programs. b. performance history for job applicants. c. pre-screening for job seekers. d. competitive wage scales for jobs.
A
What does the ADA require regarding medical-related information? a. It should be maintained separately from all other confidential files, with restricted access and security provisions. b. It is be given to the employee. No copies may be made or kept by the employer. c. It should be used only by the safety committee when deciding what accommodations can be made for the individual employee affected. d. It should be filed with all other confidential information about the employee, with access restricted to a "need-to-know" basis.
A
Which of the following individuals would NOT receive benefits from the Social Security system? a. a 47-year-old person who has become unemployed through no fault of his/her own. b. a 25 year-old person who was in a car accident and is now paralyzed and unable to hold a job. c. the 70-year-old widower of a woman who was a dentist for 30 years. d. a physical therapist who has stopped working at the age of 69.
A
Which of the following statements about religious expression in the workplace is TRUE? a. Discriminatory practices subject to Title VII of the Civil Rights Act extend to holiday office decorations, food served in the company cafeteria, and employee attire and grooming. b. Employers must accommodate all of the religious practices of any employee. Otherwise, they are liable to have violated Title VII of the Civil Rights Act. c. Religious speech, including proselytizing for new converts, is protected in the workplace under Title VII of the Civil Rights Act. d. Common religious practices of mainstream religions, such as reading an inspirational passage from the New Testament, before an important business meeting are not covered under Title VII of the Civil Rights Act.
A
72. ____ are more risky from the point of view of retirees than are ____. a. Defined benefit, defined contribution b. Defined contribution, defined benefit c. Contributory plans, non-contributory plans d. Non-contributory plans, contributory plans
B
To be effective in motivating plant-wide cooperation among employees, an organizational incentive program should a. publicly single out the highest-performing employees for extra rewards.. b. include everyone from non-exempt employees to managers and executives. c. pay out every year regardless of whether the organization is profitable. d. reward the shareholders for investing in the business.
B
. Employees are entitled to overtime pay at one-and-a-half times their regular pay rate, for hours worked in excess of _____ hours per workweek. a. thirty b. sixty c. forty d. fifty
C
2. The Fair Labor Standards Act allows employees to recover pay up to __ years of back pay. A. 1 B. 2 C. 3 D. 4
C
A pension plan in which retirement benefits are based on an accumulation of annual company contributions (as a percentage of the employee's pay) plus interest credited each year is called a ____ plan. a. contributory retirement b. self-funding c. cash balance d. defined-contribution
C
______________________ Act prohibits you from firing an employee because of garnishment in order to satisfy a single debt
Consumer Credit Protection Act
According to the data presented in the textbook, which of the following workers' compensation covered injuries results in the MOST average days away from work? a. amputation. b. burns. c. concussion. d. carpal tunnel syndrome
D
Certain health plan benefits are exempt from HIPAA standards even when provided by health plans. Which of the following is not exempt: A) Workers' compensation B) General and automotive liability insurance C) Accident or disability income insurance D) Coverage for walk-in medical clinics
D
Cisco Systems HR department instituted ethics training based on the TV show American Idol. All of the following are advantages of this training technique EXCEPT a. the ethics training can be available constantly. b. employees are able to access the program during non-working hours. c. the ability to reach large numbers of employees. d. it facilitates face-to-face interaction of trainers and trainee-employees.
D
From the employer's point of view, a romance between ____________ would be of the most legal concern regarding potential exposure to a sexual harassment charge. The employer is a large, urban law firm. a. two partners of the firm of the same sex b. two paralegals of the opposite sexes, both of whom are married c. a female attorney and the vendor supplying the legal research software d. the managing partner (female) and a paralegal (male)
D
Health care organizations and professionals that provide health care in the normal course of business and that electronically transmit information that is protected under HIPAA: A) Business associates B) Contracted employees C) Covered businesses D) Covered entities
D
act that applies to any employer who holds a federal construction contract in excess of $2,000
Davis-Bacon Act
_____________ act requires you to provide equal pay and benefits to men and women who do the same or equivalent work: work that requires equal skill, effort, and responsibility
Equal Pay Act
T/F Bob is the vice president of customer retention and receives a salary of $2,800 per month taking online customer orders and dealing with customer complaints. He also supervises Mary and Dave, two fulltime employees. He is further responsible for their training and performance evaluations. On Saturdays he is responsible for creating Mary and Dave's work schedules for the coming week. He also is working on the position announcement for the new positions in the department that he will hire for in the spring. Bob is anexempt employee.
False Bob does not make the $913 minimum, his primary duty is not managing the enterprise, he does not supervise two or more fulltime empoyees, and he cannot hire/fire.
What 2 states have the lowest minimum wage?
Georgia and Wyoming
________ Act: Employers who hold contract or subcontracts to provide services in excess of $2,500 to the United States government
McNamara-O'Hara Service Contract Act
T/F For purposes of the Fair Labor Standards Act, a primary duty is considered to mean that the duty occurs at least 50% of the time.
T
_________________- worker who's at least 16 years old and who has signed an agreement with you to learn a skilled trade, such as learning to be an electrician or plumber
apprentice
COBRA
consolidated omnibus budget reconciliation act
Who does the Walsh-Healy Act cover?
contractors and manufacturers
_______ are used to reduce premiums on health care.
deductibles
- The FLSA requires that during the time that someone works for you as an apprentice, his or her pay must average at least 50% of what you pay _____________
journeymen
______________ identifying medical services that are unnecessary, incorrectly billed or deliberately overcharged
utilization review
_____________ is the amount of time you must work before earning a nonforfeitable right to your accrued benefits
vesting
any benefit which is not required by law
voluntary benefit
who enforces the FLSA?
wage and hour division
______________ is when you are sent an order from a judge requiring your business to withhold money from an employee's paycheck to satisfy a debt the employee owes to someone else
watch attachment
Job titles aren't decisive in assessing whether two jobs are equal; the ________________ are what counts
work duties
Does this information have to get stored in a separate file? EEO self-identity records
yes
Does this information have to get stored in a separate file? disciplinary actions
yes
Does this information have to get stored in a separate file? drug testing results
yes
Does this information have to get stored in a separate file? immigration records
yes
Does this information have to get stored in a separate file? investigation reports
yes
Does this information have to get stored in a separate file? medical information
yes
Does this information have to get stored in a separate file? performance evaluations
yes
Does this information have to get stored in a separate file? workers compensation claims
yes
Family Medical Leave Act: Are federal public agencies covered?
yes
Family Medical Leave Act: Are local education agencies (schools) covered?
yes
Family Medical Leave Act: Are local public agencies covered?
yes
Family Medical Leave Act: Are state public agencies covered?
yes
You don't have to provide overtime pay to an employee who performs office or nonmanual work if he or she earns a total annual compensation of $______________ or more (which includes at least $_________per week paid on a salary or fee basis
$100,000, $455
What is the minimum wage in D.C?
$11.59
For social security, Employer matches employee's 6.2% contribution of the first $___________ of an employee's annual salary
$118,500
What is the work cost enacting the Davis-Bacon and Related Acts?
$2,000
There is a maximum cap of $_________ annual deductible for a plan covering a single individual or $________ annual deductible for family on employer-sponsored group health plans
$2,000;$4,000
What is the minimum wage you can pay tipped employees?
$2.13
- Beginning in 2014, an additional tax of 0.9% on wages of single individuals in excess of $200,000 annually, Also applies to married couples $______________ filing jointly
$250,000
The exemption for computer works applies if you pay the employee at least $________ a week on a salary basis or an hourly rate of at least $__________
$27.63
- Federal law allows you to pay a training wage of $_________ an hour to employees younger than 20 during their firs 90 days on the job
$4.25
How much must an employee earn a week to be considered a white-collar employees
$455 per week
What is the minimum wage is Wyoming?
$5.15
How much annual dollar volume must you make to be covered under the Affordable Care Act?
$500,000
Usually if a firm has ____________ in annual sales they are covered under the Fair Labor Standards Act
$500,000
Affordable Health Care Act: annual penalty of $________ for individuals ($__________for families), or _____% of income over the filing minimum
$695 $2,085 2.5%
Affordable Health Care Act: A single individual with an annual income of $40,000 would owe $__________
$762.50 ($40,000-$9,5000*.025)
minimum amount a bona-fide executive (management) can make per week
$913
Threshold for the worker adjustment & retraining notification act
100+ FULL time employees
most COBRA noncompliance results from failing to notify employees and/or covered dependents, within _______ days of the COBRA qualifying event date, of their right to elect COBRA continuation of coverage and provide the COBRA election form
14
In Delaware, a judgment creditor can't take more than ________% of an employees wages
15
agricultural jobs - You may hire a worker who is _______ years old or older for any work, hazardous or not, for unlimited hours
16
COBRA requires that employers provide health care coverage, at the former employee's cost, for up to ________ after the employee leaves the company. A) six months B) nine months C) twelve months D) eighteen months
18
Affordable Health Care Act: A married couple with a combined income of $60,000 would owe the minimum penalty $__________
2,085 because $60,000-$19,000*.025 - $1,025 is the lower amount
48. Maxster, Inc., has a long-standing problem with theft from its warehouses. The director of HR is considering how she can identify applicants who are honest. All of the following are possible steps the director can take EXCEPT a. give polygraph tests after conditional job offers are made, since Maxster has legal "cause" because of its history of employee theft. b. ask the applicants if they have been convicted of felonies. c. have a background checking firm investigate applicants' backgrounds after a conditional job offer is made. d. have all applicants take an honesty test after warning them that faking can be detected and will eliminate them from consideration for employment.
A
All of the following, except _______, are exempt from the Employee Polygraph Protection Act of 1988. A) private financial consulting firms B) industries with national defense or security contracts C) all local, state, and federal employees D) businesses with nuclear power-related contracts with the Department of Energy E) businesses and consultants with access to highly classified information
A
Kevin, a junior architect at a large commercial firm, has contracted an aggressive case of cancer. He has had surgery and is currently undergoing chemotherapy, but his outlook for long term survival is poor. Kevin has used all his sick leave and is taking his FMLA leave in one-day increments on Fridays for his chemotherapy. Kevin has lost his hair and looks frail, but he has made all his deadlines with quality work. The senior architect with whom Kevin works has told you, the HR director, that "I can't stand to look at him." The senior architect, a partner in the firm, wants you to remove Kevin from his projects and hire another junior architect in Kevin's place. You have explained that this is not feasible. "Then, terminate Kevin and give him a big severance." As the HR director you know a. since the architecture firm has 21 employees, Kevin is protected under the ADA. b. except for AIDS and HIV, life-threatening illnesses are not considered a disability under the ADA. c. you need to sit down with Kevin and work out a voluntary resignation. His FMLA leave will expire soon. COBRA will extend his health benefits for 18 months, which he is not likely to outlive. d. as an owner of the firm, the senior architect has the final say on whether accommodation for Kevin is reasonable or unreasonable.
A
Quincy had been a high-performing benefits specialist for Mentation Enterprises, Inc. for four years. Then Quincy took a job with a benefits consulting firm at a considerable increase in pay. Now, after two years, Quincy would like to return to Mentation Enterprises. Quincy says that he did not like the 24/7 work schedule of the consulting firm, and that he does not mind the lower salary at Mentation because he will be able to "have a life" in his old job. Quincy will have to sign a confidentiality agreement when he leaves the consulting firm. As the director of HR, a. Quincy is a viable candidate because of his previous high performance record. b. you are not interested in re-hiring Quincy because salary concerns always outweigh work-life balance concerns regardless of what Quincy says. c. you are interested in re-hiring Quincy because you would like to pick his brains for information about the consulting firm's business and operations. d. since Quincy voluntarily left Mentation, rather than being laid-off involuntarily, his loyalty will be questionable.
A
The Fair Labor Standards Act mandates that employees who work more than __________ hours in a week be paid no less than __________ times their regular wage for all hours they work beyond __________ during a given week. A) Forty (40); 1 ½; forty (40) B) Thirty (30); 1 ¼; thirty (30) C) Forty (40); 1 ¼; forty (40) D) Thirty (30); 1 ½; thirty (30)
A
The McNamara-O'Hara Service Contract Act (1965) covers federal service contracts. The Fair Labor Standards Act covers minimum wage requirements, exemption conditions for employees, work conditions for children under 18, and overtime. Which of the following best expresses the definition of benchmark positions? a. Common jobs within all organizations b. Evaluation of current jobs c. Review of market conditions for salaries d. Change in significant jobs in a company e. Review of value in positions within an organization
A
Why do workers who do not have health insurance cause the health insurance rates to rise for employers who provide insurance for their workers? a. Health care providers pass the cost of serving uninsured people on to employers in the form of higher prices for their services. b. Health care costs for uninsured patients are pro-rated among insurance companies operating in the state based on the number of individuals the companies insure, thus increasing insurance companies costs. c. Workers who do not have health insurance do not receive basic health care, making them sicker. When they eventually get jobs with insurance, they have very high usage of medical services for which their insurance pays. d. Workers without health insurance tend to contract contagious illnesses, including drug-resistant tuberculosis. Consequently, insured workers and their families, who would otherwise remain healthy, catch these illnesses and require more medical care.
A
_____________ occurs when an individual's work performance or psychological well-being is unreasonably affected by intimidating or offensive working conditions. a. Hostile environment harassment b. Bona fide sexual harassment c. Harassment as perceived by a "reasonable woman" d. Quid pro quo harassment
A
Susan, the new director of training, has noticed that the orientation program for new employees is quite abbreviated. Basically, the employees are directed to the organization handbook on the organization's Web site and told to read it. Susan wants to design and implement a more thorough and well-designed orientation program, because the company hires about 100 new employees per year at all levels. In listing her arguments in favor of spending money on this new program, Susan lists all of the following positive points EXCEPT a. effective orientation will establish a favorable employee impression of the organization. b. effective orientation will reduce the number of discrimination lawsuits by employees. c. effective orientation will ensure employee performance and productivity begin more quickly. d. effective orientation will improve employee retention rates.
B
Under the Fair Labor Standards Act provisions for minimum wage and overtime requirement, executives, administrators, professionals, and outside salespeople are examples of: a. ad-hoc employees. b. exempt employees. c. de facto employees. d. marginal employees.
B
What are the requirements of the Consolidated Omnibus Budget Reconciliation Act (COBRA) with respect to health care? a. Employers with more than 50 employees must provide medical insurance for all full-time employees. b. Most employers with 20 or more employees must offer extended health-care coverage to employees after they leave the organization. c. Employees on COBRA pay 2% more for health insurance than they paid before going on the COBRA plan. d. Employers offering medical insurance cannot exclude pre-existing conditions from coverage.
B
What is the principle requirement of the Worker Adjustment and Retraining Notification Act (WARN) of 1988? a. Employers must give severance pay to workers who permanently lose their jobs. b. Most employers must give 60 days' notice if a mass layoff or facility closing is to occur. c. Workers must be given the opportunity to relocate if the company is moving the plant. d. Workers under age 50 are entitled to a retraining allowance if their jobs are eliminated.
B
Which of the following is FALSE? a. Harassment on the basis of ethnicity is illegal under the employment discrimination laws. b. Unlike sexual harassment, racial harassment must go beyond mere verbal joking. c. If employers investigate each complaint of ethnic harassment and discipline proven offenders, the harassed employee will be less likely to have a legal claim against the employer. d. An employee who felt he was harassed on the basis of his race who did not get satisfactory results when he complained to his HR department, would complain to the EEOC for investigation and enforcement.
B
______ typically allows employees who leave the company to extend their medical coverage, at their own expense, for up to 18 months after termination. A) COLA B) COBRA C) ERSA D) FLSA
B
The CEO of the firm suspects that one of the scientists has been selling company secrets to a competitor. The CEO bases this suspicion on the fact that in the last year, this scientist who has previously lived a modest lifestyle has purchased a BMW convertible, significantly improved her wardrobe, and has gotten her nose fixed. The CEO has asked you to arrange for a Polygraph Exam. Reluctantly, you have brought in a polygraph expert. The researcher refuses to take the exam. a. The CEO can fire the scientist for refusing to take the polygraph. b. The CEO can fire the scientist on the basis of probable cause. c. The scientist cannot be fired for refusing to take the polygraph. d. The scientist has a case for suing the firm for illegally attempting to conduct a polygraph test.
C
The HIPAA legislation was designed to accomplish the following except: A) Increase accountability and decrease fraud and abuse B) Ensure the security and privacy of health information C) Discontinue health insurance coverage for employees changing jobs D) Improve the efficiency of health care transactions and mandate standards for health information
C
Wallace is widely disliked by his co-workers, although he has a good performance record and has never had any disciplinary actions taken against him. The problems with Wallace center mainly around his lack of personal hygiene and "unrefined" manners. Wallace's supervisor has changed Wallace's job duties to include work Wallace considers demeaning. She has required him to work overtime when his co-workers have not had to do so. She has also begun reprimanding him in front of co-workers for behaviors that had previously not been mentioned. She has posted work samples on the office bulletin board under the heading "The Good, The Bad, and The Ugly" with Wallace's photo posted under "Ugly." Wallace could have a case for a. failure to follow due process. b. violation of free agency. c. constructive discharge. d. violation of public policy.
C
Which of the following individuals would NOT qualify for COBRA? All of these employers have more than 20 employees. a. the 16-year old daughter of an employee of a medical products company who died of a massive stroke while on company business b. the husband of an employee of a museum who has just taken early retirement c. the secretary of a church congregation who has been laid off because of declining church income d. an employee who quit a job with a movie theater chain
C
Which of the following is NOT a defense to an alleged Equal Pay Act violation? a. Paying a male worker more because he has greater seniority b. Paying a male worker more because he is more productive c. Paying a male worker more because he has dependents d. Paying a male worker more because he produces higher quality
C
Which of the following is NOT one of the benefits required by law? A. Workers' compensation B. Social security C. Pension plans D. Unemployment insurance E. All of the above are required by law
C
Which of the following jobs/occupations could a person over 16 and under 18 legally perform according to the FLSA? a. driving a shuttle between a parking lot at the state fairgrounds to the fairgrounds entrance. b. killing turkeys at an organic farm c. counter staff in a donut store in a high-crime neighborhood d. working as a roofer on one-story residences.
C
Which of the following jobs/occupations could a person over 16 and under 18 legally perform according to the FLSA? a. driving a shuttle between a parking lot at the state fairgrounds to the fairgrounds entrance. b. killing turkeys at an organic farm c. counter staff in a donut store in a high-crime neighborhood d. working as a roofer on one-story residences.
C
The CEO of a medium-sized insurance company in a medium-sized city in Tennessee is reluctant to authorize the expenditure for a security audit. The CEO maintains that since Tennessee is not subject to hurricanes or earthquakes and there are no obvious terrorist targets nearby, a security audit would be a waste time and money. As the director of HR, you should a. agree with the CEO because of the low probability of security threats. b. point out that OSHA requires security audits for firms with over 1,000 employees. c. indicate that insurance premiums are lower for firms that conduct security audits. d. argue that the company deals with sensitive data subject to unauthorized access.
D
The Family and Medical Leave Act (FMLA) of 1993 provides that a. employees must be able to return to their former job following the leave. b. the FMLA leave "clock" begins after all vacation and personal days have been used. c. the leave must be taken as one 12-week block. d. health benefits must be continued during the leave at the same level and conditions.
D
The Health Insurance Portability and Accountability Act (HIPAA) requires a. employers with more than 50 employees provide medical insurance for all full-time employees. b. employers to offer health coverage to contingent workers if the workers pay 102% of the employer's cost. c. that most employers offer extended health-care coverage to employees after they leave the organization. d. that most employees be able to switch their health insurance from one company to another to get new health coverage, regardless of pre-existing conditions.
D
What law governs the maximum amount that can be withheld from an employee's wages for spousal or child support? A. Family Support Act of 1988 B. Omnibus Budget Reconciliation Act of 1993 C. Child Support Enforcement Amendments of 1984 D. Consumer Credit Protection Act
D
Which of the following is NOT a COBRA qualifying event? a. employee moved from full-time with benefits to part-time without benefits b. death of employee c. employee and current spouse become divorced d. employee termination for insubordination
D
Which of the following statements is FALSE regarding FMLA. a. Employees without families who are required to pick up the slack for employees taking family leave can be resentful. b. Employers often do not understand FMLA requirements. c. Employees caring for a family member who is an injured veteran are eligible for 26 weeks leave. d. Fitness-for-duty tests are illegal for employees returning from FMLA leave for personal medical conditions.
D
White-collar workers tend to be resistant to union organizing attempts because a. because a large proportion of white-collar workers are minorities, and minorities tend to have negative views of unions. b. most white-collar workers are women, and women tend to be harder for unions to organize than men. c. white-collar workers do not have the problems of unfair and inequitable treatment that blue-collar workers encounter. d. white-collar workers view unions as focused on problems that are irrelevant to them.
D
T/F The trend is for HR performance management specialists to conduct performance appraisals for exempt-level employees because of widespread problems with supervisor-rater bias.
False
T/F You have to pay your employees for the time they spend commuting between their homes an the normal job site
False
T/F You're allowed to fire employees just so you can replace them with young workers and pay them the lower training wage
False
Bob is the vice president of sales & marketing analytics and receives a salary of $2,500 per month supervising customer orders and dealing with customer complaints. He also supervises Mary, Clay and Dave, three fulltime employees, as well as Rich, a college intern. He is further responsible for their training and performance evaluations. On Saturdays he is responsible for creating Mary, Clay and Dave's work schedules for the coming week. He also is working on a propsoal to hire Rich as his assistant in the spring. Bob is a nonexempt employee.
False Bob does not make the $913 minimum.
______________ someone who primarily performs work requiring invention, imagination, originality, or talent in a recognized-artistic ore creative field
creative professionals
_____________ a guaranteed benefit payment is promised the employee based on age and service
defined benefit
T/F If you lend or extend credit to an employee, federal law allows you to withhold money from the employee's pay to satisfy that debt even if it makes a nonexempt employee's pay drop below the minimum wage
false
T/F You must pay the state minimum wage if it is lower than the federal minimum wage
false
T/F an employee who works on a production line, sells products in a store, or serves food in a restaurant is considered an administrative employee
false
T/F the computer employee exemption applies to employees who make repairs on computers and related equipment
false
T/F to search an employees car, it does not have to be parked n company property
false
- Since 2014, a new excise tax has been in effect that is applicable to _________________ companies and is based on the market share o the company
pharmaceutical
________________: The permanent or temporary shutdown of a single sit of employment or one or more facilities or operating units within a single sit of employment, provided that the shutdown results in an employment loss of 50 or more employees during any 30-day period
plant closing
