MGT 4323 Ch. 17

All of the following are criteria used in determining exempt status for executives regarding overtime pay provisions except _____. A. engage in semi-routine activities B. primarily undertake management duties C. supervise two or more employees D. authority to hire or fire other employees

A

All of the following except _____ are provisions of the 1938 Fair Labor Standards Act. A. prohibition of hazardous work B. the minimum wage C. prohibition of child labor D. hours of work

A

Compensatory time off would _____. A. give employers and employees the option of trading overtime pay for time off B. provide employees overtime pay after 8 hours for a 10-hour workday C. allow an employer flexibility in the use of "on-call" employees D. enable employers to monitor the employment practices of subcontractors

A

Denial of jobs, promotions, or training opportunities to qualified women or minorities are examples of _____ discrimination. A. access B. valuation C. disparate treatment D. preferential treatment

A

The Worker Economic Opportunity Act _____. A. exempts stock options from the calculation of overtime B. stiffens requirements for reporting executive pay C. is unpopular with employers since it raises total wage costs D. extends SEC pay disclosure requirements to highly paid executives

A

The executive branch of the federal government _____. A. enforces laws through agencies and its other bodies B. passes laws C. interprets laws and considers their constitutionality D. changes existing laws or passes new ones

A

To determine pay discrimination on jobs of dissimilar content requires a standard that allows jobs of dissimilar content to be declared comparable and allows pay differences for jobs that are not comparable. This standard is _____. A. job evaluation B. comparable worth analysis C. disparate impact analysis D. point factor market comparison

A

To qualify for the administrative employee exemption, which of the following tests must be met? A. The employee must be compensated on a salary or fee basis at a rate not less than $455 per week. B. The employee's primary duty must be managing the enterprise. C. The employee must customarily and regularly direct the work of at least two or more other full-time employees or their equivalent. D. The employee must have the authority to hire or fire other employees.

A

Which of the following factors has not been suggested as an explanation of the earnings gap between the sexes and among minorities? A. Personality and cultural differences B. Industry and firm differences C. Union differences D. Work-related behavior differences

A

A group of female employees have sued your company claiming their job is substantially equal to a job performed by men. Which of the following is your company's best defense? A. The job classifications are different B. Some factor other than sex C. Men occasionally perform two additional small tasks D. Most women were hired through a different source than men

B

Court decisions suggest pay differences between dissimilar jobs will not be prohibited if the differences are based upon all of the following except _____. A. content of the work B. traditional pay patterns C. value to the organization's objectives D. the ability to attract employees in the external market

B

Experience, training, education, and ability as measured by the performance requirements of a particular job are the Department of Labor's definition of _____. A. effort B. skill C. responsibility D. working conditions

B

The ADEA _____. A. prohibits discrimination on the basis of sex, race, or color B. was amended in 1990 to include the Older Workers Benefit Protection Act C. typically focuses on differences in pay, promotions, pay raises, and performance reviews D. prohibits discrimination on the basis of national origin in any employment condition

B

The _____ Act extends the prevailing-wage concept to manufacturers or suppliers of goods for government contracts. A. Sarbanes-Oxley B. Walsh-Healey C. Fair Labor Standards D. Davis-Bacon

B

The _____ Act requires workers are given a number of breaks during the workday. A. Portal-to-Portal B. Occupational Safety and Health C. Fair Labor Standards D. Equal Pay

B

The key factors explaining the gender pay gap are differences in _____. A. qualifications and work/occupation B. work/occupation and work-related behaviors C. union membership and discrimination D. discrimination and firm/industry

B

Under the __________ act, employers are liable for current pay differences the occurred as a result of discrimination years in the past. A. Sarbanes-Oxley B. Lilly Ledbetter Fair Pay C. Equal Pay Act D. Fair Labor Standards Act

B

Which of the following is not a factor in the IRS's employee or independent contractor test? A. Instructions businesses give to workers. B. The worker is a paid a weekly wage. C. Workers are trained by the business. D. Workers have their own tools.

B

Which of the following is not classified as exempt under FLSA? A. Computer employee B. Commission sales C. Professional D. Highly compensated employees

B

Which of the following is not true regarding minimum wage? A. Nearly three-fourths of those earning minimum wage or less are in service occupations. B. The percent of women and men earning minimum wage is approximately equal. C. Minimum wages are more common in retailing than other industries. D. The minimum wage directly affects only a small number of people.

B

Which of the following is the least likely response companies would make to legislation? A. Lobbying B. Token compliance C. Auditing their practices D. Defending company practices in court

B

_______ require(s) companies set policies to take back executive compensation if it was based on financial information that did not comply with accounting standards. A. The Executive Compensation Disclosure B. TARP C. The financial Accounting Standards Board Statement 123R D. Clawbacks

B

A study of the effects of the living wage law in Los Angeles found all but the following _____. A. employees covered by the law received a pay increase of 20 percent B. one percent of covered jobs were lost C. a higher proportion of new hires were female D. turnover and absenteeism declined

C

A(n) _____ is "a grouping of employees who perform similar work, and occupy positions with similar responsibility levels and involving similar skills and qualifications." A. NOV B. FCSS C. SSEG D. OWBPA

C

Factors such as shift differential, temporary assignment, and training programs are examples of _____. A. working conditions B. "essential functions" C. factors other than sex D. bases of substantially equal

C

In _____ type cases, the focus is on the discriminatory consequences rather than the intent to discriminate? A. disparate treatment B. access discrimination C. disparate impact D. valuation discrimination

C

Susan works in a sterile laboratory that requires her to scrub and put on protective clothing. Which of the following acts determines whether she should be paid for this time? A. The Fair Labor Standards Act B. The Occupational Safety and Health Act C. The Portal-to-Portal Act D. The Health Care Workers Protection Act

C

The Davis-Bacon Act _____. A. states that income from most stock plans need not be included in calculating overtime pay B. increases border of proof on employers to rebut some discrimination claims C. requires that mechanics and laborers on public construction projects be paid the "prevailing wage" in an area D. extends prevailing-wage concept to manufacturers or suppliers of goods for government contracts

C

The agency that conducts reviews and seeks remedies where insufficient compliance to affirmative action is found is ____ A. DOL. B. EEOC. C. OFCCP. D. FCSS.

C

The government has interests in compensation decisions related to all but _____. A. the fairness of pay procedures B. safety nets for the unemployed and disadvantaged C. earnings compared to foreign workers D. overtime and child labor

C

The highest rates of child labor are in _______ A. China. B. India. C. Latin America. D. sub-Saharan Africa.

C

Which of the following regarding child labor is not true? A. Persons under 18 cannot work in hazardous occupations such as logging and mining B. Persons under 16 cannot work in jobs involving interstate commerce unless working for a parent or guardian C. The ILO finds that on a global basis child labor is increasing D. The highest rates of child labor are in sub-Saharan Africa

C

Which of the following statements regarding wage differences in industries and firms is not true? A. Men's wages are 54 percent higher in large firms than small B. Women's wages are 37 percent higher in large firms than small C. Female employment is more heavily concentrated in large than small firms D. The pay premium for switching jobs accrues to white males, but not women and minorities

C

_____ prohibits discrimination on the basis of race, color, religion, sex, or national origin. A. Executive Order 11458 B. The FMLA C. Executive Order 11246 D. The Rehabilitation Act

C

Employers were more likely to offer bonuses, gain-sharing, and stock options after the passage of the _____. A. FLSA B. Davis-Bacon Act C. Sarbanes-Oxley Act D. Worker Economic Opportunity Act

D

Prevailing wage laws _____. A. set pay for work done to produce goods and services contracted by the state government B. are the maximum wages that must be paid for work done on covered government projects or purchases C. require that contractors determine the "flat rate" for construction labor in an area D. was passed in response to conditions on projects such as the construction of the Hoover Dam during the Depression

D

Regarding gender pay gaps, which of the following is true? A. The gap is largest for Asians B. The gap between black and white women is more than between black and white men C. Asian women earn less than white women D. Overall, the gender gap has decreased

D

Regarding pay differences for different jobs, _____. A. there is considerable acceptance of comparable worth B. the courts favor reliance on use of unbiased job analysis results C. court decisions have been inconclusive D. courts continue to uphold use of market data to justify differences

D

Under the _____ Act, executives cannot retain bonuses or profits from selling company stock if they mislead the public regarding their company's financial condition. A. Worker Economic Opportunity B. Davis-Bacon C. Walsh-Healey D. Sarbanes-Oxley

D

Which of the following is not a guideline for interpreting the Equal Pay Act? A. Determination of substantially equal is based upon the content of actual work performed B. Men and women may be paid differently if there are seniority differences C. Men and women may be paid differently if there are performance differences D. Men and women may be paid differently if customers prefer one sex over the other

D

Which of the following is not one of the steps in establishing a comparable-worth pay plan? A. Adopt a single, "gender neutral" point job evaluation plan for all jobs within a unit. B. All jobs with equal job evaluation points should be paid the same. C. Identify the percentages of male and female employees in each job group. D. Base the wage-to-job evaluation point ratio on wages paid for female-dominated jobs.

D

Which of the following is not true of the government's effect on the economy? Government _____. A. indirectly affects labor demand via government purchases B. affects labor supply via legislation C. affects demand for labor via interest rates D. immigration policy affects labor demand

D

Which of the following occupational groups are not likely to be categorized as exempt? A. Administrative B. Professional C. Executive D. Clerical

D

_____ has produced more comparable-worth pay increases than any other approach. A. Integrative bargaining B. Win-win bargaining C. Interest-based bargaining D. Collective bargaining

D