Reading...
Play button
Play button
Use LEFT and RIGHT arrow keys to navigate between flashcards;
Use UP and DOWN arrow keys to flip the card;
H to show hint;
A reads text to speech;
18 Cards in this Set
- Front
- Back
|
2010 Ch-02 Review Question #01:
What are five areas regulated by the Fair Labor Standards Act? |
The five major areas regulated by the Fair Labor Standards Act are:
• Minimum wage • Overtime • Child labor • Equal pay • Recordkeeping |
|
|
2010 Ch-02 Review Question #02:
Under the FLSA, what are the differences between enterprise coverage and individual employee coverage? |
Under enterprise coverage, all the employees of a business are covered by the FLSA so long as at least two employees of the business are engaged in interstate commerce or involved in the production of goods or services for interstate commerce, and the business has annual gross sales of at least $500,000. Individual employees can be covered even if the business is not a covered enterprise if the employee is engaged in interstate commerce or the production of goods for interstate commerce.
|
|
|
2010 Ch-02 Review Question #03:
What is the basic difference between exempt and nonexempt employees? |
Exempt employees do not have to be paid the required minimum wage or overtime pay, and the employer does not have to keep certain records detailing their work, while nonexempt employees must be paid the required minimum wage and overtime pay and the employer must keep detailed records of their work hours and wage payments.
|
|
|
2010 Ch-02 Review Question #04:
What is the time limit for filing an FLSA complaint with the Wage and Hour Division? |
The time limit is two years after the alleged violation or three years if the violation was willful.
|
|
|
2010 Ch-02 Review Question #05:
A plan similar to the fluctuating workweek plan was approved by the U.S. Supreme Court and later made part of the FLSA and its regulations. What is this plan called, and what does it provide? |
The plan is called the "Belo" plan, named after the company involved in the Supreme Court's decision, and the plan guarantees a fixed salary for irregular hours that includes a set amount of overtime pay.
|
|
|
2010 Ch-02 Review Question #06:
What is the meaning of the term "compensable time?" |
"Compensable time" is defined as all hours during which the employee is under the employer's control, even if the time is unproductive, so long as the time spent is for the employer's benefit.
|
|
|
2010 Ch-02 Review Question #07:
The 'white collar" exemption from the minimum wage and overtime provisions of the FLSA is made up of what categories of employees? |
The following categories of employees make up the "white collar" exemption under the FLSA:
• Administrative • Executive • Professional • Computer-related professional • Outside sales |
|
|
2010 Ch-02 Review Question #08:
What questions must be answered before overtime pay can be calculated? |
The following questions must be answered to properly calculate overtime pay:
• What is the employee's workweek? • What constitutes hours worked? • What payments made to the employee are considered wages? • What is the employee's regular rate of pay? |
|
|
2010 Ch-02 Review Question #09:
What is the "regular rate of pay" and how is it determined? |
The regular rate of pay is an hourly rate of pay determined by dividing the total regular pay actually earned for the workweek by the total number of hours worked. For salaried nonexempt employees, the regular rate of pay is the employee's salary divided by the number of hours the salary is intended to compensate.
|
|
|
2010 Ch-02 Review Question #10:
Company B hires a computer systems analyst and agrees to pay him $25 an hour. If this person works over 40 hours in a week, is the employee due overtime pay? |
Yes. In order for the computer professional exemption to apply to an hourly paid employee, the employee would have to be paid at least $27.63 per hour.
|
|
|
2010 Ch-02 Review Question #11:
What must an employee's primary duty be to qualify for the administrative employee exemption under the FLSA? |
To qualify as an administrative employee:
• The employee's primary duty must be the performance of office or nonmanual work directly related to the management or general business operations of the employer or the employer's customers; and • The employee's primary duty must include the exercise of discretion and independent judgment regarding matters of significance. |
|
|
2010 Ch-02 Review Question #12:
What conditions must be met for an employer to take advantage of the tip credit? |
The following conditions must be met for an employer to apply the tip credit to the minimum wage:
• The employee must be a "tipped employee," which is an employee working in an occupation in which he or she regularly receives at least $30 per month in tips. • The employee must receive at least as much in tips as the credit taken by the employer. • The employee must be informed about the tip credit provisions of the law before the credit is taken. • All tips received by the employee must be kept by the employee, although tip pooling may be required among employees who are customarily and regularly tipped. • Credit card tips must be given to the employee by the next payday. |
|
|
2010 Ch-02 Review Question #13:
Attendance at lectures, meetings, seminars, and training sessions is considered work time unless certain conditions are met. What are these conditions? |
All the following conditions must be met for attendance at meetings, lectures, seminars, and training sessions to be considered nonwork time:
• The meeting, lecture, etc., is not held during the employee's regular work hours. • Attendance is voluntary. • The meeting, lecture, etc., is not directly related to the employee's job. • The employee does not perform any productive work for the employer while attending. |
|
|
2010 Ch-02 Review Question #14:
What restrictions does the FLSA place on employers regarding the employment of minors under 18? |
No minors under age 18 can work in a job that has been declared hazardous by the Wage and Hour Division. Some minors age 16 and 17 are exempt from these restrictions under student
learner or apprenticeship programs, or under an exception for loading paper balers and compactors. |
|
|
2010 Ch-02 Review Question #15:
What penalty can be assessed for violations of the FLSA's child labor restrictions? |
Employers can be fined up to $11,000 for each violation of the child labor restrictions that causes the death or serious injury of a minor.
|
|
|
2010 Ch-02 Problem #13:
John, a production worker, is paid $0.50 per unit under a piece-rate system. During one workweek, John produced 840 units in 46 hours. Calculate his total earnings for the workweek. |
Regular piecework earnings: $0.50 x 840 units = $420.00
Regular rate of pay: $420.00 + 46 hours = $9.13 Overtime hours: 46 - 40 = 6 Overtime premium rate: $9.13 x .5 = $4.57 Overtime premium pay: $4.57 x 6 = $27.42 Total earnings: $420.00 + $27.42 = $447.42 |
|
|
2010 Ch-02 Problem #14:
Mark works under the piece-rate system and receives $2 for each component he produces. He also receives a bonus of $0.50 for each component over 300 in a workweek. In one workweek, Mark produced 326 components in 43 hours. Calculate his total earnings for the workweek. |
Regular piecework earnings: $2.00 x 326 units = $652.00
Production bonus: $0.50 x 26 units = $13.00 Total piecework earnings plus bonus: $652.00 + $13.00 = $665.00 Regular rate of pay: $665.00 + 43 hours = $15.47 Overtime hours: 43 - 40 = 3 Overtime premium rate: $15.47 x .5 = $7.74 Overtime premium pay: $7.74 x 3 = $23.22 Total earnings: $652.00 + $13.00 + $23.22 = $688.22 |
|
|
2010 Ch-02 Problem #15:
Debbie agreed with her employer prior to the performance of any work that she would be paid 1 1/2 times the regular piece rate for any work produced during overtime hours. Debbie is paid $0.30 for each unit she produces. In one workweek, she produced 1,560 units in the first 40 hours and 212 in the next 4 hours. Calculate her total earnings for the workweek. |
Regular piecework earnings: $0.30 x 1560 units = $468.00
Overtime piece rate: $0.30 x 1.5 = $0.45 Overtime earnings: $0.45 x 212 = $95.40 Total earnings: $468.00 + $95.40 = $563.40 |
