2010 Payroll Source Ch02

Front 1

2010 2-1 T/F
The FLSA always overrides any state wage-hour law.

Back 1

False
Employers must comply with whichever law is more beneficial to the employee.

Front 2

2010 2-2 T/F
The basic unit for determining the proper wages due employees is the workweek.

Back 2

True

Front 3

2010 2-3 T/F
Hopsital workers are coverd by the FLSA regardlesss of the hospital's annual volumn of revenue.

Back 3

True

Front 4

2010 2-4 T/F
The job title is a strong factor in determining whether an employee is exempt from the minimum wage and overtime provision of the FLSA.

Back 4

False
An important sounding title does not exempt an employee from the minimum wage and overtime pay provision of the FLSA. The employee's actual duties and salary must meet the test of the exemption.

Front 5

2010 2-5 T/F
Employers that enter into an agreement with their employees to pay them a fixed weekly wage even though their hours vary from week to week are operating under a fluctuating workweek.

Back 5

True

Front 6

2010 2-6 T/F
FLSA wages include the fair market value of facilities such as board and lodging.

Back 6

True

Front 7

2010 2-7 T/F
The FLSA requires overtime pay at 1.5 times the employer's regular hourly rate of pau.

Back 7

True

Front 8

2010 2-8 T/F
The FLSA requires overtime pay for hours worked on Sunday.

Back 8

False
The FLSA does not require overtime pay for hours worked on Sunday, unless the total hours worked for the workweek exceed 40.

Front 9

2010 2-9 T/F
Employers are required by the FLSA to give rest periods to employees.

Back 9

False
Under FLSA, employers are not required to give rest periods to employees. However, rest periods may be required by state law.

Front 10

2010-2-10
The time spent by employees during bonna fide meal periods is considered working time.

Back 10

False
Bona fide meal periods during which the employees is completely relieved from duty are not working time.

Front 11

2010 2-11 T/F
The FLSA requires employers to pay employees for hours not worked because of illness.

Back 11

False

Front 12

2010 2-12 T/F
The FLSA requires that an employee's preliminary and postliminary activities be counted as time worked.

Back 12

True

Front 13

2010 2-13 T/F
To determine gross earnings, the total overtime earnings are subracted from the total regular earnings.

Back 13

False

Front 14

2010 2-14 T/F
The FLSA is commonly known as the Federal Wage-Hour Law

Back 14

True

Front 15

2010 2-15 T/F
Sharon works in OR, where the minimum hrly wage is $8.40. At that thime, she must be paid at least the federal minimum hrly wage of $7.25 if she is covered by both the state wage-hr law and the FLSA.

Back 15

False
The OR state minumum hrly wage is higher than the federal minimum wage, so Sharon must be paid the state minimum wage of $8.40

Front 16

2010 2-16 T/F
"Mom and Pop" shops whose only employees are immediate family members are excluded from coverage under the FLSA.

Back 16

True

Front 17

2010 2-17 T/F
Exempt employees do not have to be paid the required minimum wage or overtime payments.

Back 17

True

Front 18

2010 2-18 T/F
The Portal to Portal Act of 1947 generally states that travel time spend commuting from home to work and work to home is not considered compensable work time.

Back 18

True

Front 19

2010 2-19 T/F
Seamen working on foreign ships are fully exempt from the FLSA's minimum wage and overtime requirements.

Back 19

True

Front 20

2010 2-20 T/F
Taxicab drivers are exempt from the minimum wage and overtime requirements of the FLSA.

Back 20

False
Taxicab drivers are only exempt from the overtime pay requirements.

Front 21

2010 2-21 T/F
For a 40 hour workweek, Paul is paid $270. This is a violation of the FLSA.

Back 21

True

Front 22

2010 2-22 T/F
Wages other than cash are included in the minimum wage calculation if they primarily benefit the employer.

Back 22

False
In addition to wages paid in the form of cash, employees may be paid in other forms as well. They may be paid partly in rm, board or other facilities provided by the ER These facilities must primarily benefit the EE, not the ER in order to be classified as wages.

Front 23

2010 2-23 T/F
The FLSA requires employers to pay tipped employees a cash wage of $2.13 per hour.

Back 23

True

Front 24

2010 2-24 T/F
For the purpose of determining whether the minimum wage has been paid, service charges automatically added to a customer's bill are classified as tips.

Back 24

False
Where svc chgs are automatically added to customer's bills and then turmed over to the
ee, those amounts are not tips and are considered wages when determing whether the minimim wage has been paid..

Front 25

2010 2-25 T/F
A mechanic must be reimbursed for the cost of laundering his work clothes if the clothes are required by the ER

Back 25

False
When EEs are required to wear uniforms that cannot be worn as reqular street Clothing, and their cost and maintenance would put the EE below the minimum

Front 26

2010 Ch-02 Multiple Choice#1
What government agency enforces the Equal Pay Act?
a. National Labor Relations Board
b. Equal Employment Opportunity Commission
c.Wage and Hour Division
d.Federal Trade Commission

Back 26

b.

Front 27

2010 Ch-02 Multiple Choice#2
Which of the following conditions of employment is governed by the FLSA?
a. the frequency of pay for employees
b.Recordkeeping requirements
c.Hours worked by employees over the age of 16
d. Lunch and rest break requirements

Back 27

b.

Front 28

2010 Ch-02 Multiple Choice#3
What is the minimum wage that hourly paid computer professionals must be paid to be exempt from the overtime requirement of the FLSA?
a. $4.25 per hr
b.$10.00 per hr
c.$29.967 per hr
d. $27.63 per hr

Back 28

d.

Front 29

2010 Ch-02 Multiple Choice#4
What is the FLSA salary test for outside salespersons?
a.$425 per workweek
b.$250 per workweek
c.$455 per workweek
d. There is no salary minimim

Back 29

d.

Front 30

2010 Ch-02 Multiple Choice#5
What is the maximum number of hours a nonexempt employee can work in a workweek under the FLSA before overtime premium pay is due?
a.40
b.55
c.80
d.168

Back 30

a.