Question 1

If an employer is unable to obtain a certificate of age or a work permit for a minor employee,the employer may rely upon what document as evidence of age?

Accepted Answer

A)  Baptism record 
B)  Mother's statement as to date of birth 
C)  High school enrollment form showing date of birth 
D)  Minor employee's statement as to date of birth 
E)  None of the above 
A)  Baptism record 
B)  Mother's statement as to date of birth 
C)  High school enrollment form showing date of birth 
D)  Minor employee's statement as to date of birth 
E)  None of the above

Question 2

Under the Equal Pay Act:

Accepted Answer

A)  employers must pay a married male a higher wage rate than a single female if both are performing equal work. 
B)  white-collar workers are exempt from its requirements. 
C)  wage differentials based on a seniority system are allowed. 
D)  if there is an unlawful pay differential,employers may reduce the higher rate to equal the lower rate. 
E)  none of the above. 
A)  employers must pay a married male a higher wage rate than a single female if both are performing equal work. 
B)  white-collar workers are exempt from its requirements. 
C)  wage differentials based on a seniority system are allowed. 
D)  if there is an unlawful pay differential,employers may reduce the higher rate to equal the lower rate. 
E)  none of the above.

Question 3

When employees spend time changing clothes on the employer's premises,this time must be counted as part of their principal activities for which they are always fully compensated.

Accepted Answer

A) True 
 B)False

Question 4

Provided employees can use the on-call time for their own purposes,this time is not compensable.

Accepted Answer

A) True 
 B)False

Question 5

Exempt professional employees are exempt from all provisions of the FLSA-minimum wages,overtime pay,and equal pay.

Accepted Answer

A) True 
 B)False

Question 6

Payments made to a bona fide profit-sharing plan that meets the standards set by the secretary of labor's regulations are not deemed wages in determining the regular rate of pay.

Accepted Answer

A) True 
 B)False

Question 7

Although commissions are considered payments for hours worked,in all cases they are excluded when determining the regular hourly rate.

Accepted Answer

A) True 
 B)False

Question 8

Training sessions are counted as working time when the following condition is met:

Accepted Answer

A)  the employee's attendance is voluntary. 
B)  the employer requires the employee's attendance. 
C)  the training sessions are for the primary benefit of the employee. 
D)  the session takes place outside the regular working hours. 
E)  the session is not directly related to the employee's work. 
A)  the employee's attendance is voluntary. 
B)  the employer requires the employee's attendance. 
C)  the training sessions are for the primary benefit of the employee. 
D)  the session takes place outside the regular working hours. 
E)  the session is not directly related to the employee's work.

Question 9

The Equal Pay Act stipulates that there cannot be any wage differentials between the sexes.

Accepted Answer

A) True 
 B)False

Question 10

Rest periods and coffee breaks may be required by all of the following except:

Accepted Answer

A)  a union contract. 
B)  a state legislation. 
C)  a municipal legislation. 
D)  the FLSA. 
E)  none of the above. 
A)  a union contract. 
B)  a state legislation. 
C)  a municipal legislation. 
D)  the FLSA. 
E)  none of the above.

Question 11

Instruction 2-1
Unless instructed otherwise,compute hourly rate and overtime rates as follows:
1.Carry the hourly rate and the overtime rate to 3 decimal places and then round off to 2 decimal places (round the hourly rate to 2 decimal places before multiplying by one and one-half to determine the overtime rate).
2.If the third decimal place is 5 or more,round to the next higher cent.
3.If the third decimal place is less than 5,drop the third decimal place.
Also,use the minimum hourly wage of $7.25 in solving these problems and all that follow.
-Refer to Instruction 2-1.Carolyn Clark,a full-time student at Atlanta State University,works at the Barclay Dress Shop.In order not to violate the FLSA,the least salary that Barclay could pay Clark for her 28-hour workweek is __________.

Accepted Answer

The answer of Instruction 2-1
Unless instructed otherwise,compute hourly rate and...

Question 12

Under the FLSA,overtime pay is required for:

Accepted Answer

A)  any hours worked in excess of 8 in one day. 
B)  all work on Sunday. 
C)  all hours worked in excess of 40 in a workweek. 
D)  all hours worked on Christmas. 
E)  all of the above. 
A)  any hours worked in excess of 8 in one day. 
B)  all work on Sunday. 
C)  all hours worked in excess of 40 in a workweek. 
D)  all hours worked on Christmas. 
E)  all of the above.

Question 13

Violators of the overtime provision of the FLSA are required to pay the unpaid overtime at a rate of triple the employee's rate.

Accepted Answer

A) True 
 B)False

Question 14

Under enterprise coverage,all employees of a business are covered by the FLSA if the organization is:

Accepted Answer

A)  a nursing home. 
B)  a public agency. 
C)  a hospital. 
D)  all of the above. 
E)  none of the above. 
A)  a nursing home. 
B)  a public agency. 
C)  a hospital. 
D)  all of the above. 
E)  none of the above.

Question 15

The FLSA requires that employees be given at least two 15-minute rest periods each workday.

Accepted Answer

A) True 
 B)False

Question 16

Under the piece-rate system,workers are paid according to their output.

Accepted Answer

A) True 
 B)False

Question 17

Instruction 2-1
Unless instructed otherwise,compute hourly rate and overtime rates as follows:
1.Carry the hourly rate and the overtime rate to 3 decimal places and then round off to 2 decimal places (round the hourly rate to 2 decimal places before multiplying by one and one-half to determine the overtime rate).
2.If the third decimal place is 5 or more,round to the next higher cent.
3.If the third decimal place is less than 5,drop the third decimal place.
Also,use the minimum hourly wage of $7.25 in solving these problems and all that follow.
-Refer to Instruction 2-1.Every two weeks,Linda Corson is paid $650.Corson works a 32-hour week.For overtime,she receives extra pay at the regular hourly rate up to 40 hours.For any hours beyond 40 during the workweek,she receives time and one-half.During one biweekly pay period,she worked 17 hours overtime.Only 3 hours of the overtime were beyond 40 hours in any one week.Corson's gross earnings for the biweekly pay period are __________.

Accepted Answer

The answer of Instruction 2-1
Unless instructed otherwise,compute hourly rate and...

Question 18

Employees paid biweekly receive their remuneration every two weeks.

Accepted Answer

A) True 
 B)False

Question 19

In converting semimonthly wage rates to hourly rates,divide the semimonthly rate by 4 to arrive at the weekly rate,then divide this rate by the standard number of hours.

Accepted Answer

A) True 
 B)False

Question 20

Instruction 2-1
Unless instructed otherwise,compute hourly rate and overtime rates as follows:
1.Carry the hourly rate and the overtime rate to 3 decimal places and then round off to 2 decimal places (round the hourly rate to 2 decimal places before multiplying by one and one-half to determine the overtime rate).
2.If the third decimal place is 5 or more,round to the next higher cent.
3.If the third decimal place is less than 5,drop the third decimal place.
Also,use the minimum hourly wage of $7.25 in solving these problems and all that follow.
-Refer to Instruction 2-1.Casey Klemons' agreement (BELO plan)with his employer provides for a pay rate of $16.50 per hour with a maximum of 50 hour.How much would Klemons be paid for a week in which he worked 46 hours?

Accepted Answer

The answer of Instruction 2-1
Unless instructed otherwise,compute hourly rate and...

If an employer is unable to obtain a certificate of age or a work permit for a minor employee,the employer may rely upon what document as evidence of age?

Under the Equal Pay Act:

When employees spend time changing clothes on the employer's premises,this time must be counted as part of their principal activities for which they are always fully compensated.

Provided employees can use the on-call time for their own purposes,this time is not compensable.

Exempt professional employees are exempt from all provisions of the FLSA-minimum wages,overtime pay,and equal pay.

Payments made to a bona fide profit-sharing plan that meets the standards set by the secretary of labor's regulations are not deemed wages in determining the regular rate of pay.

Although commissions are considered payments for hours worked,in all cases they are excluded when determining the regular hourly rate.

Training sessions are counted as working time when the following condition is met:

The Equal Pay Act stipulates that there cannot be any wage differentials between the sexes.

Rest periods and coffee breaks may be required by all of the following except:

Under the FLSA,overtime pay is required for:

Violators of the overtime provision of the FLSA are required to pay the unpaid overtime at a rate of triple the employee's rate.

Under enterprise coverage,all employees of a business are covered by the FLSA if the organization is:

The FLSA requires that employees be given at least two 15-minute rest periods each workday.

Under the piece-rate system,workers are paid according to their output.

Employees paid biweekly receive their remuneration every two weeks.

In converting semimonthly wage rates to hourly rates,divide the semimonthly rate by 4 to arrive at the weekly rate,then divide this rate by the standard number of hours.

The Need for Payroll and Personal Records

Social Security Taxes

Income Tax Withholding

Unemployment Compensation Taxes

Analyzing and Journalizing Payroll

Filters

Exam 2: Computing Wages and Salaries

If an employer is unable to obtain a certificate of age or a work permit for a minor employee,the employer may rely upon what document as evidence of age?

Under the Equal Pay Act:

When employees spend time changing clothes on the employer's premises,this time must be counted as part of their principal activities for which they are always fully compensated.

Provided employees can use the on-call time for their own purposes,this time is not compensable.

Exempt professional employees are exempt from all provisions of the FLSA-minimum wages,overtime pay,and equal pay.

Payments made to a bona fide profit-sharing plan that meets the standards set by the secretary of labor's regulations are not deemed wages in determining the regular rate of pay.

Although commissions are considered payments for hours worked,in all cases they are excluded when determining the regular hourly rate.

Training sessions are counted as working time when the following condition is met:

The Equal Pay Act stipulates that there cannot be any wage differentials between the sexes.

Rest periods and coffee breaks may be required by all of the following except:

Under the FLSA,overtime pay is required for:

Violators of the overtime provision of the FLSA are required to pay the unpaid overtime at a rate of triple the employee's rate.

Under enterprise coverage,all employees of a business are covered by the FLSA if the organization is:

The FLSA requires that employees be given at least two 15-minute rest periods each workday.

Under the piece-rate system,workers are paid according to their output.

Employees paid biweekly receive their remuneration every two weeks.

In converting semimonthly wage rates to hourly rates,divide the semimonthly rate by 4 to arrive at the weekly rate,then divide this rate by the standard number of hours.

The Need for Payroll and Personal Records

Social Security Taxes

Income Tax Withholding

Unemployment Compensation Taxes

Analyzing and Journalizing Payroll

Filters