July 4, 2008

HR Management Quiz

Every manager should know something about Human Resources. Certainly every business owner should know the liabilities involved in the employment process. So, how much do you know? What follows is a test of some basic personnel concepts.

1. Every company must provide rest breaks for its employees as dictated by federal law. T F
2. Federal holidays such as July 4 and Labor Day must be given off to all employees of public and private institutions. T F
3. If I invent something or develop some new software on my employer's time, the invention belongs to the employer. T F
4. It is perfectly legal to give nonexempt employees comp time off instead of overtime provided that it is given at the rate of one and one-half hours for every hour of overtime. T F
5. Federal law requires employers to give employees time off to vote under the Voting Rights Act of 1964. T F
6. Comp time for exempt employees is a totally "voluntary" benefit on the part of the company. T F
7. Commissioned outside sales personnel are normally exempt from overtime regulations. T F
8. If a company requires an applicant to have a physical examination in order to be considered for employment, the employer must pay the costs of the exam. T F
9. If an employee is called to jury duty, the employer must pay the difference between jury fees and the employee's regular wages. T F
10. By paying a salary and allowing an employee discretionary powers, a company will have met the criteria for exempt status under the Fair Labor Standards Act. T F
11. It is legal to prohibit supervisors or managers and subordinates from dating each other if the relationship could potentially damage the company's reputation. T F
12. At-will employment which stems from an 1894 Tennessee case and states that employment may be terminated at the will of either employer or employee, is legal in all states. T F
13. If a company requires its nonexempt employees to attend training meetings before or after normal working hours for their benefit, it does not have to pay for that time. T F
14. Yours is a 50-employee company. One day, an employee comes to you and states that he has a "problem with alcohol." You must make reasonable accommodations for his disability. T F
15. If a pregnant employee can not perform her job due to lack of skills rather than the pregnancy, the company can terminate her. T F
16. It is required that all employers with more than 15 employees give maternity leave to pregnant employees. T F
17. A noncompete agreement with a programmer in a computer software company is legal and would be upheld in almost any state court. T F
18. A company must pay an employee for all accrued but unused vacation at the time of resignation or termination. T F
19. Although some require immediate payment, the majority of states require that an employee's final paycheck be paid no later than the next payday. T F
20. Every employee has the right to see and copy documents such as performance appraisals, consultation reports, and letters of recommendation in his or her personnel file. T F
21. An employee gives two week's notice of his intention to quit. The company terminates his employment before that date. The company therefore owes him severance pay. T F
22. An employee steals $200 from a company. The company can recoup the loss by deducting it from the employee's last paycheck. T F
23. A manager who berates an employee in front of others could easily have a complaint filed against him for creating a "hostile work environment." T F
24. Employers must continue providing health insurance coverage for employees on family leaves of absence under the Family Medical Leave Act. T F
25. An employee works 10 hours on Monday and 8 hours on Tuesday, Wednesday and Thursday. Friday he is out sick and takes one day of accrued sick leave. Except in two states, he is owed 42 hours of straight time and no overtime. T F
26. All salaried employees are exempt, but not all exempt employees are salaried. T F
27. An exempt employee's salary cannot be docked for an absence of less than eight hours in a workweek. T F
28. An exempt employee is suspended for three days without pay. This is legal under the Fair Labor Standards Act. T F
29. A nonexempt employee works 10 hours on Christmas Day. S/he must be paid double time for the two hours and overtime for working on the holiday. T F
30. An exempt employee takes four hours off for sick leave. While his/her salary cannot be docked, his/her accrual of sick time can be docked. T F
These are just some of the 160 questions answered in Labor Pains, but if you'd like the short answers to see how well you did, email us and the answers will be returned automatically.

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