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
1. Every company must provide rest breaks for its employees as dictated by
federal law.
TF
2. Federal holidays such as July 4 and Labor Day must be given off to all employees
of public and private institutions.
TF
3. If I invent something or develop some new software on my employer's time, the
invention belongs to the employer.
TF
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.
TF
5. Exempt employees can be paid overtime although, by doing so, it is possible that
they could lose their exemptions.
TF
6. Comp time for exempt employees is a totally "voluntary" benefit on the part of
the company.
TF
7. Commissioned outside sales personnel are normally exempt from overtime
regulations.
TF
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.
TF
9. If an employee is called to jury duty, the employer must pay the difference
between jury fees and the employee's regular wages.
TF
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.
TF
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.
TF
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.
TF
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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.
TF
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.
TF
15. If a pregnant employee can not perform her job due to lack of skills rather than
the pregnancy, the company can terminate her.
TF
16. It is required that all employers with more than 15 employees give maternity
leave to pregnant employees.
TF
17. A non-compete agreement with a programmer in a computer software company is
legal and would be upheld in almost any state court.
TF
18. A company must pay an employee for all accrued but unused vacation at the time
of resignation or termination.
TF
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.
TF
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.
TF
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.
TF
22. An employee steals $200 from a company. The company can recoup the loss by
deducting it from the employee's last paycheck.
TF
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."
TF
24. Employers must continue providing health insurance coverage for employees on
family leaves of absence under the Family Medical Leave Act.
TF
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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.
TF
26. An exempt employee works 60 hours in one workweek. S/he is entitled to 20
hours of comp time.
TF
27. An exempt employee's salary cannot be docked for an absence of less than eight
hours in a workweek.
TF
28. An exempt employee is suspended for three days without pay. This is legal under
the Fair Labor Standards Act.
TF
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.
TF
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
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Answers
F -- No federal law regarding breaks.
F -- No federal or state law requiring holidays be given off for anything or
anyone.
T
F -- Nonexempt employees can get comp time at 1.5 only when they request it in
writing.
T
T
T
T
F -- Employers need only give time off for jury duty. They do not have to pay
for that time except in 6 states. See "Jury Duty" on web site.
F -- That's only 2 out of 6 criteria which must be met simultaneously.
T
T
T
T -- So long as he comes to you first.
T -- Make darn sure you can document the performance, however.
F -- Maternity leave need only be given when the company has other leaves of
absence.
T -- Provided it isn't too Draconian.
F -- True in most but not all states.
T
F -- Employee might have the right to see his file, but not letters of
recommendation.
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