HRIR 3051 Quiz 1 Questions With
Complete Solutions
/. -Attraction
-Retention
-Motivation - Answer-What is the focus of compensation?
/.Everyone - Answer-It is important to be equitable to _________.
/.-Fair Pay
-Safety nets for unemployed and disadvantaged
-Employee protection
-Consumer protection - Answer-What are the government's areas of concern when it
comes to compensation?
/.Supply and Demand - Answer-Government policy influences ________________ for
labor.
/.-Re-evaluating recruitment and promotion processes
-Conducting gender pay or pay equity diagnosis
-Increasing communication of policies and benefits that promote an inclusive culture -
Answer-What are US employers planning to do to prevent bias in pay decisions?
/.-Minimum Wage
-Child Labor
-Hours of Work
-Equal Pay Act (1963) - Answer-What are the major provisions in the Fair Labor
Standards Act (FLSA)- 1938?
/.-Exempt (salaried)
-Non-Exempt (hourly) - Answer-What are the two categories of FLSA?
/.Exempt (salaried) - Answer-Jobs that meet the criteria of one of the five exemption
tests and therefore ARE NOT covered by the FLSA (not eligible for overtime)
/.Non-Exempt (hourly) - Answer-Jobs that cannot satisfactorily meet the criteria of one
of the five exemption tests and are therefore ARE covered by the FLSA (eligible for
overtime)
/.-Executive
-Administrative
-Professional
-Computer Occupations (1990)
, -Outside Sales - Answer-What are the 5 FLSA exemption tests?
/.-Over 40 hours worked in a work week
-Work week must be defined by employer and applied consistently
-No limit to how many hours can be worked
-Hours cannot be 'balanced over a two week pay period
-Only covers hours actually worked by an employee
-Holiday/vacation does not count towards 40 hours
-No overtime liability for FMLA leave - Answer-How does FLSA determine overtime
pay?
/.FLSA- Equal Pay Act (1963) - Answer-Forbids wage discrimination on the basis of
gender when:
-Employees perform equal work in the same establishment
-Employees perform jobs requiring equal skill, effort, and responsibility under similar
working conditions
/.-Seniority
-Merit or quality of performance
-Quality or quantity of production (incentives)
-Factor other than gender - Answer-Pay differences between jobs can be justified by an
affirmative defense on:
/.-Additional education or training
-More experience in industry
-Weekend/shift pay
-Counter offers - Answer-What are factors other than gender to determine pay?
/.Disparate Treatment & Disparate Impact - Answer-The title VII Civil Rights Act forbids
____________ & _____________.
/.Disparate Treatment - Answer-Different standards for different employees
/.Disparate Impact - Answer-Practices that have a differential effect on members of
protected groups.
/.Employee - Answer-When it comes to the Title VII Civil Rights Act, the burden of proof
lies with the ___________.
/.Market data - Answer-Courts have upheld employer's use of _____________ to justify
pay differences for different jobs.
/.Living Wage - Answer-The hourly rate that an individual must earn to support their
family, if they are the sole provider and are working full-time (2080 hours per year)
Complete Solutions
/. -Attraction
-Retention
-Motivation - Answer-What is the focus of compensation?
/.Everyone - Answer-It is important to be equitable to _________.
/.-Fair Pay
-Safety nets for unemployed and disadvantaged
-Employee protection
-Consumer protection - Answer-What are the government's areas of concern when it
comes to compensation?
/.Supply and Demand - Answer-Government policy influences ________________ for
labor.
/.-Re-evaluating recruitment and promotion processes
-Conducting gender pay or pay equity diagnosis
-Increasing communication of policies and benefits that promote an inclusive culture -
Answer-What are US employers planning to do to prevent bias in pay decisions?
/.-Minimum Wage
-Child Labor
-Hours of Work
-Equal Pay Act (1963) - Answer-What are the major provisions in the Fair Labor
Standards Act (FLSA)- 1938?
/.-Exempt (salaried)
-Non-Exempt (hourly) - Answer-What are the two categories of FLSA?
/.Exempt (salaried) - Answer-Jobs that meet the criteria of one of the five exemption
tests and therefore ARE NOT covered by the FLSA (not eligible for overtime)
/.Non-Exempt (hourly) - Answer-Jobs that cannot satisfactorily meet the criteria of one
of the five exemption tests and are therefore ARE covered by the FLSA (eligible for
overtime)
/.-Executive
-Administrative
-Professional
-Computer Occupations (1990)
, -Outside Sales - Answer-What are the 5 FLSA exemption tests?
/.-Over 40 hours worked in a work week
-Work week must be defined by employer and applied consistently
-No limit to how many hours can be worked
-Hours cannot be 'balanced over a two week pay period
-Only covers hours actually worked by an employee
-Holiday/vacation does not count towards 40 hours
-No overtime liability for FMLA leave - Answer-How does FLSA determine overtime
pay?
/.FLSA- Equal Pay Act (1963) - Answer-Forbids wage discrimination on the basis of
gender when:
-Employees perform equal work in the same establishment
-Employees perform jobs requiring equal skill, effort, and responsibility under similar
working conditions
/.-Seniority
-Merit or quality of performance
-Quality or quantity of production (incentives)
-Factor other than gender - Answer-Pay differences between jobs can be justified by an
affirmative defense on:
/.-Additional education or training
-More experience in industry
-Weekend/shift pay
-Counter offers - Answer-What are factors other than gender to determine pay?
/.Disparate Treatment & Disparate Impact - Answer-The title VII Civil Rights Act forbids
____________ & _____________.
/.Disparate Treatment - Answer-Different standards for different employees
/.Disparate Impact - Answer-Practices that have a differential effect on members of
protected groups.
/.Employee - Answer-When it comes to the Title VII Civil Rights Act, the burden of proof
lies with the ___________.
/.Market data - Answer-Courts have upheld employer's use of _____________ to justify
pay differences for different jobs.
/.Living Wage - Answer-The hourly rate that an individual must earn to support their
family, if they are the sole provider and are working full-time (2080 hours per year)
