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Question 61. Compensatory time-off can be given to non-exempt

Question 61. Compensatory time-off can be given to non-exempt

Question

61. Compensatory time-off can be given to non-exempt employees in the private sector

a. if it is given to employees at the rate of one and one-half times the hours worked over a 40-hour week.

b. if the comp time can be carried over for 60 days.

c. if the employee’s hourly wage is at least one and one-half times the minimum wage.

d. only if the employer is a federal government contractor with contracts over $50,000.

62. Clemmie is a non-exempt employee of a large law firm. During a particular trial 15 percent of her employer’s staff caught a particularly virulent flu, resulting in everyone else having to do their own work as well as the sick employees’ work. One particularly intense week, Clemmie worked 115 hours. Which of the following statements is true?

a. Clemmie will be entitled to time and a half overtime for every hour over 8 that she worked each day.

b. Clemmie will be entitled to 112.5 hours of time off which she can take within the calendar year.

c. Clemmie’s overtime pay will be the same amount of pay as if she had worked 112.5 hours of straight time.

d. Clemmie will have her choice of receiving either 75 hours of overtime pay or 75 hours of compensatory time off.

63. For an employer, the primary advantage of classifying a worker as an independent contractor is that

a. independent contractors are typically more productive than regular employees.

b. independent contractors can be fired at any time, unlike regular employees.

c. the employer does not have to pay Social Security, workers’ compensation, or unemployment costs.

d. employers do not have to verify that contractors have valid work permits.

64. Orville Brothers Construction, Inc., is making a bid for a federal government contract to build a bridge. In that bid, the construction company must allow for ____ wages for the employees.

a. median national industry

b. minimum

c. living

d. prevailing

65. The Equal Pay Act prohibits wage differentials based on

a. race.

b. job classification.

c. seniority.

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