Wage And Hour & Labor Law

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  • 1/7 Questions

    If an employee starts talking about work conditions and is speaking for other employees, do you have to let him/her speak?

    • Yes. Employees have a right to speak out about working conditions
    • No. The employer has the right to cotnrol what is said and done at the company.
    • Maybe. If you don't think it will do any harm, but if you don't like what the employee says you can stop it.
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About This Quiz

This quiz on 'Wage and Hour & Labor Law' assesses knowledge on employee rights and employer obligations regarding wages, hours, and working conditions. It covers key topics like nonexempt employees, meal breaks, overtime, and employee speech rights under NLRA, essential for HR professionals.

Labor Management Quizzes & Trivia

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  • 2. 

    The National Labor Relations Act (NLRA) only applies to employers with unionized employees.

    • True

    • False

    Correct Answer
    A. False
    Explanation
    The National Labor Relations Act (NLRA) does not only apply to employers with unionized employees. The NLRA protects the rights of both unionized and non-unionized employees to engage in collective bargaining, form, join, or assist labor organizations, and engage in other concerted activities for the purpose of collective bargaining or other mutual aid or protection. Therefore, the statement that the NLRA only applies to employers with unionized employees is incorrect.

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  • 3. 

    Can an hourly employee work during an unpaid meal break?

    • Yes, if he/she wants to. It's a good way to show the boss what a hard worker and team pleay he/she is.

    • No. Hourly employees must be paid for the time they work.

    • Maybe. If the employee really wants to, then it's the employees decision to work without pay.

    Correct Answer
    A. No. Hourly employees must be paid for the time they work.
    Explanation
    Hourly employees must be paid for the time they work because they are entitled to receive compensation for every hour they spend working. Unpaid meal breaks are designed to provide employees with a designated period of rest and nourishment, during which they are not required to perform any work-related tasks. This time is considered non-compensable and should not be counted as working hours. Therefore, it is not permissible for an hourly employee to work during an unpaid meal break without being paid for that time.

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  • 4. 

    Can a private employer offer comp time instead of overtime to hourly employees?

    • Yes. Employees are still being compensated for the time they work but they are getting it as additional time off instead of pay.

    • No. Employers can't substitute compe time for overtime for hourly employees.

    Correct Answer
    A. No. Employers can't substitute compe time for overtime for hourly employees.
    Explanation
    Private employers cannot offer comp time instead of overtime to hourly employees. This is because the Fair Labor Standards Act (FLSA) requires that non-exempt employees be paid overtime at a rate of 1.5 times their regular rate of pay for any hours worked over 40 in a workweek. Comp time, or compensatory time off, is a practice where employees are given time off in lieu of overtime pay. However, this practice is only allowed for public sector employees, not for private sector employees. Therefore, private employers cannot substitute comp time for overtime for hourly employees.

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  • 5. 

    Which type of employee is paid hourly instead of a salary?

    • Exempt

    • Nonexempt

    • Professional

    Correct Answer
    A. Nonexempt
    Explanation
    Nonexempt employees are paid hourly instead of a salary. These employees are entitled to receive overtime pay for any hours worked beyond the standard 40 hours per week. Nonexempt status is typically given to employees who do not meet the criteria for exempt status, such as meeting certain salary thresholds or performing specific job duties. Hourly payment allows employers to accurately track and compensate nonexempt employees for the exact number of hours they work.

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  • 6. 

    If an employee uses foul language while speaking for other employees it's not protected by the NLRA.

    • True

    • False

    Correct Answer
    A. False
    Explanation
    Using foul language while speaking about other employees is not protected by the NLRA. The NLRA, or National Labor Relations Act, protects employees' rights to engage in concerted activities for the purpose of collective bargaining or other mutual aid or protection. However, using foul language in a derogatory or offensive manner towards other employees may not be considered a concerted activity and therefore may not be protected under the NLRA. Therefore, the correct answer is False.

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  • 7. 

    If an employee is talking only about himself and not other employees, it is not protected by the NLRA.

    • True

    • False

    Correct Answer
    A. True
    Explanation
    If an employee is talking only about himself and not other employees, it is not protected by the NLRA because the NLRA, or National Labor Relations Act, primarily focuses on protecting employees' rights to engage in collective activities aimed at improving their working conditions. If an employee is only discussing personal matters or concerns that do not involve other employees or collective actions, it falls outside the scope of the NLRA's protection. Therefore, the statement is true.

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  • Current Version
  • Mar 21, 2023
    Quiz Edited by
    ProProfs Editorial Team
  • Aug 29, 2012
    Quiz Created by
    Lkahle
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