Question 1

The compensation of a "salaried" employee is based on _____________.
A) Responsibilities
B) Hours worked
C) Number days worked
D) Amount of product completed

Accepted Answer

The compensation of a salaried employee is typically based on their level of responsibilities, job duties and position within the company, rather than the number of hours worked or amount of product completed.

Question 2

Compensation can take many forms. Which of the following is not a form of compensation?
A) uniform
B) money
C) paid-vacation
D) barter, goods in exchange for labor

Accepted Answer

A uniform is not a form of compensation as it is a work-related item provided by an employer for safety or professional appearance purposes. Compensation refers to payment or benefits given to employees in exchange for their work or services.

Question 3

When positions are classified at set levels which have established pay ranges this is the __________________?
A) Point method
B) Classification method
C) Range of pay method
D) Ranking method

Accepted Answer

The classification method involves grouping positions into classes that reflect their relative duties and responsibilities. Each class is then assigned a pay range, which establishes the set levels of pay for positions within that class.

Question 4

Which of the following would not be considered a type of compensation?
A) Food
B) Lodging
C) Health insurance
D) Food, lodging, and health insurance can all be considered compensation

Accepted Answer

Food, lodging, and health insurance are all forms of compensation. Compensation includes not only monetary payments like salaries and wages but also non-monetary benefits such as food, lodging, and health insurance provided to employees.

Question 5

An employee receiving pay only for the number of hours worked is:
A) hourly
B) exempt
C) non-exempt
D) salaried

Accepted Answer

An employee who receives pay only for the number of hours worked is called an hourly employee. Hourly employees are typically paid according to an hourly rate and are eligible for overtime pay. Exempt employees, on the other hand, are not eligible for overtime pay and are typically salaried employees who are exempt from certain wage and hour laws. Non-exempt employees are also hourly employees who are eligible for overtime pay. Salaried employees receive a fixed salary regardless of the number of hours worked.

Question 6

Employees employed as bona fide executive, administrative, professional and outside sales employees are:
A) hourly
B) exempt
C) non-exempt
D) salaried

Accepted Answer

Bona fide executive, administrative, professional and outside sales employees are exempt from overtime pay under the Fair Labor Standards Act (FLSA), meaning they are not eligible for overtime pay and are considered exempt employees.

Question 7

The FLSA requires payment of overtime pay at the rate of 1 1/2 times the employee's hourly wage when the employee works:
A) more than 40 hours in one work week
B) more than 8 hours in one day
C) on Sunday
D) 6 days in a period of seven consecutive days

Accepted Answer

The FLSA requires payment of overtime pay at the rate of 1 1/2 times the employee's hourly wage when the employee works more than 40 hours in one work week.

Question 8

Changing an employee's title to manager automatically changes their classification to exempt.

Accepted Answer

Changing an employee's title to manager does not automatically change their classification to exempt. Exemption depends on various factors such as job duties, responsibilities, and salary level.

Question 9

The determination of "job worth" is _____________.
A) Simple
B) Always based on the supervisor's observations
C) Complex
D) Based on information provided by the US Department of Labor

Accepted Answer

The determination of job worth is complex and involves various factors such as job responsibilities, skills required, market demand, and organizational objectives. It is not a simple process and cannot be solely based on supervisor's observations or information provided by the US Department of Labor.

Question 10

When determining "job worth" skill level is considered to be ___________.
A) A limiting factor
B) A measurable factor
C) A compensable factor
D) A pertinent factor

Accepted Answer

Skill level is considered to be a compensable factor as it is directly related to the employee's ability to perform the job duties and affects their value to the company. Compensable factors are those that are used to determine an employee's pay and include factors such as skill, effort, responsibility, and working conditions.

Question 11

Benefits mandated by the federal government include:
A) Social Security
B) Health insurance
C) Disability income protection
D) Both a & b

Accepted Answer

Social Security and health insurance are both mandated by the federal government. Disability income protection may be mandated in certain states, but it is not mandated on a federal level.

Question 12

A retirement plan in which the employer and employee contribute to the plan is a:
A) Tax-deferred plan
B) Non-contributory plan
C) Contributory plan
D) Social Security plan

Accepted Answer

A contributory retirement plan is one in which both the employer and employee contribute to the plan. This is different from a non-contributory plan, in which only the employer makes contributions, and a Social Security plan, which is a government-run retirement plan. A tax-deferred plan refers to the fact that taxes on the contributions and growth of the plan are deferred until withdrawal, and can apply to both contributory and non-contributory plans.

Question 13

Free meals are considered to be a:
A) compensatory benefit
B) automatic benefit.
C) miscellaneous benefit.
D) right not a benefit.

Accepted Answer

The answer of Free meals are considered to be a:
A)...

Question 14

Mandatory benefits are those:
A) required by government regulation
B) negotiated within a union contract
C) only Social Security
D) only health insurance

Accepted Answer

Mandatory benefits are benefits required by government regulation, such as Social Security, unemployment insurance, and workers' compensation. They are mandatory for all employers to provide to their employees. Union contracts may negotiate additional benefits beyond the mandatory ones, such as healthcare or retirement plans.

Question 15

The taxable maximum:
A) is the contribution and benefits base set by the federal government.
B) does not change.
C) is tied to the cost of living index.
D) is tied to cost share

Accepted Answer

The taxable maximum is the contribution and benefits base set by the federal government, which is adjusted annually based on changes in the national average wage index.

Question 16

The purpose of _______________________ is to provide financial security for all employers, employees and their dependents through retirement and disability income and survivor benefits.
A) Social Security
B) Medicare
C) Medicaid
D) Workers Compensation

Accepted Answer

Social Security provides retirement, disability, and survivor benefits to ensure financial security for employers, employees, and their dependents. Medicare provides healthcare insurance for those over 65 and those with certain disabilities. Medicaid provides healthcare insurance for those with low income. Workers Compensation provides benefits to employees who are injured or become ill due to their job.

Question 17

Which of the following is true for workers compensation?
A) the insurance may be provided by the state or private insurers
B) companies are not allowed to self-insure
C) the lower the number of claims a company has the higher their rate for the insurance
D) workers compensation extends to customers injured on the employers property

Accepted Answer

Workers compensation insurance can be provided by either the state or private insurers, depending on the jurisdiction.

Answer: B
 Companies are allowed to self-insure for workers compensation in some states, but they must meet certain financial requirements and obtain approval from the appropriate state agency.

Answer: None
 Option C is incorrect because companies with fewer claims may actually receive lower rates for workers compensation insurance. Option D is incorrect because workers compensation generally only applies to employees who are injured on the job, not customers or visitors.

Question 18

The unemployment insurance fund in a state is generally:
A) at least partially funded by a tax on employers based on their number of employees and claim rate
B) designed to provide 12 months of benefits to anyone out of work
C) funded by title VII funds tied to Perkins funds
D) based on a participant being required to pursue job training while collecting benefits

Accepted Answer

The unemployment insurance fund in a state is generally at least partially funded by a tax on employers based on their number of employees and claim rate. This tax is designed to fund benefits for workers who lose their jobs through no fault of their own. The duration of benefits may vary by state, but it is typically less than 12 months. There is no requirement for job training while collecting benefits.

Question 19

The level of bonus or profit sharing is generally scaled according to the level of the employee, which means the line employee gets less because they do less work.

Accepted Answer

This statement is not necessarily true. The level of bonus or profit sharing should be based on factors such as individual performance, contribution to the company's success, and overall financial health of the company, rather than just the employee's level or job title. The amount of work done does not always correspond to the level of contribution or value an employee brings to the company.

Question 20

Which of the following is not true of an incentive program?
A) Is something that encourages the employee to take action
B) Is a program that discourages employees from achieving goals they set so they will focus on goals set by the company
C) Is built on rewards for achieving goals.
D) It is a program structured around the achievement of a specific performance, sales or profit level for the operation.

Accepted Answer

An incentive program is designed to encourage employees to take action and achieve specific performance, sales, or profit goals. It is built on rewards for achieving these goals and is not intended to discourage employees from setting and achieving their own personal goals. Therefore, option B is not true of an incentive program.

Quiz 5: Compensation, Benefits and Staff Scheduling

The compensation of a "salaried" employee is based on _____________.

Compensation can take many forms. Which of the following is not a form of compensation?

When positions are classified at set levels which have established pay ranges this is the __________________?

Which of the following would not be considered a type of compensation?

An employee receiving pay only for the number of hours worked is:

Employees employed as bona fide executive, administrative, professional and outside sales employees are:

The FLSA requires payment of overtime pay at the rate of 1 1/2 times the employee's hourly wage when the employee works:

Changing an employee's title to manager automatically changes their classification to exempt.

The determination of "job worth" is _____________.

When determining "job worth" skill level is considered to be ___________.

Benefits mandated by the federal government include:

A retirement plan in which the employer and employee contribute to the plan is a:

Free meals are considered to be a:

Mandatory benefits are those:

The taxable maximum:

The purpose of _______________________ is to provide financial security for all employers, employees and their dependents through retirement and disability income and survivor benefits.

Which of the following is true for workers compensation?

The unemployment insurance fund in a state is generally:

The level of bonus or profit sharing is generally scaled according to the level of the employee, which means the line employee gets less because they do less work.

Which of the following is not true of an incentive program?