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A non-exempt employee?s usual pay is $800/wk

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31. A non-exempt employee?s usual pay is $800/wk, based on a 40/hr week. This week he works 50/hrs. His regular rate of pay is ___. His total pay for this week should be ___.;a. $800/wk, $800;b. $16/hr, $1100;c. $20/hr, $1000;d. $20/hr, $1100;e. $16/hr, $1040;Which of the following is true regarding compensatory (?comp?) time?;a. employers can require employees to use up their accrued comp time, regardless of whether employees wish to do so;b. the maximum amount of comp time that can be banked is capped at 240 hours for most employees;c. acceptance of comp time can be made a condition for receiving overtime work;d. b and c;e. all of the above;33. Which of the following is generally compensable time under the FLSA?;a. meetings during work hours concerning employee grievances;b. meal periods of any length;c. periods spent waiting to start work;d. time spent traveling to and from work in a private car;e. all of the above;34. The Migrant and Seasonal Agricultural Worker Protection Act requires that;a. migrant agricultural workers must be paid no less than the prevailing wage for farm laborers in the geographic region;b. migrant agricultural workers must be provided with housing and the housing must be safe and sanitary;c. migrant agricultural workers must receive overtime pay of one and a half times their regular rate of pay for all work hours in excess of 50 in a week;d. all of the above;e. none of the above;35. Defined benefit pension plans;a. promise a specific pension benefit upon retirement;b. include cash balance pension plans;c. are insured through the Pension Benefit Guaranty Corporation (PBGC) d. all of the above;e. none of the above;36. Summary plan descriptions (SPDs);a. must be provided to new employees before they begin their employment;b. provide a brief overview of the terms of employee benefit plans;c. can be the basis for claims that employees did not receive promised benefits;d. all of the above;e. none of the above;37. Which of the following is a fiduciary duty under ERISA?;a. ensuring that plans operate in accordance with plan documents and ERISA;b. diversifying pension fund assets to minimize the risk of large losses;c. managing benefit plans and funds solely in the interest of plan beneficiaries;d. all of the above;e. none of the above;38. Which of the following is true regarding vesting requirements under ERISA?;a. once pension rights vest, employees are entitled to receive full pensions upon leaving employment;b. once pension rights vest, employees? pension plans cannot be discontinued or changed;c. vesting is generally required after five or seven years of service;d. vesting is never required but is purely a contractual provision negotiated between the employer and employee;39. Which of the following is true of the Employee Retirement Income Security Act (ERISA)?;a. it requires employers to provide pensions for most of their employees b. it is superseded by state laws that relate to employee benefit plans;c. it does not apply to benefit plans administered by public employers;d. it requires that once a plan is in place, it can not be changed or modified without the employees consent;e. all of the above;40. Defined contribution pension plans;a. are insured by the Pension Benefit Guaranty Corporation (PBGC);b. are prone to under-diversification of investments;c. are not subject to ERISA vesting requirements;d. guarantee specific pension benefits to the employee when the plan is entered into;41. Which of the following is true regarding the legal status of managed care?;a. the Supreme Court has determined that financial incentives given to doctors who limit the use of medical services are not a breach of fiduciary duty under ERISA;b. the Supreme Court has determined that ERISA preempts state laws requiring that patients be allowed to appeal disputed medical claims to external review boards;c. ERISA has effectively shielded managed care companies from suits for medical malpractice stemming from poor quality medical care;d. managed care companies act as fiduciaries when relying on doctors medical judgments to make medical coverage decisions;42. Which of the following is a qualifying event necessitating an offer of COBRA continuation coverage?;a. an employee quits his job;b. an employee?s hours are cut;c. a spouse and an employee get divorced;d. all of the above;e. none of the above;43. An employee is terminated for poor attendance. The employer sends a letter on May 1 notifying him of his right to receive continuation health insurance coverage. The letter states that the former employee must respond by May 30 to be eligible for up to 6 months of continuation coverage. The employer?s letter;a. accurately states the former employee?s rights under COBRA;b. should state that the employee has 45 days to decide on coverage that would last up to 3 years;c. should state that the employee has 60 days to decide on coverage that would last up to 3 years;d. should state that the employee has 60 days to decide on coverage that would last up to 18 months;e. should not have been sent since a termination for poor attendance is not a qualifying event under COBRA;45. The Pregnancy Discrimination Act provides for each of the following except;a. health plans must cover expenses for pregnancy-related medical care on the same basis as for other medical conditions;b. because of the extreme costs and because men do not afford themselves of pregnancy benefits, larger deductibles or co-pays may be charged;c. both married and unmarried employees must be covered;d. the same level of coverage must be provided for the spouses of male employees as is provided for the spouses of female employees

 

Paper#35661 | Written in 18-Jul-2015

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