HRCI PREP TEST Q Flashcards
What lawful deduction may an employer take?
Health and welfare or pension costs The law forbids employers from taking payroll deductions to cover lost or stolen company equipment as it is an inevitable business expense. An employee is legally entitled to be reimbursed for all business-related expenses. If an employer requires the use of uniforms, they must provide the uniforms to the employee and cannot deduct that cost from payroll.
Q. What payroll deductions may be executed without an employee’s consent?
Garnishment _Labor Code Section 351 prevents employers from collecting gratuities from employees. The loss of a laptop or any company equipment is considered an inevitable business expense and may not be taken from an employee’s payroll. An employer may not deduct for a replacement security badge, as it is a required item for an employee to wear. The employer must absorb the cost of the item.
Temp assignment over 90 days
The temporary employer may pay weekly, if the assignment is over 90 consecutive calendar days. Temporary agencies must pay in no less than weekly increments.
Non-exempt - What happens if they don’t take a lunch?
A non-exempt employee is required to take a minimum of a 30 minute, unpaid meal break. If the employee does not take the required break, the employer is obligated to pay a “penalty” to the employee of 1 additional hour at the regular rate of pay.
Split Shift
The employee would only be eligible for the additional hour if they are paid at minimum wage.
How many hours per week can an employee work before they must have a 24-hour period off-duty?
According to Wage Order 4, non-exempt employees falling under this wage order must not be terminated or disciplined for refusing to work more than 72 hours in a work week.
According to the IWC wage orders, the term uniform is best described as apparel:
of distinctive design and color.
Q. An employer and employee may apply for a special license that allows for the payment of wages to an employee below minimum wage for a worker:
With a disability
security guard making $14.00 per hour driver making $11.00 per hour. 40 hours as a security guard and 2 hours as a driver. If the overtime hours only applied to the time worked as a driver, what would be the hourly rate of overtime pay?
When an employee has 2 rates of pay, the weighted average must be calculated as follows: $14/hr × 40 = 560; $11 × 2 = 22; 560 + 22 = 582; 582/42 = 13.86; 13.86/2 = 6.93; Applying the weighted average to the driving time ($11/hour) 11 + 6.93 = 17.93.
Employers are prohibited from attempting to deter a union-organizing campaign with:
money received from the state.
What is the maximum number of hours a minor between the ages of 14-15 may work as a sports attendant during the school year?
When school is not in session, the minor may work up to 40 hours per week. When school is in session, a minor may only work up to 3 hours during a school day - up to a total of 18 hours in a week.
Under AB 1825 supervisor sexual harassment training regulation, attorneys would most often be considered which of the following?
Subject Matter Experts AB 1825 regulations state who can be considered SME’s. Attorney’s are qualified as SME’s, and therefore can conduct the training.
Employees Request to Review Payroll Reports
Labor Code section 1198.5 (m) states that an employer must comply with a request to reivew personnel and payroll files within a set amount of time. Failure to comply could result in fines up to $750.
Employers are required to retain job applications for:
Employers must retain job applications for candidates not selected for a position for at least 3 years.
In most cases, payment of temporary disability benefits is limited to what amount of time from the date of first payment?
The workers’ compensation regulations state that in most cases, temporary disability benefit payments typically do not last more than 104 weeks or 2 years from the date of the first payment.
