Q&A Hero

Human Resource

Q: A "living wage" provides for a minimum wage tailored to living costs in a city or geographic area.
Q: "Living wages" are generally four to five times the federal minimum wage.
Q: Sam is computer system troubleshooter. His company requires him to wear a beeper when he is not at the office during weekends, but not evenings. Sam is eligible to receive pay for his "on-call" time.
Q: It is legal to reclassify employees as non-exempt and reduce base salary to cover the cost of overtime pay.
Q: . A GAO study found only one tenth of cases brought by undercover agents were properly handled by the Wage and Hour division.
Q: The objective of the overtime provision of FLSA is to share available work by making it more costly for employers to schedule overtime for current employees than to hire
Q: The purpose of minimum wage legislation is to maximize the number of employed people.
Q: Because relatively few people are paid minimum wage, raising the minimum wage does not affect pay structures.
Q: Minimum wage jobs are very rare in the software, chemical, oil, and pharmaceutical industries.
Q: If federal and state minimum wage laws cover the same job, workers should be paid at or above the higher rate.
Q: All employees are covered by the Fair Labor Standards Act of 1938 and its amendments.
Q: The Mental Health Act of 1997 requires coverage of mental illness as any other medical condition.
Q: The overall effect of immigration is an increase in wages for low skilled workers.
Q: While government affects the supply of labor through legislation, it has little effect on the demand for labor.
Q: Fair Labor Standards Act wage and hour settlements are generally significantly smaller than those in employment discrimination suits.
Q: Legislation does not always achieve what it intends nor achieves what it achieves.
Q: _____ has produced more comparable-worth pay increases than any other approach.A.Integrative bargainingB.Win-win bargainingC.Interest-based bargainingD.Collective bargaining
Q: Which of the following is not one of the steps in establishing a comparable-worth pay plan?A.Adopt a single, "gender neutral" point job evaluation plan for all jobs within a unit.B.All jobs with equal job evaluation points should be paid the same.C.Identify the percentages of male and female employees in each job group.D.Base the wage-to-job evaluation point ratio on wages paid for female-dominated jobs.
Q: Which of the following statements regarding wage differences in industries and firms is not true?A.Men's wages are 54 percent higher in large firms than smallB.Women's wages are 37 percent higher in large firms than smallC.Female employment is more heavily concentrated in large than small firmsD.The pay premium for switching jobs accrues to white males, but not women and minorities
Q: The key factors explaining the gender pay gap are differences in _____.A.qualifications and work/occupationB.work/occupation and work-related behaviorsC.union membership and discriminationD.discrimination and firm/industry
Q: Which of the following factors has not been suggested as an explanation of the earnings gap between the sexes and among minorities?A.Personality and cultural differencesB.Industry and firm differencesC.Union differencesD.Work-related behavior differences
Q: Regarding gender pay gaps, which of the following is true?A.The gap is largest for AsiansB.The gap between black and white women is more than between black and white menC.Asian women earn less than white womenD.Overall, the gender gap has decreased
Q: Court decisions suggest pay differences between dissimilar jobs will not be prohibited if the differences are based upon all of the following except _____.A.content of the workB.traditional pay patternsC.value to the organization's objectivesD.the ability to attract employees in the external market
Q: To determine pay discrimination on jobs of dissimilar content requires a standard that allows jobs of dissimilar content to be declared comparable and allows pay differences for jobs that are not comparable. This standard is _____.A.job evaluationB.comparable worth analysisC.disparate impact analysisD.point factor market comparison
Q: Regarding pay differences for different jobs, _____.A.there is considerable acceptance of comparable worthB.the courts favor reliance on use of unbiased job analysis resultsC.court decisions have been inconclusiveD.courts continue to uphold use of market data to justify differences
Q: A(n) _____ is "a grouping of employees who perform similar work, and occupy positions with similar responsibility levels and involving similar skills and qualifications."A.NOVB.FCSSC.SSEGD.OWBPA
Q: The agency that conducts reviews and seeks remedies where insufficient compliance to affirmative action is found is ____ A.DOL.B.EEOC.C.OFCCP.D.FCSS.
Q: _____ prohibits discrimination on the basis of race, color, religion, sex, or national origin.A.Executive Order 11458B.The FMLAC.Executive Order 11246D.The Rehabilitation Act
Q: In _____ type cases, the focus is on the discriminatory consequences rather than the intent to discriminate?A.disparate treatmentB.access discriminationC.disparate impactD.valuation discrimination
Q: The ADEA _____.A.prohibits discrimination on the basis of sex, race, or colorB.was amended in 1990 to include the Older Workers Benefit Protection ActC.typically focuses on differences in pay, promotions, pay raises, and performance reviewsD.prohibits discrimination on the basis of national origin in any employment condition
Q: Which of the following is not a guideline for interpreting the Equal Pay Act?A.Determination of substantially equal is based upon the content of actual work performedB.Men and women may be paid differently if there are seniority differencesC.Men and women may be paid differently if there are performance differencesD.Men and women may be paid differently if customers prefer one sex over the other
Q: Factors such as shift differential, temporary assignment, and training programs are examples of _____.A.working conditionsB."essential functions"C.factors other than sexD.bases of substantially equal
Q: Experience, training, education, and ability as measured by the performance requirements of a particular job are the Department of Labor's definition of _____.A.effortB.skillC.responsibilityD.working conditions
Q: A group of female employees have sued your company claiming their job is substantially equal to a job performed by men. Which of the following is your company's best defense?A.The job classifications are differentB.Some factor other than sexC.Men occasionally perform two additional small tasksD.Most women were hired through a different source than men
Q: Denial of jobs, promotions, or training opportunities to qualified women or minorities are examples of _____ discrimination.A.accessB.valuationC.disparate treatmentD.preferential treatment
Q: Prevailing wage laws _____.A.set pay for work done to produce goods and services contracted by the state governmentB.are the maximum wages that must be paid for work done on covered government projects or purchasesC.require that contractors determine the "flat rate" for construction labor in an areaD.was passed in response to conditions on projects such as the construction of the Hoover Dam during the Depression
Q: Which of the following is not a factor in the IRS's employee or independent contractor test?A.Instructions businesses give to workers.B. The worker is a paid a weekly wage.C. Workers are trained by the business.D.Workers have their own tools.
Q: A study of the effects of the living wage law in Los Angeles found all but the following _____.A.employees covered by the law received a pay increase of 20 percentB.one percent of covered jobs were lostC.a higher proportion of new hires were femaleD.turnover and absenteeism declined
Q: The highest rates of child labor are in _______A.China.B.India.C.Latin America.D.sub-Saharan Africa.
Q: Which of the following regarding child labor is not true?A.Persons under 18 cannot work in hazardous occupations such as logging and miningB.Persons under 16 cannot work in jobs involving interstate commerce unless working for a parent or guardianC.The ILO finds that on a global basis child labor is increasingD.The highest rates of child labor are in sub-Saharan Africa
Q: Compensatory time off would _____.A.give employers and employees the option of trading overtime pay for time offB.provide employees overtime pay after 8 hours for a 10-hour workdayC.allow an employer flexibility in the use of "on-call" employeesD.enable employers to monitor the employment practices of subcontractors
Q: Employers were more likely to offer bonuses, gain-sharing, and stock options after the passage of the _____.A.FLSAB.Davis-Bacon ActC.Sarbanes-Oxley ActD.Worker Economic Opportunity Act
Q: Susan works in a sterile laboratory that requires her to scrub and put on protective clothing. Which of the following acts determines whether she should be paid for this time?A.The Fair Labor Standards ActB.The Occupational Safety and Health ActC.The Portal-to-Portal ActD.The Health Care Workers Protection Act
Q: The _____ Act requires workers are given a number of breaks during the workday.A.Portal-to-PortalB.Occupational Safety and HealthC.Fair Labor StandardsD.Equal Pay
Q: What is the balance sheet approach? What is its objective?
Q: Distinguish between expatriates, local nationals, and third-country nationals with examples.
Q: Explain the three general compensation strategies used by companies with worldwide operations.
Q: Compare and contrast the pay objectives of Japanese, German and U.S. pay systems.
Q: Briefly explain the tariff agreements used in the traditional German pay systems.
Q: What are the basic components of Japanese pay systems?Explain at least one of them.
Q: What were the "three pillars" of Japan's employment relationships?
Q: How do the differences in the ownership and financing of companies around the world impact international pay?
Q: Explain the dimensions of national cultural attributes proposed by Hofstede.
Q: Briefly summarize the degree to which the social contract constrains the employment relationship in organizations with an example.
Q: Seventy-seven percent of expats have less disposable income when they return.
Q: Approximately 20 percent of expats leave their company within a year of their return to the U.S.
Q: The need for expatriate relocation incentives is because organizations do not value the international expertise expats acquire.
Q: US expatriates believe their organizations do not value their international expertise.
Q: One of the primary objectives of the balance sheet approach to expat compensation is to motivate performance.
Q: Under a tax equalization policy, the company retains the difference in taxes when an expat from a high taxation country is on assignment in a lower tax country.
Q: The sociopolitical and cultural systems reduce managers' ability to use pay as a source of competitive advantage.
Q: In Germany, an employee's pay is affected by their age.
Q: Employer allowances for commuting, housing and family, are common in many Asian countries, but are uncommon in Japan.
Q: In Japan, bonuses are primarily used to control the company's cash flow rather than to motivate better performance.
Q: A Japanese employee who receives "A" performance ratings will move to the next class faster than an employee who receives "C" or "D" ratings.
Q: Base pay for a Japanese employee of a major company varies between 60 and 80 percent of monthly pay.
Q: Japanese pay systems typically emphasize pay based upon competitors' market rates rather than internal alignment.
Q: Japanese pay systems are more person-based than job-based.
Q: Toyota and Toshiba, leading Japanese manufacturers, use very similar pay systems.
Q: It is easier and less complex to compare living costs across countries than total compensation.
Q: Generally, it is difficult to compare total compensation of a U.S. firm with a foreign competitor.
Q: Volkswagen would find it easier and less complex to reduce their labor costs than Toyota.
Q: In China, state-owned enterprises employee two-thirds of all workers, but WOFEs account for half of all profits.
Q: The four factors of the global compensation guide are more important than understanding the range of individuals within a country.
Q: Unionization rates are higher in Europe than Asia.
Q: The highest percent of unionized workers in Europe is France with 90 percent.
Q: Re-analysis of Hofstede's data shows that variation on culture dimensions is much larger among individual within a countries than between countries.
Q: A study of both U.S. and Slovenian MBAs found that risk taking was higher among Slovenians.
Q: In designing pay systems to fit the cultures of other countries, the important question is, "What are the cultural differences among nations?"
Q: The assumption that pay systems must be designed to fit different national cultures assumes most inhabitants share a national character.
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