Test Your Knowledge

Regulatory Environments for Compensation Programs (Course C1)

Instructions: Choose an answer for each question and then click on the "Get Results" button at the end of the quiz.

1. Which of the following acts is focused on employers with construction contracts with the government?
A. Davis-Bacon Act
B. Walsh-Healy Act
C. McNamara-O'Hara Act
D. Sherman Antitrust Act

2. Which of the following acts is focused on employers with service contracts with the government?
A. Davis-Bacon Act
B. Walsh-Healy Act
C. McNamara-O'Hara Act
D. National Labor Relations Act

3. Which employees are covered by the National Labor Relations Act?
A. City, state and federal government employees
B. Airline and railroad employees
C. Employees who work for companies that sell goods in various states
D. Employees assigned to international positions

4. Which of the following agencies enforces the FLSA?
A. National Labor Relations Board
B. Equal Employment Opportunity Commission
C. Office of Federal Contract Compliance Programs
D. Department of Labor

5. To qualify for the executive exemption from the minimum wage and overtime provisions of the Fair Labor Standards Act, among other things what must an employee do?
A. Customarily and regularly direct the work of at least two full-time employees
B. Perform work that is intellectual and varied
C. Devote less than 15% of his or her time to nonexempt work
D. Possess knowledge of an advanced type in business administration

6. Which of the following is appropriate when an employee is required by the employer to attend training as a condition of employment?
A. Appropriate study time does not count as hours worked regardless of the educational level of the training program.
B. No training time is considered hours worked even if it is a condition of employment, since the employee is free to leave the company.
C. Only educational programs focused on remedial education (up to eighth grade) can be excluded from the 40-hour criteria for time and one-half.
D. Even when the training is required, as long as the classes are outside working time and not on company property, they are not hours worked.

7. On what basis does the Equal Pay Act of 1963 prohibit an employer from discriminating in employee compensation programs?
A. Race
B. Religion
C. Sex
D. Age

8. Under the Equal Pay Act, which is an acceptable defense to justify differences between the rates of pay for men and women assigned to the same job?
A. The male employees have substantially more education than the female employees.
B. All of the women have some professional certification or registration, whereas none of the men have comparable credentials.
C. The differential is due to the fact that the men have more seniority with the employer.
D. The women are all graduates of the most prestigious schools, and graduates from those schools command higher salaries.

9. Which act does the Office of Federal Contract Compliance Programs (OFCCP) enforce?
A. Americans with Disabilities Act
B. Vocational Rehabilitation Act
C. Civil Rights Act of 1991
D. Age Discrimination in Employment Act

10. Which of the following acts redefines guidelines for disparate impact cases?
A. Americans with Disabilities Act
B. Vocational Rehabilitation Act
C. Civil Rights Act of 1991
D. Age Discrimination in Employment Act

The Test Your Knowledge questions are intended to provide a small sample of the information covered in a particular course. Passing this test should not be considered an indicator that you also will pass the related certification exam. No portion of this document may be reproduced in any form without express written permission from WorldatWork. Copyright 2005 WorldatWork.

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