CPS CPS Wage & Hour Laws 2

Question 1

Under the FLSA, how must an employer define a 'workweek' for overtime calculation purposes?

Accepted Answer

Any fixed regularly recurring period of 168 hours (7 consecutive days)

Answer

A workweek under the FLSA is any fixed, regularly recurring period of 168 hours—seven consecutive 24-hour periods—established by the employer.

Question 2

Which category of employees is NOT typically exempt from FLSA overtime requirements?

Accepted Answer

Non-exempt hourly production workers

Answer

Non-exempt hourly production workers are entitled to overtime pay and do not qualify for the white-collar exemptions under the FLSA.

Question 3

The 'regular rate of pay' used for FLSA overtime calculations must include which of the following?

Accepted Answer

Shift differentials and non-discretionary bonuses

Answer

Shift differentials and non-discretionary bonuses must be included in the regular rate of pay when calculating overtime under the FLSA.

Question 4

Under the Davis-Bacon Act, what type of employers are required to pay 'prevailing wages'?

Accepted Answer

Federal contractors and subcontractors on public works projects over $2,000

Answer

The Davis-Bacon Act requires federal contractors and subcontractors on covered construction projects exceeding $2,000 to pay locally prevailing wages and benefits.

Question 5

What is the FLSA's statute of limitations for filing a wage and hour claim for non-willful violations?

Accepted Answer

2 years

Answer

The FLSA has a 2-year statute of limitations for non-willful violations and a 3-year limit for willful violations.

(CPS) Certified Payroll Specialist Practice Test

(CPS) Certified Payroll Specialist Practice Test

CPS CPS Wage & Hour Laws 2