Take our HR Compliance Quiz Name * First Name Last Name Email * Phone * (###) ### #### 1. You can ask employees to complete Form I-9 as part of the job application process. True False 2. How often do you audit your I9 forms: Once a year Occasionally Never 3. An employee works on the 15th floor of a building and it takes several minutes to get from his desk to the outdoor break areas. All time spent away from his desk is counted toward the 10-minute rest break. True False 4. Hourly earnings and commissions, production bonuses, piece work earnings and value of meals and lodging are part of an employee's "regular rate" of pay for overtime purposes. True False 5. If a nonexempt employee works on a paid holiday, can I pay the nonexempt employee his/her regular wage for the paid holiday that he/she worked? Yes No 6. Which employers must comply with California's sexual harassment prevention training? California companies with five (5) or more employees California companies with fifty (50) or more employees All California companies Only private sector companies 7. An employee just walked into your office and says "I quit." You now have 36 hours to prepare his/her final paycheck. True False 8. If I keep employee records for the duration of employment, will that amount of time comply with all the records-retention laws? Yes No 9. How often do you update your employee handbook. We don’t have an employee handbook At least once a year Whenever there are required updates (more than once a year) I don’t know 10. Did you know the minimum salary for exempt employees increases every year. Yes No I didn’t know there was a minimum salary 11. Do you provide Paid Sick Leave for all employees? Yes, we follow CA requirements Yes, we follow Ca and some local requirements as well No, we only provide paid sick leave for full time employees No, we do not provide paid sick leave 12. Do you provide your non exempt employees the Wage Theft Prevention Act Notice? Yes, at time of hire Yes, at the time of hire and upon wage changes No I have never heard of this notice 13. Do you have a policy regarding Pregnancy Disability Leave if you have more than 5 employees? Yes No We do not have more than 5 employees 14. Do you have a lactation accommodation policy? Yes No No, because we only employ men 15. If you have 5 or more employees, when did you last update your CFRA (California Family Rights Act) policy We don’t have a CFRA policy At the beginning of this year Never What's the CFRA 16. A clerical employee who is paid a weekly salary (not by the hour) is exempt from the overtime requirements of the Fair Labor Standards Act.. True False 17. XXX Company has a policy that prohibits its non-exempt office staff from working overtime unless the overtime has been authorized in advance. Sheila flagrantly violates this rule. All the time. Which of the following can Bad Company NOT do to rectify the situation? Fire Sheila for repeatedly violating the rule against working unauthorized overtime. Stop paying Sheila for the unauthorized hours. That’ll teach her. Issue progressive discipline, up to and including termination of employment. Make Sheila leave on the nose at 5 p.m. (her regular quitting time) every evening. 18. Danielle has recently used up all of her leave under the Family and Medical Leave Act for her cancer treatments. Your company doesn’t offer short-term or long-term disability. Danielle brings you a note from her doctor saying that she will be able to return to work with restrictions in two weeks. What do you do? Immediately fill Danielle’s position before her return to work, then tell her you don’t have any vacancies. Then fire her, because she has no more job protection under the FMLA. Tell Danielle that you’d hold her job open for two weeks if she could return with no restrictions, but that you can’t hold it if she won’t be “100 percent” when she comes back. Consider both the FMLA and the Americans with Disabilities Act, since cancer is a “disability.” The FMLA is out of the picture because she has exhausted her leave. From an ADA standpoint, she can be required to return to full duty because her job duties are “essential functions.” Consider both the FMLA and the Americans with Disabilities Act, since cancer is a “disability.” The FMLA is out of the picture because she has exhausted her leave. From an ADA standpoint, it would be a reasonable accommodation to allow her two weeks beyond her FMLA period, so you give her that. Once you find out what her restrictions will be, you will assess whether they can be accommodated. You’ll consult with appropriate people (for example, her physician and her immediate supervisor), and you’ll “brainstorm” with Danielle about possible reasonable accommodations. If reasonable accommodations are possible, you will make them. 19. Are California employers required to provide vacation to their employees? Yes No Only if we have more than 5 employees 20. Are all employers in California required to extend medical benefits to their employees regardless of the size of the company? Yes No I don’t know Thank you!
