1. ABC Corporation is a private sector manufacturing company which employs 450 assembly line workers. You are the HR Director and are evaluating the following alternative policies.

• ABC Overtime Proposed Policy One: Assembly line workers are salaried employees. As a result, under federal and state wage and hour laws, they are not eligible for overtime pay and will not be compensated beyond their weekly salary amount for working over 40 hours per week.
• This policy is rejected because the employees are salaried, and the employer is required to pay 1.5 times their usual rate for any hours worked above 40 hours per week. While the assembly line workers are salaried, they are exempt from overtime because they are not an administrator, executives, professionals, or outside salesperson.
• ABC Overtime Policy Two: Assembly line workers shall receive comp time in the amount of 1.5 times any hours worked over 40 in a given work week. Comp hours must be sued within 6 months from the end of the week for which they were earned. Comp time hours not used within this period become null and void.
• This policy is rejected because compensatory time is forbidden under federal law because the employer avoids paying overtime pay to the employee as required by the FLSA.
• ABC Overtime Proposed Policy Three: Assembly line workers are paid solely on the basis of production. As a result, assembly line workers are not eligible for overtime pay.
• This policy is rejected because the personnel on the manufacturing line are corporate employees. Salaries must be given to them. Their incentives, however, may be based on performance.
• ABC Overtime Proposed Policy Four: Assembly line workers shall be compensated at the rate of 1.5 times their hourly rate for all hours over 40 worked in a given week.
• This policy is accepted because it is the most appropriate policy for the given situation. The reason for this is that businesses are required by law to pay employees 1.5 times their regular income for overtime, i.e., working more than 40 hours per week. As a result, this policy will assist the employer in meeting its production target while conforming to the government's norms and laws.

1. XYZ Apparel is a retail store that employs 25 part-time retail clerks. The duties of the retail clerks include stocking shelves, reconciling the register, apprehending shoplifters, customer service and sales. You are the HR Director and are evaluating the following alternative policies.

• XYZ Proposed Policy One: XYZ provides excellent entry-level opportunities. We pay all retail clerks in accordance with the required minimum wage. XYZ requires all retail clerks to arrive at least 10 minutes before their shifts begin and to remain on the premises after the store closes to complete all tasks pursuant to our closing procedures. Because these are preparatory tasks, you will not be compensated for these periods.
• This policy is rejected because the FLSA compensates all retail clerks in the amount o the required minimum wage for all hours worked, including preparatory time and time required after a shift to perform assigned closing tasks.
• XYZ Proposed Policy Two: XYZ is a retail sales operation. Given that you are a customer sales representative, you will not receive a salary or hourly wage, but will be compensated solely on the basis of a 5% commission of your gross sales.
• This policy is rejected because the FLAS does not provide wage payment or collection procedures for an employee's usual or promised wages or commissions more than those required by the FLSA.
• XYZ Proposed Policy Three: XYZ compensates all retail clerks in the amount of the required minimum wage for all hours worked, including preparatory time and time required after your shift to perform assigned closing duties.
• This policy is accepted because the FLSA establishes minimum wage, overtime pay, recordkeeping, and child labor standards affecting full-time and part-time workers in the private sector and in Federal, State, and local governments.
• XYZ Proposed Policy Four: XYZ compensates all retail clerks in the amount of the required minimum wage for all hours worked, including preparatory time and time required after your shift to perform assigned closing duties. You will be granted a one half hour lunch period in the event that your shift exceeds four consecutive hours. You must remain in the store during these periods. Though it is rare, you will be on-call during your lunch period to help out. Due to the difficulty of compensating for these random on-call duties, you will not be compensated for your lunch period.
• This policy is rejected because all clerks must be compensated for their lunchtime according to the FLSA.

1. GRAS Lawn Maintenance is a lawn mowing firm. It contracts with home and business owners to mow their lawns according to a regular schedule. It has 5 crews consisting of 3 employees each. Crew members arrive at GRAS headquarters at 8:00 a.m. Monday - Friday. If it is raining that day, they are sent home. They are expected to work on weekends, with the same starting time, as the weather and workload dictates. They are given a list of lawns to mow in accordance with directions, at the beginning of the day. They drive company trucks and use only company equipment. You are the HR Director and are evaluating the following alternative policies.

• GRAS Proposed Policy One: GRAS lawn professionals are independent contractors. As a result, you will be paid by the job at the rate of 10% of the gross amount received by GRAS for each lawn mowed.
• This policy is rejected because under the FLSA independent contractors are not covered with a binding agreement. They have the freedom to choose their schedule and can work for many companies at once.
• GRAS Proposed Policy Two: GRAS lawn professionals are hourly employees who will be compensated at the rate of $15 per hour for all hours worked and $22.50 for all hours worked in excess of 40 hours during a workweek. In the event that that you arrive at work and, due to weather conditions, no mowing will occur on that day, you will be compensated at your hourly rate from the time of arrival until a determination that no work will be conducted that day is communicated to your by your supervisor.
• This policy is accepted because under FLSA the minimum wage rate is $7.25 per hour which varies from state to state. There is also a policy for overtime exceeding 40 hours worked and it falls under the FLSA.
• GRAS Proposed Policy Three: GRAS lawn professionals are highly compensated individuals who will be paid a salary of $500 per week. You will be paid this amount even if no work can be performed on some days due to weather conditions. In return for this guaranteed salary, you will not be paid any overtime when you work more than 40 hours during a given work week.
• This policy is rejected because the FLSA has a policy for overtime and this policy violates that provision.
• GRAS Proposed Policy Four: GRAS lawn professionals will be paid on the basis performance. Each lawn has been assigned a fair time duration which will be required for completion. You will be paid $10 per hour for the time that you spend at a job, not to exceed the assigned fair time value.
• This policy is rejected because the employees are not allowed to work overtime and are not paid a fair time value.

1. Spill is a chemical manufacturer. It manufactures a variety of toxic and flammable products which are widely used in a variety of industries. You are the HR Director and are evaluating the following alternative policies.

• Spill Proposed Policy One: At Spill, safety is our primary concern. Upon employment at Spill, it is your obligation to conduct internet research to determine the safety equipment and gear that you will need to work at Spill. We will reimburse you for safety equipment and gear that Spill, in its sole discretion, determines to be necessary to perform your job upon presentation of receipt. We will also provide you with a list of toxic and flammable chemicals that you will be exposed to on the job. It is your responsibility to research these chemicals and to determine proper procedures for handling them prior to beginning employment. You will be given a quiz on the first day of employment and must pass this quiz to begin employment.
• This policy is rejected
• Spill Proposed Policy Two: At Spill, safety is our primary concern. You will be provided with OSHA compliant training for all of the chemical industry standards pertaining to safety procedures for all chemicals and products that you will be exposed to and working with. A complete list of all chemicals and products that you will be working with, including the risks and dangers associated with each, is located in the main office for your review and inspection.
• This policy is accepted because
• Spill Proposed Policy Three: At Spill, safety is our primary concern. Given that Spill engages in the chemical industry, it is exempt from both state and federal occupational safety laws.
• This policy is rejected because

1. GIP is a pork processing company. It regularly employs seasonal employees to work in its plants processing pork. You are the HR Director and are evaluating the following sets of immigration, unemployment and workers' compensation policies.

• GIP Proposed Policy Set One: It is GIP's established policy to hire only U.S. citizens to work at its plants. By reading this policy, you affirm, under oath and penalty of perjury, that you are a U.S. citizen lawfully working in the U.S. and that you will hold GIP harmless if it is determined that you are not legally entitled to work in the U.S. You also agree that in the event that your job at GIP ends, you will agree to a one-time payment of $250.00 and will not seek unemployment compensation. Furthermore, GIP will cover you under a general disability policy, at no cost to you, in lieu of workers' compensation benefits.
• This policy is rejected because
• GIP Proposed Policy Set Two: GIP has attempted to verify your citizenship status in the U.S. Employee agrees that he or she is an independent contractor and that GIP is not legally required to cover employee under unemployment and worker's compensation laws.
• This policy is rejected because
• GIP Proposed Policy Set Three: Say nothing about immigration laws, unemployment and worker's compensation. Simply require employees to provide the proper documentation, complete and retain I-9 Forms.
• This policy is accepted because

This is what I have so far should I be adding more information to the ones already answered? Also having trouble with the last 2 companies.