under the decimal system of computing time worked at carmans company

2-708 LO 3. 9 P74) Inder the decimal system of computing time worked at Car- man's Company, production workers who are tardy are "docked" according to the schedule shown below. Minutes Late in Fractional Hour Ringing in Deducted 1 through 6 1/10 7 through 12 2/10 13 through 18 3/10 19 through 24 4/10 etc. The regular hours of work, Monday through Friday, are from 7:30 to 11:30 AM, and from 12:30 to 4:30 P.M. During one week, Bernard Hoskins, who earns $12.95 an hour, reports in and checks out as shown below. Employees are not paid for ring- ing in a few minutes before 7:30 and 12:30 nor for ringing out a few minutes after 11:30 and 4:30. DAY MRS WORKED M T w Th F AM PM In Out In Out 7:28 11:31 12:50 4:31 7:35 11:30 12:30 4:30 7:44 11:33 12:27 4:32 7:27 11:31 12:32 4:33 7:34 11:32 12:40 4:30 6. The gross earnings for the week...... Refer to the partial time card and compute: 6. The hours worked each day........... b. The total hours worked ....... 2. 3. PART 1-TRUE OR FALSE-1 POINT EACH- Plans in which overtime is paid in advance violates the pay requirements of the Fair Labor Standards Act (FLSA). In cases where an employee works at different rates for different jobs during the same workweek, the employers can, at their option, calculate the overtime in one of three ways. . _When converting biweekly wage rates to hourly rates, multiply the biweekly earnings by 2 to arrive at the weekly rate, and divide the weekly rate by the standard number of hours. 4. The Family and Medical Leave Act of 1993 is the single law most often violated by employers. Federal laws do not impose recordkeeping requirements on employers. _Title Vil of the Civil Rights Act of 1964, as amended, forbids employers to discriminate in hiring, firing, promotion, compensating, or in any other condition of employment on the basis of race, color, religion, gender, or national origin. 7. The Fair Labor Standards Act is popularly known as the "Equal Employment Opportunity Act". The Americans with Disabilities Act of 1990 (ADA) covers employers with 15 or more employees. 9. _. The Age Discrimination in Employment Act of 1967 (ADEA) covers employers engaged in an industry affecting interstate commerce (who employ 15 or more employees), employment agencies, and labor unions. 10. _ _The Fair Labor Standards Act is to be adhered to by employers over state laws, even if state laws set higher standards. 11. The Immigration Reform and Control Act of 1986 (IRCA) bars employers from hiring and retaining aliens unauthorized to work in the U.S. 12. The main reason for the Federal Personal Responsibility and Work Opportunity Reconciliation Act of 1996 (PRWORA) is to help in the enforcement of child support obligations. 3. Federal civil rights laws specifically outlaw questions concerning the race, color, religion, gender, national origin, or age of an applicant. 4. By signing an "Employment Reference Release" form, the applicant authorizes prior employers to release all information regarding employment with them. 5. Even though personnel files are the property of the employer, employees may have the right to view and receive a copy of their own files. 2-708 LO 3. 9 P74) Inder the decimal system of computing time worked at Car- man's Company, production workers who are tardy are "docked" according to the schedule shown below. Minutes Late in Fractional Hour Ringing in Deducted 1 through 6 1/10 7 through 12 2/10 13 through 18 3/10 19 through 24 4/10 etc. The regular hours of work, Monday through Friday, are from 7:30 to 11:30 AM, and from 12:30 to 4:30 P.M. During one week, Bernard Hoskins, who earns $12.95 an hour, reports in and checks out as shown below. Employees are not paid for ring- ing in a few minutes before 7:30 and 12:30 nor for ringing out a few minutes after 11:30 and 4:30. DAY MRS WORKED M T w Th F AM PM In Out In Out 7:28 11:31 12:50 4:31 7:35 11:30 12:30 4:30 7:44 11:33 12:27 4:32 7:27 11:31 12:32 4:33 7:34 11:32 12:40 4:30 6. The gross earnings for the week...... Refer to the partial time card and compute: 6. The hours worked each day........... b. The total hours worked ....... 2. 3. PART 1-TRUE OR FALSE-1 POINT EACH- Plans in which overtime is paid in advance violates the pay requirements of the Fair Labor Standards Act (FLSA). In cases where an employee works at different rates for different jobs during the same workweek, the employers can, at their option, calculate the overtime in one of three ways. . _When converting biweekly wage rates to hourly rates, multiply the biweekly earnings by 2 to arrive at the weekly rate, and divide the weekly rate by the standard number of hours. 4. The Family and Medical Leave Act of 1993 is the single law most often violated by employers. Federal laws do not impose recordkeeping requirements on employers. _Title Vil of the Civil Rights Act of 1964, as amended, forbids employers to discriminate in hiring, firing, promotion, compensating, or in any other condition of employment on the basis of race, color, religion, gender, or national origin. 7. The Fair Labor Standards Act is popularly known as the "Equal Employment Opportunity Act". The Americans with Disabilities Act of 1990 (ADA) covers employers with 15 or more employees. 9. _. The Age Discrimination in Employment Act of 1967 (ADEA) covers employers engaged in an industry affecting interstate commerce (who employ 15 or more employees), employment agencies, and labor unions. 10. _ _The Fair Labor Standards Act is to be adhered to by employers over state laws, even if state laws set higher standards. 11. The Immigration Reform and Control Act of 1986 (IRCA) bars employers from hiring and retaining aliens unauthorized to work in the U.S. 12. The main reason for the Federal Personal Responsibility and Work Opportunity Reconciliation Act of 1996 (PRWORA) is to help in the enforcement of child support obligations. 3. Federal civil rights laws specifically outlaw questions concerning the race, color, religion, gender, national origin, or age of an applicant. 4. By signing an "Employment Reference Release" form, the applicant authorizes prior employers to release all information regarding employment with them. 5. Even though personnel files are the property of the employer, employees may have the right to view and receive a copy of their own files