Quiz: Do You Know the Correct Answers?

1. What does the federal law say about extra pay for people working weekends, nights or holidays?

  1. It’s not required, but some state laws may apply
  2. It’s required at time-and-a-half
  3. It’s required at double time
  4. It’s not required, but you must give a bonus

Correct answer: A

Extra pay for working weekends or nights is a matter of agreement between the employer and the employee (or the employee’s representative). The Fair Labor Standards Act (FLSA) does not require extra pay for weekend or night work or double time pay.

An employer who requires or permits an employee to work overtime is generally required to pay the employee premium pay for such overtime work. Employees covered by the Fair Labor Standards Act (FLSA) must receive overtime pay for hours worked in excess of 40 in a workweek of at least one and one-half times their regular rates of pay. The FLSA does not require overtime pay for work on Saturdays, Sundays, holidays, or regular days of rest, unless overtime hours are worked on such days.

The FLSA, with some exceptions, requires bonus payments to be included as part of an employee’s regular rate of pay in computing overtime.

Details found on Department of Labor’s Overtime Pay page. https://www.dol.gov/general/topic/wages/overtimepay

2. The three most common types of job discrimination complaints filed by employees (in order) are:

  1. Race, age and retaliation
  2. Age, sex and race
  3. Retaliation, race and sex

Correct answer: C

Find statistics on discrimination complaints filed on EEOC’s Charge Statistics page. 

3. To be eligible for FMLA coverage, employees must have worked at least how many hours with that employer in the previous 12 months?

  1. 1,520
  2. 1,250
  3. 1,025

Correct answer (B)

The Family Medical Leave Act (FMLA) entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave. 

In order to be eligible to take leave under the FMLA, an employee must:

  • work for a covered employer;
  • have worked 1,250 hours during the 12 months prior to the start of leave; the 1,250 hours include only those hours actually worked for the employer. Paid leave and unpaid leave, including FMLA leave, are not included.
  • work at a location where the employer has 50 or more employees within 75 miles; and
  • have worked for the employer for 12 months. The 12 months of employment are not required to be consecutive in order for the employee to qualify for FMLA leave. In general, only employment within seven years is counted unless the break in service is (1) due to an employee’s fulfillment of military obligations, or (2) governed by a collective bargaining agreement or other written agreement.

Details can be found on the U.S. Department of Labor’s FMLA Frequently Asked Questions page.  

4. In general, people need to file a charge with the EEOC within how many days from the day the discrimination took place?

  1. 180
  2. 90
  3. 60

Correct answer (A)

If you believe that you have been discriminated against at work because of your race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age (40 or older), disability or genetic information, you can file a Charge of Discrimination. A charge of discrimination is a signed statement asserting that an employer, union or labor organization engaged in employment discrimination. It requests EEOC to take remedial action.

Details can be found on the EEOC’s Time Limits for Filing A Charge page. 

5. Can an employee be fired just because a creditor wants to garnish his pay?

  1. Yes
  2. No
  3. Sometimes

Correct answer: C

Wage garnishment is a legal procedure in which a person’s earnings are required by court order to be withheld by an employer for the payment of a debt such as child support. Title III of the Consumer Credit Protection Act (CCPA) prohibits an employer from discharging an employee whose earnings have been subject to garnishment for any one debt, regardless of the number of levies made or proceedings brought to collect it. It does not, however, protect an employee from discharge if the employee’s earnings have been subject to garnishment for a second or subsequent debts.

Details can be found on the U.S. Department of Labor’s Garnishment page.


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