Test Your Knowledge March 27, 2017

human resource, HR, employment law

Each question has been given a certain number of points based on the level of difficulty. Calculate the number of total points you earn to find your grade.

  • A (26-30 pts.)
  • B (21-25 pts.)
  • C (16-20 pts.)
  • D (11-15 pts.)
  • F (10 or less pts.)


  1. (3 pt.) If an employer provides a base hourly rate of at least the applicable minimum wage for all hours worked by an employee paid on a _____________ basis, the employer will be deemed in compliance with the compensation requirements for “other nonproductive time.” California’s Labor Code defines “other nonproductive time” as “time under the employer’s control, exclusive of rest and recovery periods, that is not directly related to the activity being compensated” on such a basis.
  2. (5 pts.) True or False: Per California’s Business and Professions Code, a non-attorney or unlicensed investigator who conducts an investigation regarding employee misconduct as an outside investigative provider, and/or the entity that hires such an individual, can be fined up to $5,000, imprisoned in the county jail for up to one year – or both. Therefore, an outside HR consultant who is not licensed to practice law should not be hired to conduct an investigation of employee misconduct.
  3. (1 pts.) True or False: California’s Labor Code states that employers cannot prohibit an employee from disclosing his/her own wages, discussing the wages of others or inquiring about another employee’s wages.
  4. (5 pts.) If an employer, or an individual acting on behalf of an employer, fails to provide a wage deduction statement or record to an employee, a fine in the amount of $______ per employee per violation may be imposed for each initial violation. The amount increases to $_________ per employee per violation for subsequent violations. Additional civil penalties may also be imposed.
  5. (3 pts.) True or False: A student under the age of 22 enrolled at a nonprofit or public educational institution who is working pursuant to a “work experience” program may be excluded from unemployment insurance coverage benefits.
  6. (1 pt.) True or False: Court rulings by several California courts, including the California Supreme Court, have held an employer will not be liable for failing to compensate an employee for time worked off-the-clock provided the employer has issued a specific and explicit policy prohibiting employees from performing unauthorized off-the-clock work and the employer had no actual or constructive notice of the employee’s unapproved off-the-clock work.
  7. (3 pts.) A nonexempt employee working outside of a properly adopted alternative workweek schedule must be paid______ times his/her regular rate of pay for all hours worked between ____ hours and _____ hours in a single workday. The same rate of pay is also due for the first ______ hours worked by such employee on the seventh consecutive day in a single workweek.
  8. (This is a tricky one! 5 pts.) If an employer provides its employees with the use of a ________ _________, an employee who is injured while commuting to or from work may be eligible for workers’ compensation benefits (depending on where the injury occurs).
  9. (3 pts.) An individual seeking State Disability Insurance (SDI) benefits as a result of inability to work due to a disability is required to file a claim for benefits within _____ days of the date upon which the individual became disabled. Upon a showing of good cause, the Employment Development Department (EDD) may extend the time for filing.
  10. (1 pt.) True or False: Health insurance premiums paid by an employer on behalf of an employee and the employee’s dependents are not considered wages for purposes of unemployment insurance.


    1. piece-rate
    2. True
    3. True
    4. $250; $1,000
    5. True
    6. True
    7. 1.5; 8; 12; 8
    8. parking lot
    9. 49
    10. True

SHRM provider, SHRM program, SHRM certification, HR certification, HR, human resource