Have You Taken the HR Challenge?

Many of you know I (Bob) taught Human Resources classes at William Woods University for nearly 25 years. I loved to ask questions, so here’s a question for you!

True or False – Must an employer pay a salaried non-exempt employee when the employer closes his/her business due to (in this case) snowy weather conditions?

If you answered TRUE you’re RIGHT and if you answered FALSE your answer is WRONG, AND if you answered TRUE you might be wrong and if you answered FALSE you might be right.

If a non-exempt employee is salaried he/she must be paid his/her full salary even if the business owner closes the business due to (in this case) snow.

HOWEVER, if the business isn’t closed and the salaried non-exempt employee chooses not to work then the business owner doesn’t have to pay.

HOWEVER, a vacation day or PTO day must be used to make up for the snow day and so the salaried non-exempt employee is paid a full salary.

HOWEVER, if the salaried non-exempt employee doesn’t have any vacation or PTO time to make up the difference the business owner must still pay the full salary.

A hourly non-exempt employee is only paid when he/she works regardless of what the business owner does regarding the closure of his/her business.
As always we like to help our clients grow. We have developed a HR Challenge which tests your employment law knowledge.

HR Challenge
Boost your thinking about HR and discover areas that might need tweaking. Don't worry! It's short, so grab a cup of coffee and jump right in.

Whether you do well on this quiz or not, maybe it's time to talk to us at Executive Advantage to find out how we can help you with your HR needs. We'd love to meet over coffee to learn more about your company.

Call us today at 573 554-2270 or 573 446-0019 if you have issues with this survey, or email us at hr@executiveadvantagellc.com.

1. Employment tests are good resources for making the final hiring determination?*

True.

False.
2. Does an exempt employee have to be paid when an organization is closed due to snow?*

No, because snow is an "act of God".

No, the business is only required to pay if the exempt employee couldn't make it to work.

Yes, the exempt employee should normally be paid if the business closes due to snow on what would be a normal workday.

Yes, because everyone deserves a day to play int he snow.
3. In Missouri, an organization may refuse to hire an employee who smokes.*

No, that's discrimination.

It depends on how much they smoke.

Yes, but only if the company can find a good excuse.

Yes, because smokers aren't a protected class.
Choose one of the four.
4. Compensatory time should be used instead of paying overtime to non-exempt employees?*

No, non-exempt non-government employees should always be paid overtime instead of comp time.

Yes, as long as you keep track of the employee's time accurately and make certain you're not shorting them in the long run.

No, but good chocolate is often considered adequate compensation.

Yes, as long as you keep the comp time to within your company's pay period (not to exceed 1 month).
Choose the one which is most correct.
5. One of your employees is being accused of workplace harassment. Their excuse is that they were only joking and were never meant to be taken seriously. Is this a good defense?

Yes. Intentions are what really matter!

I don't know. Maybe?

No. Intent is never a good defense.
6. You are advertising for a new position within your company. Your advertisement states that a position as a permanent full-time bookkeeper is available. Is this a good way to advertise?

Yes. It's good to let people know the position is long term.

No, because no company needs a full time bookkeeper.

No. One should never indicate that a job is permanent in any way.

Yes, because you'll get more applicants that way.
7. Does an applicant have to have a Master's degree in order to be classified as an Exempt professional employee?*

No, unless an MA is a professional requirement to work in the profession.

No, education is not relevant to professional status.

Yes, because they are not a professional without a Master's degree.

Yes, because they shouldn't be salaried without an MA.
8. Title VII prohibits age and disability discrimination with respect to employment issues.*

No. Age and disability are not protected classes.

No, but age and disability are covered under other federal laws.

Yes. Title VII covers age and disability, among other things.

I'm not sure how Title VII relates to discrimination?
9. Below is a list of HR issues commonly faced by companies. Check any and all issues which you feel like your company is handling well. (Yes, it's okay to laugh.)*
All employees are aware of our Workplace Harassment policies and what to do if they feel like they are being harassed.
We know that our policies regarding employees taking time off for religious activities are fair and legal.
We have sufficient coffee available in the break room at any given time.
The situations when we need to pay a salaried non-exempt employee overtime are clear.
Our current rate of turnover is at an acceptable level.
Our employees are satisfied with their current compensation plan.
We have a clear on-boarding procedure and are careful to never make promises about future compensation to new employees.
We always have a full basket of mints at the front desk for visitors and office employees.
Name*
First Last
Your Organization*

Email

Phone
Are you interested in attending a preview of Workplace Harassment Prevention, HR Pathways, or HR Assist?

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Executive Advantage helps businesses just like yours travel through the application of the employment law maze. How about scheduling a brief meeting in the near future?

Maybe we’ll find a reason to work together and if not we’ll at least make a friend.

Have You Taken the HR Challenge?

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