hr iq
NaeNae55
3,243 Posts
I don't have a question about the forum, but I do have a question about the site. I hope I can ask it here.
Last month I clicked on HR I.Q. and took the quiz. I am sure it is the same one I clicked on the last time I tried it...about 2 years ago. I am sure that I tried it a couple of times back then and it never changed so I gave up on it. I clicked today, and sure enough it is the same as last month. Who updates this, and how often? I think it might be a useful tool if it was updated more frequently. Is that possible?
Nae
Last month I clicked on HR I.Q. and took the quiz. I am sure it is the same one I clicked on the last time I tried it...about 2 years ago. I am sure that I tried it a couple of times back then and it never changed so I gave up on it. I clicked today, and sure enough it is the same as last month. Who updates this, and how often? I think it might be a useful tool if it was updated more frequently. Is that possible?
Nae
Comments
Any change will be appreciated!
Nae
We all have passed it and we are just waiting for you.
psst.. #4 is B and #6 is D.
Nae
Take the new HR IQ quiz on Wage & Hour law.
It's on the HRhero.com home page, right-hand column:
[url]www.hrhero.com[/url]
I disagree with the answer on #3.
I guess its time to re-read the FLSA.
You are correct. We checked with the author of the quiz and she noted that when the regs first came out (when she wrote the quiz), it was unclear whether things like chronic tardiness and absenteeism are the kinds of misconduct that can be punished with a disciplinary pay deduction or suspension. Since that time, the DOL has clarified that they do not.
Thanks for questioning the answer!
Christy Reeder
Website Editor
HRhero.com
But, in my defense, Oregon hasn't revised its statutes to reflect the new federal changes and we have to apply the law most advantageous to the employee.
Does that give me a pass? x;-)
Here's my take. If the employer has a written policy on workplace conduct,and tardiness and excessive absences are part of the workplace conduct rules, the employer can suspend the exempt employee for violations thereof.
I agreed with Paul that the original answer to #3 (Maybe) was incorrect. After reviewing it, the author of the quiz wished to change the answer to "No" since the DOL has given more clarification on that topic since she wrote the quiz.
I changed that answer on the quiz and added the author's explanation for why the answer is No.
Since I'm not the wage and hour expert, I'll check with Katherine Townsend or Julie Athey to see if they'd like to weigh in on the discussion here.
Christy
There is an obscure note in the preamble to the final regulations where the DOL says that attendance problems aren't covered by the disciplinary deduction rule. Also, a couple of law firm websites have reported that they or their clients are asking the DOL to reconsider or clarify this position in an administrative ruling. As far as I can tell, the DOL has not yet done that. So although the regulations themselves are unclear, it seems that currently the DOL takes the position that disciplinary deductions are not allowed for what it considers minor misconduct, such as chronic attendance problems.
Hope this helps.
Julie
The good news is that I learn easier with illustrations, so now know much more than I did before I took the quiz. Thank you Christy for updating it. When can we expect a new one? Weekly, monthly, annually? x;-)
Nae
Maybe if we took it as a group....
P.S. re #4 What if Shaggy didn't tell him about the $50?
re #5 Did the guy graduate last in his law school class?
#6 Why didn't the fire Scooby on the spot??? (And I wouldn't have had to answer...)
Nae