T 11. One of the provisions of coverage of the Civil Rights Act is that the 1–6 employer must have 15 or more workers. F 12. Title VII of the Civil Rights Act protects all employees from arbitrary 1–6 dismissal. T 13. By the use of executive orders, the federal government has banned 1–6 discrimination in employment on government contracts. T 14. Employers not subject to Title VII coverage may come within the scope 1–6 of the Civil Rights Act by reason of a contract or subcontract involving federal funds. T 15. Under the Civil Rights Act of 1964, the government is classified as an 1–6 exempt employer. T 16. An exception to the protection that the Age Discrimination in 1–7 Employment Act provides for all workers over 40 involves executives who are 65 or older and who have held high policy-making positions during the two-year period prior to retirement. T 17. Under the Federal Personal Responsibility and Work Opportunity 1–7 Reconciliation Act, every employer is required to report the name, address, and social security number of each new employee to the appropriate state agency. T 18. Form I-9 must be completed by each new hire. 1–8 F 19. Employers are now required to photocopy new employees’ Form I-9 1–8 documents. T 20. In order for the Walsh-Healey Public Contracts Act to protect laborers 1–8 for contractors who furnish materials to any agency of the , the contract amount must be at least $10,000. F 21. Under FMLA, the time off must be used in one uninterrupted period of 1–9 time. T 22. Under the Family and Medical Leave Act, an employer can substitute 1–9 an employee’s earned paid leave for any part of the 12-week family leave. F 23. FUTA was designed to ensure that workers who are covered by 1–10 pension plans receive benefits from those plans. T 24. Under ERISA, vesting conveys to employees the right to share in a 1–10 retirement fund in the event they are terminated before the normal retirement age.
T 11. 1–6 One of the provisions of coverage of the Civil Rights Act is that the employer must have 15 or more workers. F 12. 1–6 Title VII of the Civil Rights Act protects all employees from arbitrary dismissal. T 13. 1–6 By the use of executive orders, the federal government has banned discrimination in employment on government contracts. T 14. 1–6 Employers not subject to Title VII coverage may come within the scope of the Civil Rights Act by reason of a contract or subcontract involving federal funds. T 15. 1–6 Under the Civil Rights Act of 1964, the government is classified as an exempt employer. T 16. 1–7 An exception to the protection that the Age Discrimination in Employment Act provides for all workers over 40 involves executives who are 65 or older and who have held high policy-making positions during the two-year period prior to retirement. T 17. 1–7 Under the Federal Personal Responsibility and Work Opportunity Reconciliation Act, every employer is required to report the name, address, and social security number of each new employee to the appropriate state agency. T 18. 1–8 Form I-9 must be completed by each new hire. F 19. 1–8 Employers are now required to photocopy new employees’ Form I-9 documents. T 20. 1–8 In order for the Walsh-Healey Public Contracts Act to protect laborers for contractors who furnish materials to any agency of the , the contract amount must be at least $10,000. F 21. 1–9 Under FMLA, the time off must be used in one uninterrupted period of time. T 22. 1–9 Under the Family and Medical Leave Act, an employer can substitute an employee’s earned paid leave for any part of the 12-week family leave. F 23. 1–10 FUTA was designed to ensure that workers who are covered by pension plans receive benefits from those plans. T 24. 1–10 Under ERISA, vesting conveys to employees the right to share in a retirement fund in the event they are terminated before the normal retirement age.
Test-Bank-for-Payroll-Accounting-2013-23rd-Edition-by-Bieg.docx