Cmom Question and answers already passed 2024/2025
0 view 0 purchase
Course
CMOM
Institution
CMOM
Cmom Question and answers already passed 2024/2025 Cmom
Fair labor standards act of 1938 - correct answer Requires employers to keep records on wages and hours worked. It is essential that you know and can prove the number of hours and employee works each week. The fair labor standards act of...
Cmom
Fair labor standards act of 1938 - correct answer ✔Requires employers to
keep records on wages and hours worked. It is essential that you know and
can prove the number of hours and employee works each week. The fair labor
standards act of 1938 provides the following an established minimum wage,
regulated child labor and established overtime pay.
Exempt (definition) - correct answer ✔Executive employees the employer
must be compensated on a salary basis at rate not less than $684 per week.
Administrative employees, the employee must be compensated on a salary or
a fee basis at a rate of not less than $684 per week. Professional employees,
The employer must be compensated on a salary or fee basis at a rate of not
less than $684 gross paper week. The employees primary duty must be the
performance of work requiring advanced knowledge, defined as work which is
predominantly intellectual and character and which includes work requiring the
consistent exercise of discretion and judgment. The advance knowledge must
be in a field of science or learning and the advance knowledge must be
customarily acquired by a pro long to course of specialized intellectual
instruction.
Non-exempt definition - correct answer ✔A non-exempt employee is defined
as an employee who will meet the requirements to receive overtime pay.
Some common positions that are typically considered non-exempt include the
following: licensed practical nurse, nurse's aides, laboratory technicians or
assistants, clerical workers, orderlies, food service employees and janitorial
employees.
At will employment - correct answer ✔The most common type of
employment agreement in the healthcare industry is an oral at will agreement.
The Atwell agreement establishes a relationship in which the employer and
employee work at the well of the other. The practice administrator must
understand this relationship. Just as an employee can resign at any time, so
can the employer terminate the employee at any time for any reason.
,Contract employees - correct answer ✔Atwell does not apply to a job in
which a contract is in effect stating a specific period of employment. The right
of the employer to apply the Atwell doctor and does not override the
restrictions placed on the employer such as the discriminations to find them
the title seven of the 1964 civil rights act which applies to organizations with
15 or more employees.
Civil rights act of 1964 - correct answer ✔This law was enacted to protect the
rights of employees and applicants from unfair discrimination due to race color
creed national origin sex or religion. These should never be a determining
factor in deciding who is hired, fired or promoted. It should also have no
bearing on determining salary, training, benefits or workload.
Transgender employees - correct answer ✔Title seven of the civil rights act
of 1964 applies to all governmental and private employers with 15 or more
employees. Title seven prohibits employment discrimination based on race,
color, national origin, religion and sex. Discrimination based on gender
identity, sexual orientation, or transgender status, while not specifically
prohibited, may still violate the prohibition on sex discrimination. According to
the EEOC, And employer cannot deny an employee equal access to a
common restroom corresponding to the employees gender identity. Or
restrictor transgender employee to a single user restroom.
The age discrimination act - correct answer ✔This law protects the rights of
persons 40 years of age or older, and provides penalties if an employer hires,
promotes, fires, determine salary, training benefits or workload based on age.
The immigration reform act - correct answer ✔This law is to ensure that
businesses verify the right of an employee to work in the United States. All
employees hired after November 6, 1986 must fill out the employment
eligibility verification form I-9. This is to become part of the employees
personnel record and may be requested at any time by the department of
immigrations.
, The fair labor standards act - correct answer ✔This law provides that every
employee shall have the right to a certain income level for employment. It also
provides overtime pay to personnel on an hourly wage of 1 1/2 times the
normal pay for each hour over 40 hours per week worked. There is an
exemption for those personnel classified as executive, management and
professional. Contact the local department of labor wage our office to verify
classifications in the practice.
Equal pay act of 1963 - correct answer ✔This law was an acted too for bid
pay differences to employees based on sex for the same job duties. If two
employees of the opposite sex are performing the same duties and are paid
differently solely on the basis of their sex, this is a violation of the law.
Americans with disabilities act - correct answer ✔This act was signed into
law July 26, 1990. It requires that an employee be made able to request
accommodation according to the law and for businesses to make reasonable
accommodations in employment to avoid discrimination against individuals
with physical or mental disabilities.
Family medical leave act of 1993 - correct answer ✔This act was signed into
law July 26, 1990. It requires that an employee be able to request
accommodation according to the law and for businesses to make reasonable
accommodations to end employment to avoid discrimination against
individuals with physical or mental disabilities. The family medical leave act
affects employers with 50 or more employees in 20 or more work weeks in the
current or preceding calendar year. This legislation and titles eligible
employees to take 12 weeks of unpaid job protected leave for specified family
and medical reasons with no loss of benefit for the following reasons: The
birth, adoption or foster care placement of a child to care for a child, spouse,
or parent who has a serious health condition requiring personal care a serious
health condition that causes the employee to be unable to perform the
essential functions of the job to care for any qualifying exigency due to the fact
that his spouse child or parent is a military member on covered active duty or
call to cover active duty status. An eligible employee may also take up to 26
The benefits of buying summaries with Stuvia:
Guaranteed quality through customer reviews
Stuvia customers have reviewed more than 700,000 summaries. This how you know that you are buying the best documents.
Quick and easy check-out
You can quickly pay through credit card or Stuvia-credit for the summaries. There is no membership needed.
Focus on what matters
Your fellow students write the study notes themselves, which is why the documents are always reliable and up-to-date. This ensures you quickly get to the core!
Frequently asked questions
What do I get when I buy this document?
You get a PDF, available immediately after your purchase. The purchased document is accessible anytime, anywhere and indefinitely through your profile.
Satisfaction guarantee: how does it work?
Our satisfaction guarantee ensures that you always find a study document that suits you well. You fill out a form, and our customer service team takes care of the rest.
Who am I buying these notes from?
Stuvia is a marketplace, so you are not buying this document from us, but from seller Academia199. Stuvia facilitates payment to the seller.
Will I be stuck with a subscription?
No, you only buy these notes for $13.99. You're not tied to anything after your purchase.
