Question 2 Exempt Hmd 402 Cal Poly Pomona Overti
You must do your own work and use Turnitin. I will not accept any paper that has 25% or more
“similarity.” See Syllabus. I will also not accept papers that fail to properly cite to sources.
Like all papers you’ll submit, formatting is: 1” margins all around, double-spaced, Times New Roman, 12-point font. No headers, extra spaces between paragraphs – none of the little tricks that take up space.
There is a 5 full page minimum, If you want a better score, then do more than the minimum required work. I can tell when a student has done the work and when they have waited until the last minute to throw something together.
Nevada has a unique rule that affords SOME employees overtime on a daily basis, which is an additional benefit to the federal and state rule that hourly, non-exempt, employees are entitled to overtime for each hour over 40 in a workweek. First, tell me which employees are entitled to daily overtime. Be specific! Then, tell me in your own words how the daily overtime rule works. This is something I asked you to research.
“Exempt” employees are not entitled to a minimum wage or overtime under federal and state law. First, in your own words, identify the three requirements that must be met for an employer to classify an employee as “exempt.” Then, do some research into “misclassification.” Sometimes, employers misclassify intentionally and sometimes they do so mistakenly. Explain the common motive employers have when they misclassify intentionally and the common mistake employers make when they misclassify mistakenly. Finally, what penalties might an employer face for misclassification?
Many hospitality employees in Nevada are asked by their employers to be “on-call” for work, meaning there is no guarantee of work, only the possibility of work if the employer calls. There is legitimate debate about whether employees should be compensated for being on “on-call” whether they get called into work or not. Do some research into the debate. Then, tell me what factors a court may consider when faced with the argument that an employer should pay employees who are “on-call.” What factors weigh against paying for “on-call” time? What is your opinion on the subject?