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Quizzes > Business & Finance > Business & Industry

FLSA Quiz: How Well Do You Know the Fair Labor Standards Act?

Ready to master the Fair Labor Standards Act? Take the wage and hour regulations quiz now!

Difficulty: Moderate
2-5mins
Learning OutcomesCheat Sheet
Paper art illustration of a Fair Labor Standards Act quiz on minimum wage, overtime compliance with sky blue background

Ready to dive into the essentials of workplace law? This FLSA quiz is your chance to test your Fair Labor Standards Act knowledge and sharpen your wage and hour regulations quiz skills, covering minimum wage rules and overtime regulations. Whether you're an HR professional, manager, or payroll specialist, our FLSA compliance test offers clear insights and practical scenarios. You'll discover best practices and common pitfalls - and can explore related topics like our basic conditions quiz or get quick payroll insights to elevate your expertise. It's completely free and takes only minutes to complete. Start now to see how you measure up and use your results to guide your compliance efforts!

What is the current federal minimum wage under the Fair Labor Standards Act?
$7.25
$8.50
$6.55
$9.00
The federal minimum wage has been set at $7.25 per hour since July 24, 2009. Some states and cities have higher rates, but the FLSA establishes the national floor. Employers must pay at least this rate for covered nonexempt employees under the FLSA. DOL Minimum Wage
Which of the following job titles typically qualifies as exempt under the FLSA?
Executive employee
Retail sales worker
Factory line operator
Temporary intern
Executive employees who manage the enterprise, direct the work of two or more full-time employees, and have hiring/firing authority generally meet the duties and salary requirements for the exemption. Other listed roles are nonexempt under typical conditions. Executive Exemption
Under the FLSA, after how many hours worked in a week must an employer pay overtime?
Over 40 hours in a workweek
Over 8 hours in a day
Over 44 hours in a workweek
Over 12 hours in a day
The FLSA requires covered employers to pay nonexempt employees at least one and one-half times their regular rate for all hours worked over 40 in a workweek. There is no federal daily overtime requirement. Overtime Pay
A 16-year-old employee may perform only nonhazardous work under the FLSA. Which statement reflects this rule?
They can work unlimited hours in any nonhazardous job
They cannot work in any job until turning 18
They can work hazardous jobs with parental consent
They are limited to 4-hour shifts per day
Under FLSA child labor provisions, minors aged 16 and 17 may work unlimited hours in nonhazardous occupations. Hazardous roles are prohibited until age 18. State rules may impose additional limits. Youth Employment Rules
Which records is an employer required to keep under the FLSA?
Daily and weekly hours worked by nonexempt employees
All breaks taken by exempt employees
Social media usage logs
Employee vacation preferences
The FLSA mandates that covered employers maintain accurate records of hours worked and wages paid to nonexempt employees. Exempt staff recordkeeping is minimal. Break and vacation details are not FLSA requirements. Recordkeeping Requirements
What is the minimum weekly salary threshold for most white-collar exemptions under the FLSA as of 2020?
$684 per week
$455 per week
$1000 per week
$500 per week
Effective January 1, 2020, the salary threshold for the executive, administrative, and professional exemptions was raised to $684 per week ($35,568 annually). Prior to 2020 it was $455 per week. Salary Level Test
Which of the following is considered compensable work time under FLSA?
Time spent waiting on the employer’s premises if job duties are restricted
Meal period when employee is completely relieved of duties
Volunteer work outside of regular job duties
Travel from home to work
If an employee is required to remain on the employer’s premises and cannot use the time effectively for their own purposes, that waiting time is work time. Bona fide meal periods and commuting are generally not compensable. Portal-to-Portal Act
Under the FLSA, eligible employers may claim a tip credit of up to what amount against minimum wage?
$5.12 per hour
$6.63 per hour
$3.00 per hour
$7.25 per hour
The federal tip credit allows employers to pay tipped employees a cash wage of $2.13 per hour and claim a credit of up to $5.12 per hour toward the federal minimum wage. Total must equal at least $7.25. Tip Credit Fact Sheet
What is the statute of limitations for an employee to bring a non-willful FLSA back wage claim in federal court?
2 years from the violation date
6 months from the violation date
3 years from the violation date
5 years from the violation date
Employees have two years to file a non-willful FLSA claim; if the violation is found willful, the period extends to three years. The statute of limitations begins when each violation occurs. FLSA Enforcement
Which type of travel time is NOT compensable under the FLSA?
Commuting from home to the first job site
Travel between job sites during the workday
Travel that is part of the employee’s principal activity
Time spent traveling on business errands
Ordinary home-to-work commuting is not considered hours worked under the FLSA. Travel during the workday or for business errands is generally compensable. Portal-to-Portal Act
What is true about the fluctuating workweek method under the FLSA?
Overtime is paid at half the regular rate in addition to a fixed salary
Overtime is not owed regardless of hours worked
Employees receive straight time only for all hours
Overtime is paid at double the regular rate after 40 hours
Under the fluctuating workweek method, a fixed salary covers straight-time pay for all hours worked, and overtime hours are paid at 0.5 times the regular rate. This results in an average hourly rate that fluctuates with hours worked. Fluctuating Workweek
Under the FLSA, which statement correctly distinguishes discretionary from non-discretionary bonuses regarding the regular rate calculation?
Non-discretionary bonuses must be included in the regular rate; discretionary bonuses need not be included
Discretionary bonuses must be included; non-discretionary need not
Both types must always be included in the regular rate
Neither type is ever included in the regular rate
Non-discretionary bonuses tied to productivity, quality, or attendance are included in the regular rate for overtime calculations. Discretionary bonuses paid at the employer’s sole discretion without prior promise are excluded. Bonus Pay Guidance
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Study Outcomes

  1. Understand Minimum Wage Standards -

    Distinguish between federal and state minimum wage rules and grasp the baseline for lawful employee compensation.

  2. Analyze Overtime Pay Rules -

    Interpret overtime calculations, assess eligible hours, and recognize when time-and-a-half pay must apply under the Fair Labor Standards Act.

  3. Identify Wage and Hour Compliance Obligations -

    Pinpoint key recordkeeping, pay frequency, and notice requirements to maintain compliance with wage and hour regulations.

  4. Apply Exemption Criteria for Employees -

    Determine which job roles qualify for common FLSA exemptions and apply objective tests to real-world scenarios.

  5. Evaluate Employer Responsibilities Under FLSA -

    Assess employer obligations regarding accurate time tracking, proper pay practices, and legal notice postings.

  6. Reinforce FLSA Knowledge Through Practical Scenarios -

    Engage with interactive quiz questions to solidify your understanding of FLSA concepts and uncover any knowledge gaps.

Cheat Sheet

  1. Minimum Wage Basics -

    The Fair Labor Standards Act sets a federal floor - currently $7.25/hour - while states can mandate higher rates, so always check both federal and state standards. A simple mnemonic "7 to jive" helps you remember the federal rate when preparing for your FLSA quiz.

  2. Overtime Pay Calculation -

    Under the FLSA, non-exempt employees earn time-and-a-half for hours worked beyond 40 in a workweek, calculated as hourly rate × 1.5 × overtime hours. Practice sample equations - e.g., $20/hr × 1.5 × 5 OT hrs = $150 - to ace your FLSA compliance test.

  3. Exempt vs. Non-Exempt Classification -

    Exemption depends on salary level (currently $684/week) and duties tests for executive, administrative, and professional roles as defined in DOL Fact Sheet #17A. When taking a wage and hour regulations quiz, use the "salary + duties" checklist to classify positions correctly.

  4. Essential Recordkeeping Requirements -

    The FLSA mandates that employers retain payroll records, timecards, and wage computations for at least three years (29 CFR Part 516). Clear logs of hours worked and pay statements are crucial to demonstrate compliance on any wage and hour regulations quiz.

  5. Youth Employment and Child Labor Rules -

    Under the FLSA, minors under 18 face hour restrictions and are barred from hazardous occupations - refer to DOL Fact Sheet #71. Reviewing these provisions with a "4-3-2-1" rule (max hours per day) boosts your confidence on the minimum wage rules quiz.

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