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Train Me Today Content Flashcards

(61 cards)

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1
Q

Alternative Workweek

A

A method of scheduling work that
allows employees to work a standard
workweek over less than a five day
period with a number of California
requirements.

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2
Q

Asbestos Notification Act

A

The California
Act,
effective January 1, 1989, applies to
the owners of buildings constructed
prior to 1979. It requires building
owners who know that the building
hasasbestos-containingconstruction
materials to notify co-owners,
employees, lessees, and tenants of
the presence of asbestos in the
building.

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3
Q

Senate Bill 1343

A

Requires anti-harassmenttraining
every two years for all employees
employed by employers with five or
more employees, and all government
municipalities.

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4
Q

California Database Protection Act of
2003

A

California passed the
that
requires any person, agency, or
organization that is doing business in
California to notify any affected
persons should such a database
breach occur

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5
Q

California Family Rights Act

A

Requires employers with 5 or more
employees to provide 12 weeks of
leave for bonding with a newborn or
adopted child, caring for a family
member with a serious health
condition, and/or caring for the
employee’s own serious health
condition.

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6
Q

California Labor Commissioner

A

Sets and enforces rules for wages,
deductions, vacation, jury/witness
duty, meal and rest periods, temporary
military leave, the workweek, minors,
employee access to personnel files,
discrimination, exempt status,
independent contractors and more

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7
Q

California Uniform Trade Secrets Act

A

Protects only certain defined trade secrets,
that is information, including a formula,
pattern, compilation, program, device,
method, technique or process that derives
independent economic value, actual or
potential, from not being generally known to
the public or to other persons who can
obtain economic value from its disclosure or
use, and is the subject of efforts that are
reasonable under the circumstances to
maintain its secrecy.

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8
Q

Cal-COBRA

A

California Continuation of Benefits
Replacement Actrequires California
insurance carriers and HMOs to
provide COBRA like coverage for
employees of smaller employers (2-19
employees) not subject to COBRA

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9
Q

Cal/OSHA

A

California Occupational Safety and
Health Administration provides
assistance to employers and workers
about workplace safety and health
issues in California approved by Fed
OSHA

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10
Q

Cal WARN

A

California has a similar law to the
federal WARN act that provides more
protection than the federallaw.

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11
Q

Wage Claim Adjudication

A

Settles wage claims on behalf of
workers for claims of unpaid wages,
overtime, or vacation pay.

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12
Q

Department of LaborStandards
Enforcement

A

Also referred to as the Labor
Commissionerensuresallemployees
are appropriately paid for the work
that they complete within the State of
California

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13
Q

Bureau of Field Enforcement

A

Investigates and enforces statutes
covering Workers’ Compensation
insurance coverage, child labor, cash
pay,unlicensedcontractors,Industrial
Welfare Commission orders, and
group minimum wage and overtime
claims

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14
Q

Public Works

A

Investigates andenforces statutes
covering private contractors with
regards to prevailing wage law

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15
Q

Retaliation ComplaintInvestigations

A

Investigates complaints alleging
discriminatory retaliation in the
workplace

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16
Q

Judgement Enforcement

A

Enforces judgements for unpaid
wages and penalties.

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17
Q

Licensing and Registration

A

Processes licenses and registration
for farm labor contractors, garment
contractors, car washes, studio
teachers, talent agencies, special
minimum wage workers, shelter
workshops, industrial homework, and
individuals using minors in door-todoor sales. Also issues work permits
for minors as well as employer
permits to employ child entertainers

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18
Q

Legal Unit

A

Represents the DLSE in all legal
matters

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19
Q

De Novo Appeals

A

An appeals court hearing that looks at
the trial court’s record to determine
the facts, but rules on the evidence
and matters of law without giving
deference to that court’s findings.

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20
Q

Amicus Briefs

A

Legal documents filed in appellate
court cases by non-litigants with a
strong interest in the subject matter

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21
Q

Industrial Welfare Commission

A

Established in 1913 to regulate wages,
hours, and working conditions in the
State of California

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22
Q

IWC Orders

A

Industrial Welfare Commission

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23
Q

DLSE

A

Department of LaborStandards
Enforcement

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24
Q

Wage Order 4

A

Professional, Technical, Clerical,
MechanicalandSimilarOccupations

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25
Wage Order 1
Manufacturing Industry
26
Wage Order 2
Personal Services Industry
27
Wage Order 3
Canning,Freezing, andPreserving Industry
28
Wage Order 5
Public Housekeeping Industry
29
Wage Order 6
Laundry, Linen Supply, Dry Cleaning and Dyeing Industry
30
Wage Order 7
Mercantile Industry
31
Wage Order 8
Industries Handling Products After Harvest
32
Wage Order 9
Transportation Industry
33
Wage Order 10
Amusement and Recreation Industry
34
Wage Order 11
Broadcasting Industry
35
Wage Order 12
Motion Picture Industry
36
Wage Order 13
Industries Preparing Agricultural Products for Market on the Farm
37
Wage Order 14
Agricultural Occupations
38
Wage Order 15
Household Occupations
39
Wage Order 16
Certain On-Site Occupations in the Construction, Drilling, Logging and Mining Industries
40
Wage Order 17
Miscellaneous Employees
41
Sheepherders
Shall be provided with regular mail service,radio and/ortelephone, visitor access to fixed site housing and when practicable to mobile housing
42
Ski Establishment
Allowed a regularly scheduled workweek of not more than forty-eight (48) hours during any month of the year when related business activities are actually being conducted
43
Nonexempt Employees
Protected under the IWC orders and are eligible for overtime pay, meal and rest breaks and minimumwage
44
Exempt Employees
Must be paid at least two (2) times the minimum wage in a weekly salary calculation.
45
Administrative Exemption
Employee’sdutiesandresponsibilities generally involve performing office or non-manual work related to management policy or business operations; exercises discretion and independent judgement; performs under general supervision; and earns a normal salary of at least two (2) times the state minimumwage
46
Executive Exemption
Employee’sduties andresponsibilities generally involve the management of the organization; regularly directs the work of two (2) or more employees; has the authority to, or whose suggestions are used to, hire and/or fire employees; exercises discretion and independent judgment; and earns a normal salary of at least two (2) times the state minimum wage
47
Professional Exemption
Employee is licensed by the State of California and practicing in one of the following: law, medicine, dentistry, optometry, architecture, teaching, or accounting; whose occupation is commonly recognized as a learned or artistic profession; whose duties and responsibilities generally exercise discretion and independent judgment; required to be: 1) Advanced knowledge in their field; or 2) Original or creative work; and 3) Predominantly intellectual andvaried; and earns a normal salary of at least 2 times minimum wage.
48
Outside Sales Person
Employee must be at least eighteen (18) years of age; must regularly work more than fifty percent (50%) of their time away from the employer’s place of business; and whose duties and responsibilities must generally be engaged in selling or obtaining orders for products, services, or facility use
49
Commissioned Inside SalesEmployee
Employee must earn more than one and one half (1.5) times the state minimum wage; and more than half (1/2) of the employee’s compensation must be in commissions to be exempt from California overtime requirements.
50
Minor
Anyone under the age of 18
51
Unpaid Intern
The trainees or students do not displace regular employees, but work under their close observation and the employer derives no immediate advantage from the activities of trainees
52
Independent Contractor
Provides goods or services to another entity under terms specified in a written contract or verbal agreement
53
Wages
“All amounts for labor performed by employees of every description, whether the amount is fixed or ascertained by the standard of time, task, piece, commission basis, or other method of calculation.”
54
Prevailing Wage
Organizations that do business with government entities are required to pay employees engaged in particular crafts a , which in many instances is well above the minimum wage
55
Living Wage
Employers who contract with certain cities or counties are required to pay their employees a higher than minimum wage rate for all work conducted for the specific contract.
56
Learners
New workers that have no experience or skill for a specific position may be paid no less than eighty-five percent (85%) of the minimum wage for the first one hundred and sixty (160) hours of work.
57
Licenses for Disabled Workers
Nonprofit organizations, such as shelters and rehabilitation centers, can apply for a special license to allow them to hire numerous individuals without having to apply for a specific license each time
58
Camp Counselors
Must receive at least eighty-five percent (85%) of the minimum wage for a forty (40) hour week, regardless of the number of hours they work
59
DIR
Department of Industrial Relations
60
Rest Break
All nonexempt employees are entitled to one ten minute for ever four (4) hours.
61
Meal Break
All nonexempt employees are entitled to one thirty minute for any work period that is more than five hours long.

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