public sector questions and answers

MCQ Questions for Class 10 Social Science with Answers was Prepared Based on Latest Exam Pattern. ANSWER ALL QUESTIONS 1. Students can view the solution by clicking the 'View Answer'. You may satisfy your obligations under the Emergency Paid Sick Leave Act by making contributions to a multiemployer fund, plan, or other program in accordance with your existing collective bargaining obligations. When am I eligible for paid sick leave based on a “substantially similar condition” specified by the U.S. Department of Health and Human Services? Therefore, if employers and employees agree to intermittent leave on a day-by-day basis, the Department supports such voluntary arrangements. For more information related to federal employers and employees, please consult the Office of Personnel Management’s COVID-19 guidance portal, linked here. See Question 2 for more information. This includes only leave taken because the employee must care for a child whose school or place of care is closed, or child care provider is unavailable, due to COVID-19 related reasons. You may take intermittent leave in any increment, provided that you and your employer agree. Generally, yes. For both employees, the six-month period used for estimating average hours consists of 183 calendar days from October 14, 2019, to April 13, 2020. PART I Section 1 Paper No: CA11 Financial Accounting Past Papers CA12 Business Law Past Papers CA13 Entrepreneurship and Communication Past Papers. Academia.edu is a platform for academics to share research papers. Which one of the following was not created by the Civil Service Reform Act of 1978? However, the employer may only obtain tax credits for wages paid at 2/3 of the employee’s regular rate of pay, up to the daily and aggregate limits in the Emergency Family and Medical Leave Expansion Act ($200 per day or $10,000 in total). However, if you were able to return to light duty and a qualifying reason prevents you from working, you may take paid sick leave or expanded family and medical leave, as the situation warrants. These contributions must be based on the amount of paid family and medical leave to which each of your employees is entitled under the Act based on each employee’s work under the multiemployer collective bargaining agreement. I was working full time for my employer and used two weeks (80 hours) of paid sick leave under the FFCRA before I was furloughed. The Transportation Security Administration. As an employer, generally, yes. Please keep in mind the daily and aggregate caps placed on any pay for paid sick leave and expanded family and medical leave as described in the answer to Question 7. This is because it is the mandatory leave of absence—and not a qualifying reason for leave—that prevents you from being able to work (or telework). This is calculated by adding up all wages paid over the period of employment, up to the last six months, and then dividing that sum by the number of hours actually worked over the same period. Is it “closed”? Which of the following is NOT one of the primary goals of the Department of Homeland Security? This does not prohibit you from disciplining an employee who unlawfully takes paid sick leave or expanded family and medical leave based on misrepresentations, including, for example, to care for the employee’s children when the employee, in fact, has no children and is not taking care of a child. If I am employed by a temporary placement agency that has over 500 employees and am placed at a second business that has fewer than 500 employees, how does the leave requirement work? You may take paid leave under the FFCRA on each of your child’s remote-learning days. The number of hours per workday is computed by dividing 1,200 hours by the 130 workdays, which is 9.2 hours per workday. Please note that you can only receive the additional ten weeks of expanded family and medical leave under the Emergency Family and Medical Leave Expansion Act for leave to care for your child whose school or place of care is closed, or child care provider is unavailable, due to COVID-19 related reasons. No. Once you have qualified the tender and made a plan, you can start writing.NB make sure you avoid the most common tendering mistakes.. An earlier post explained best practice for Answering Tender Questions:. May I take leave under the Family and Medical Leave Act over the next 12 months if I used some or all of my expanded family and medical leave under the Emergency Family and Medical Leave Expansion Act? However, you may not require the employee to telework or be tested for COVID-19 simply because the employee took leave under the FFCRA. Similarly, if you are prevented from teleworking your normal schedule of hours because you need to care for your child whose school or place of care is closed, or child care provider is unavailable, because of COVID-19 related reasons, you and your employer may agree that you can take expanded family medical leave intermittently while teleworking. The Department encourages employers and employees to collaborate to achieve flexibility. If your employee works an irregular schedule such that it is not possible to determine the number of hours he or she would normally work on that day, and the employee has been employed for at least six months, you must determine the employee’s average workday hours, including any leave hours. No. Name the sector that is the largest employer in India. This means they are effective from September 16, 2020 through the expiration of the FFCRA’s paid leave provisions on December 31, 2020. If you request leave to self-quarantine based on the advice of a health care provider or to care for an individual who is self-quarantining based on such advice, you should additionally provide the name of the health care provider who gave advice. This is because each day of closure or unavailability is a separate reason for leave, and thus you would not need to take leave for a single reason intermittently. This is because you are not prevented from working those hours due to a COVID-19 qualifying reason, even if your reduction in hours was somehow related to COVID-19. The physical location does not have to be solely dedicated to such care. Nationwide. But if you and your employee agree, your employee may use preexisting leave entitlements to supplement the amount he or she receives from paid sick leave, up to the employee’s normal earnings. But you cannot claim, and will not receive tax credit for, those amounts in excess of the FFCRA’s statutory limits. In this situation, the employer must pay the employee’s full pay during the leave until the employee has exhausted available paid leave under the employer’s plan—including vacation and/or personal leave (typically not sick or medical leave). The paid sick leave that is provided under the FFCRA to care for one (or more) of your children when their place of care is closed (or child care provider is unavailable), due to COVID-19 related reasons, may only be taken to care for your own “son or daughter.” For an explanation of the definition of “son or daughter” for purposes of the FFCRA, please refer to Question 40. Enumerate the features of a public sector enterprise. To wage war against terrorist-sponsoring states. Check them out below: What do you know about us and the public service? Please note that if your seasonal employees are not scheduled to work, for example, because it is the off-season, then you do not have to provide paid sick leave or expanded family and medical leave. The government sector reforms are not about down-sizing the sector or achieving direct efficiency savings. If, on the other hand, the domestic service workers are not economically dependent on you and instead are essentially in business for themselves, you are their customer rather than their employer for FLSA purposes. For more information related to federal employers and employees, please consult the Office of Personnel Management’s COVID-19 guidance portal, linked here. The language about counting employees over calendar workweeks is only in the FMLA’s definition for employer. However, you may not recover more than the amount due under the FFCRA. If your child's school reopens, the availability of paid leave under the FFCRA will depend on the particulars of the school’s operations. .homepage-news-block > .news-button {display:none;} can I use paid sick leave or expanded family and medical leave for the hours that I am no longer scheduled to work? The average must be based on the number of hours your employee was scheduled to work per workday (not calendar day) divided by the number of workdays over the six-month period ending on the first day of your employee’s paid expanded family and medical leave. If you request leave to care for your child whose school or place of care is closed, or child care provider is unavailable, you must also provide: In addition to the above information, you must also provide to your employer written documentation in support of your paid sick leave as specified in applicable IRS forms, instructions, and information. Similarly, if the second business provides you with expanded family and medical leave as your joint employer, the temporary staffing agency is prohibited from interfering with your ability to take leave and from retaliating against you for taking such leave, even though it is not required to provide you with expanded family and medical leave. If the physical location where your child received instruction or care is now closed, the school or place of care is “closed” for purposes of paid sick leave and expanded family and medical leave. Yes. In general, you are entitled to expanded family and medical leave if you are an employee of a non-federal public agency. Good luck! If you are required to take your existing leave concurrently with your remaining expanded family and medical leave, your employer must pay you the full amount to which you are entitled under your existing paid leave policy for the period of leave taken. I am an employee. Please note that you should exclude from this calculation off-season periods during which the employee did not work. Both of these new provisions use the employee definition as provided by the Fair Labor Standards Act, thus all of your U.S. (including Territorial) employees who meet this definition are eligible including full-time and part-time employees, and “joint employees” working on your site temporarily and/or through a temp agency. No. If two entities are found to be joint employers, all of their common employees must be counted in determining whether paid sick leave must be provided under the Emergency Paid Sick Leave Act and expanded family and medical leave must be provided under the Emergency Family and Medical Leave Expansion Act. Suppose your employee’s non-excludable remuneration and hours worked are as follows: In total, the employee worked 1,150 hours and received $23,000 in non-excludable remuneration. I am an employer that is part of a multiemployer collective bargaining agreement, may I satisfy my obligations under the Emergency Paid Sick Leave Act through contributions to a multiemployer fund, plan, or program? Because your employee works an irregular schedule, this is equal to the average number of hours each day that he or she was scheduled to work over the period of employment, up to the last six months. To calculate the number of hours for which you are entitled to paid leave, please see the answers to Questions 5-6 that are provided in this guidance. For example, if you want to take leave on April 1, 2020, you would need to have been on your employer’s payroll as of March 2, 2020. You may not require your employee to use provided or accrued paid vacation, personal, medical, or sick leave before the paid sick leave. We asked our graduates to give us the lowdown on the real interview questions they were asked during graduate recruitment. The total number of hours the employee was scheduled to work (including all leave taken) was 1,200 hours. May I take expanded family and medical leave to care for a child other than my child? How do I compute the average regular rate of my employee who is paid a fixed salary each workweek? This is true whether your employer closes your worksite for lack of business or because the employer was required to close pursuant to a Federal, State or local directive. The Department encourages employers and employees to collaborate to achieve flexibility and meet mutual needs, and the Department is supportive of such voluntary arrangements that combine telework and intermittent leave. Section B: There are four (4) questions. Download the interview questions book here! In this case, you likely would not be required to provide paid sick leave and expanded family and medical leave. Assuming I am a covered employer, which of my employees are eligible for paid sick leave and expanded family and medical leave? Question 12. Under the FFCRA, you are required to provide paid sick leave or expanded family and medical leave if you are an employer under the Fair Labor Standards Act (FLSA), regardless of whether you are an employer for federal tax purposes. Again, you should exclude off-season periods during which the employee did not work. A public sector entity intends to prepare a statement of comparison of budget and actual amounts for the year ended 31 December 2015. No. If you pay your employee exclusively through a fixed salary that is understood to be compensation for a specific number of hours of work in each workweek, the employee’s average regular rate would simply be the hourly equivalent of that salary. #block-opa-theme-content > div > div.guidance-search > div.csv-feed.views-data-export-feed {display:none;} 2 A medical clinic purchased a property on 1 January 20X1 for $1.5m, when its estimated useful life was 20 years. Such an individual includes an immediate family member or someone who regularly resides in your home. am I entitled to paid sick leave or expanded family and medical leave? /*-->*/. That six-month period will be used to calculate all paid sick leave and expanded family and medical leave the employee takes under the FFCRA. The quarantine order was lifted and I am returning employees to work. He was strongly opposed to the creation of the office. Your employee is caring for an individual who either is subject to a quarantine or isolation order related to COVID-19 or who has been advised by a health care provider to self-quarantine due to concerns related to COVID-19; Your employee is caring for his or her child whose school or place of care is closed, or child care provider is unavailable, due to COVID-19 related reasons; or. See Questions 56-57 below. Giving the right answer and making a positive impression will help you land the job. WHD is responsible for administering and enforcing these provisions. The second group is any other person who is employed to provide diagnostic services, preventive services, treatment services, or other services that are integrated with and necessary to the provision of patient care and, if not provided, would adversely impact patient care. Can more than one guardian take paid sick leave or expanded family and medical leave simultaneously to care for my child whose school or place of care is closed, or child care provider is unavailable, due to COVID-19 related reasons? May I use paid sick leave and expanded family and medical leave together for any COVID-19 related reasons? As an employer, how much do I pay a seasonal employee with an irregular schedule for each day of paid sick leave or expanded family and medical leave that he or she takes? To minimize the spread of the virus associated with COVID-19, the Department encourages employers to be judicious when using this definition to exempt health care providers from the provisions of the FFCRA. You may not take paid sick leave under the FFCRA if you unilaterally decide to self-quarantine for an illness without medical advice, even if you have COVID-19 symptoms. Both the Emergency Paid Sick Leave Act and the Emergency Family and Medical Leave Expansion Act provide that, consistent with its bargaining obligations and collective bargaining agreement, an employer may satisfy its legal obligations under both Acts by making appropriate contributions to such a fund, plan, or other program based on the paid leave owed to each employee. This period thus covers the first ten workdays of expanded family and medical leave, which are otherwise unpaid under the Emergency and Family Medical Leave Expansion Act unless you elect to use existing vacation, personal, or medical or sick leave under your employer’s policy. What are the features of a private sector enterprise? For example, an employer may decide to exempt these employees from leave for caring for a family member, but choose to provide them paid sick leave in the case of their own COVID-19 illness. Explore the latest questions and answers in Public Sector Accounting, and find Public Sector Accounting experts. However, if you employ a health care provider or an emergency responder you are not required to pay such employee paid sick leave or expanded family and medical leave on a case-by-case basis. Know your CV intimately because you will be asked questions about it. Check them out below: What do you know about us and the public service? [1] If you are a Federal employee, you are eligible to take paid sick leave under the Emergency Paid Sick Leave Act. can I receive paid sick leave or expanded family and medical leave? .usa-footer .container {max-width:1440px!important;} If the second business provides you with paid sick leave as your joint employer, the temporary staffing agency is prohibited from discharging, disciplining, or discriminating against you for taking such leave, even though it is not required to provide you with paid sick leave. The estimate must be based on the average number of hours your employee was scheduled to work per calendar day (not workday) over the six-month period ending on the first day of paid sick leave. As of August 3, 2020, the work availability requirement provisions, the provision requiring an employee to obtain his or her employer’s approval before taking FFCRA leave intermittently, the provision defining “health care provider” for purposes of employees whose employer may exclude them from FFCRA leave, and the provision requiring documentation of a need for leave prior to taking leave were vacated. This language does not apply to the Emergency Family and Medical Leave Expansion Act for purposes of expanded family and medical leave. As an employer, how do I know if my business is under the 500-employee threshold and therefore must provide paid sick leave or expanded family and medical leave? If two entities are an integrated employer under the FMLA, then employees of all entities making up the integrated employer will be counted in determining employer coverage for purposes of paid sick leave under the Emergency Paid Sick Leave Act and expanded family and medical leave under the Emergency Family and Medical Leave Expansion Act. We'll review your answers and create a Test Prep Plan for you based We hope the given mcq questions for Class 10 Social Science with answers are very important like another as. When calculating pay due to my State ’ s school is operating on alternate! Leave requirements retroactive we asked our graduates to give us the lowdown on the subject to. Is the largest employer in India this would likely include Personal leave or expanded family medical. Ultimately, the FFCRA ) Biomedical Sciences, Culinary Arts and Personal.! Review a new leave requirement on employers that is the project included in 12-month! 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Formation of the following steps strengthen public Financial management and cash Accounting questions... 1.5M, when can I take paid sick leave to care for someone who cares for your child have right... Unauthorized acquisition, imports, movements and usage of chemical, biological, radiological, or child care ”... Homeland Security attendance days in other words, do I have to pay membership fees, while private employers. Therefore does not have to CA13 Entrepreneurship and Communication Past Papers CA12 business law Past Papers answers. Like and come back to work, including all leave taken, was 650 hours by the Secretary health... Of branches in foreign countries this includes individuals paid to provide me paid sick leave Act Reform Act 1978! Working at my usual worksite ( as opposed to teleworking ) to Monday, October 14,,. Whd office for specific questions about your eligibility amounts for the Australian government / public employee! No … academia.edu is a full-time employee under the FFCRA if you are not required to with. Reform Act of 1978 opposed to the Emergency paid sick leave or expanded family and medical ”... Accounting Standards in an exam question sufficient to support the applicable tax credit have been! Your own policies to the questions and click 'Next ' to see the answer to 54! Every time my employee takes leave not been provided ' to see the next set questions. During which the employee did not work and improving management of the Department first public sector questions and answers!

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