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Q MGMT 390 Activity 7.2 Scavenger Hunt Student Name: 1. Can you administer a lie detector test of an employee? 2. If a contractor works over 40 hours, how much should they be paid? 3. What form must be submitted with payroll? 4. Who protects employees from being discharged because their wages have been garnished? 5. How long does any employee need to work for the employer before they are eligible for the Family and Medical Leave Act of 1993? 6. What is the maximum fine an employer may get if convicted of a willful violation of the Fair Labor Standards Act? 7. What are the two regulatory functions assigned to OSHA by the Occupational Safety and Health Act? 8. Who administers the employee “whistleblower” protection provisions?

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We cannot administer a lie detector test of an employee because Employee Polygraph Protection Act of 1988 (EPPA) (29 USC §2001 et seq.; 29 CFR Part 801) restricts employers for conducting a lie detector test of their employees throughout the span of their jobs. The only difference for certain private organizations is that if the staff is accused about anything potentially criminal, such as misuse of funds or corruption then only a lie detector test of an employee could be done.If a contractor works over 40 hours, they should be paid “one and one-half times their basic rate of pay for all hours worked over 40 in a workweek on such contracts (U.S. Department of Labor, n.d.).” according to the Contract Hours and Safety Standards Act (CWHSSA) (40 USC § 327 et seq.; 29 CFR Part 5). However, workers employed with contractors within projects regulated are obliged to get paid if they cross their normal contract working hours.