1. An accounting firm is considering the implementation of a new policy that requires employees to work on weekends. Under the Fair Labor Standards Act (FLSA), which of the following is true? A) Employees must be paid overtime for weekend work. B) Employees can be required to work weekends without additional pay. C) Only non-exempt employees must be paid overtime for weekend work. D) Exempt employees must be given compensatory time off for weekend work. Answer: C) Only non-exempt employees must be paid overtime for weekend work. Rationale: Under the FLSA, non-exempt employees are entitled to overtime pay for hours worked over 40 in a workweek. Exempt employees, typically those in executive, administrative, or professional roles, are not entitled to overtime pay regardless of weekend work. 2. A company has been sued by a former employee for wrongful termination. The employee claims that the termination was in retaliation for filing a workers' compensation claim. Which doctrine will most likely be examined in this case? A) Employment-at-will doctrine B) Just cause doctrine C) Public policy exception D) Implied contract exception Answer: C) Public policy exception Rationale: The public policy exception to the employment-at-will doctrine prohibits employers from terminating employees for reasons that violate public policy, such as filing a workers' compensation claim. 3. During an audit, it is discovered that an employee has been classified incorrectly as an independent contractor. What are the potential legal consequences for the employer? A) The employer may face no consequences if the misclassification was unintentional. B) The employer may be required to pay back taxes and penalties. C) The employer may be required to reclassify all employees as independent contractors.