The Gainesville HR manager is reviewing wage classification. The issue is: assistant superintendent regularly performs manual labor. Which control best fits?
Correct Answer
D) classification fact review
Wage classification should be based on actual duties and status facts, not titles alone.
Why This Is the Correct Answer
Wage classification should be based on actual duties and status facts, not titles alone.
Why the Other Options Are Wrong
Option A: duties-based status check
duties-based status check misses the specific employer duty in wage classification review; it does not resolve the pay, reimbursement, status, timing, or record issue.
Option B: misclassification risk review
misclassification risk review misses the specific employer duty in wage classification review; it does not resolve the pay, reimbursement, status, timing, or record issue.
Option C: employee payroll data audit
employee payroll data audit misses the specific employer duty in wage classification review; it does not resolve the pay, reimbursement, status, timing, or record issue.
Memory Technique
Worker money labels stay separate for Reviews Status: wage, premium, reimbursement, record.
Reference Hint
Open-book path: tab Contractor's Manual, 2025; U.S. Department of Labor FLSA guidance to Contractor's Manual, Wage classification and payroll administration; DOL FLSA guidance; verify the HR, payroll, workers compensation, or OSHA record before answering.
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