Exam 14: Providing Employee Benefits

A) tuition reimbursement programs
B) paid vacations
C) pension plans
D) quarterly promotions
E) medical insurance plans

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A) Individual plans are typically offered only to senior executives.
B) Rates for group insurance are typically lower than those of individual policies.
C) Rose will not be eligible for other benefits if she does not enroll in a group insurance plan.
D) Employees get more for their money when they receive insurance as a group benefit.
E) Rose will get more take-home pay if she opts for a group insurance plan.

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A) Nondiscrimination rules provide tax benefits to plans that do not favor the organization's highly compensated employees.
B) The ADEA provides more favorable tax treatment of benefits when they are offered to a broad range of employees.
C) A top-heavy plan requires faster vesting for non-key employees.
D) Extending pension plans to employees at all levels will triple the costs.
E) Pension plans are determined exclusively by state and federal laws.

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A) when they have worked only for a few days
B) when they are out of work because they are sick
C) when they are discharged because of willful misconduct
D) when they are actively seeking work
E) when they are out of work because of a labor dispute

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A) It pays the full amount of a disabled employee's salary for a minimum period of one year.
B) It pays double the full salary of a disabled employee for a period of two months.
C) Only employees who have been with an organization for less than two years are eligible for short-term disability insurance.
D) It pays a portion of a disabled employee's salary as benefits for up to six months.
E) It is only provided to those individuals who work part time.

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A) Employees expect to receive benefits that are legally required and widely available.
B) Software is the only method employees will accept to help them choose their benefits.
C) The costs of turnover at Vince's company are high.
D) The employees only value medical insurance.
E) Employees have very different opinions about what they value.

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A) by meeting the standards of most U.S. businesses
B) by making the workplace more family-friendly
C) by protecting the company against charges of employment discrimination
D) by complying with legal requirements for benefits
E) by helping employees cope with demanding, high-stress jobs

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A) He will save time by using software packages to offer benefits packages.
B) He will avoid the cost of providing employees with benefits they don't value.
C) Having a non-standardized plan will make Jerome's company seem cutting-edge.
D) Employees of the company, including Jerome, will be given more vacation days.
E) Costs will be easy to estimate since all benefits options will be taken into consideration.

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A) Unemployment insurance provides employers a competitive advantage in the talent market.
B) The amount of an employer's unemployment insurance tax depends on the number of employees.
C) Federal and state taxes paid by employers fund most of unemployment insurance.
D) Unemployment insurance does not provide assistance to unemployed workers looking for new jobs.
E) Unemployment insurance does not include payments to offset lost income during voluntary unemployment.

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A) Employees do not have to select their individual plans.
B) Employees can get a better understanding of the value of benefits provided.
C) These types of plans have lower administrative costs.
D) Since employees will select the benefits that they need the most, it reduces the overall costs.
E) When companies provide cafeteria-style plans, they do not have to pay unemployment insurance tax.

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A) organizations with many experienced employees
B) organizations with a few skilled employees
C) organizations with many young employees
D) organizations with many retired employees
E) organizations with highly skilled, young employees

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A) an employer who switches to a risk-based policy after hiring a disabled employee
B) an employer who sets guidelines for using waivers
C) an employer who discriminates against workers over age 40 in providing pay or benefits
D) an employer who has risk-based insurance and then hires an employee with a disability
E) an employer who does not have risk-based insurance

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A) Employers pay much higher premiums for an HMO than a preferred health care plan.
B) Employers are required to pay higher insurance premiums for laid-off workers.
C) Contributions to PBGC to fund the retirement plan increases under this plan.
D) Employees select the kind of benefits they expect to need the most.
E) Employers bear the cost of providing employees with benefits they do not value.

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A) tuition reimbursement program
B) employee wellness program
C) worker's compensation program
D) short-term vesting program
E) mature education program

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A) using more independent contractors rather than hiring additional employees
B) limiting the coverage on life insurance based upon an employee's age
C) using more full-time rather than part-time employees
D) recruiting new employees instead of demanding overtime from existing employees
E) substituting HMO and PPO plans with traditional health insurance plans

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A) It benefits the disabled employee only for the first year of disability.
B) Payments under short-term plans are less than that of long-term plans.
C) It pays about 50 to 70 percent of the employee's salary in case of disability.
D) Most employers offer long-term disability plans.
E) It offers coverage when the employee's dependent is disabled.

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