Question 1

Health care was a discretionary benefit until passage of the Family and Medical Leave Act in 1993.(The Fundamental Roles and Sources of Employee Benefits)

Accepted Answer

A) True 
 B)False  False

Question 2

Which of the following laws does not mandate legally required employee benefits? (Legally Required Benefits)

Accepted Answer

A) Social Security Act 
B) Family and Medical Leave Act 
C) Civil Rights Act 
D) Patient Protection and Affordable Care Act 
A) Social Security Act 
B) Family and Medical Leave Act 
C) Civil Rights Act 
D) Patient Protection and Affordable Care Act C

Question 3

Briefly describe the origins of employee benefits in the US.(Origins of Employee Benefits)

Accepted Answer

Main Points 
● Different forces account for legally required and discretionary benefits in US 
● Government established programs to protect individuals from disability and unemployment 
● Historically,legally required benefits provided a form of social insurance 
● Industrialization during late 19th and early 20th century and Great Depression led to design of initial social insurance programs 
● Contemporary discretionary benefits evident in late 1800s 
● Employer sponsorship of health care became common 
● National Labor Relations Act legitimized bargaining for benefits 
● Employees today typically view benefits as entitlements

Question 4

Workers' compensation insurance programs,run by the federal government,are designed to cover employee expenses incurred in work-related accidents and injuries.(State Compulsory Disability Laws (Workers' Compensation))

Accepted Answer

A) True 
 B)False

Question 5

Incentive-pay only rewards employees for completely attaining predetermined work objectives.(Adjustments to Core Compensation)

Accepted Answer

A) True 
 B)False

Question 6

The Federal Insurance Contributions Act (FICA)helps support the Old-Age,Survivor,and Disability Insurance (OASDI).(Government Regulation of Employee Benefits)

Accepted Answer

A) True 
 B)False

Question 7

The Social Security Act of 1935 set up which two programs? (The Social Security Act of 1935)

Accepted Answer

A) Retirement income & unemployment insurance 
B) Medicare & disability insurance 
C) Disability insurance & retirement income 
D) Unemployment insurance & Medicare 
A) Retirement income & unemployment insurance 
B) Medicare & disability insurance 
C) Disability insurance & retirement income 
D) Unemployment insurance & Medicare

Question 8

Total compensation represents bothcore compensation and employee benefits.(Employee Benefits in the Total Compensation Scheme)

Accepted Answer

A) True 
 B)False

Question 9

Benefits professionals usually designate wellness programs as a protection program.(The Fundamental Roles and Sources of Employee Benefits)

Accepted Answer

A) True 
 B)False

Question 10

In which social context were workers' compensation laws enacted? (State Compulsory Disability Laws (Workers' Compensation))

Accepted Answer

A) Post Depression 
B) Post WWII 
C) Industrial expansion in the early 1900s 
D) The end of the 19th century when no laws ensured worker safety 
A) Post Depression 
B) Post WWII 
C) Industrial expansion in the early 1900s 
D) The end of the 19th century when no laws ensured worker safety

Question 11

Life insurance programs protect employees' families in the event of untimely illness.(Protection Programs)

Accepted Answer

A) True 
 B)False

Question 12

Strategicbenefit plans describe the use of compensation and benefits practices that support both HR strategies and competitive strategies.(Basic Strategic Planning Concepts)

Accepted Answer

A) True 
 B)False

Question 13

Which three are the three fundamental roles that characterize discretionary benefits? (Discretionary Benefits)

Accepted Answer

A) Protection programs,paid time-off,retirement programs 
B) Protection programs,paid time-off,accommodation and enhancement programs 
C) Paid time-off,accommodation and enhancement programs,retirement programs 
D) Retirement programs,protection programs and accommodation and enhancement programs 
A) Protection programs,paid time-off,retirement programs 
B) Protection programs,paid time-off,accommodation and enhancement programs 
C) Paid time-off,accommodation and enhancement programs,retirement programs 
D) Retirement programs,protection programs and accommodation and enhancement programs

Question 14

Workers' compensation laws are state laws.(State Compulsory Disability Laws (Workers' Compensation))

Accepted Answer

A) True 
 B)False

Question 15

Which of the following are considered the five core compensation adjustment elements? (Adjustments to Core Compensation)

Accepted Answer

A) COLAs,seniority pay,merit pay,incentive pay,person-focused pay 
B) Merit pay,seniority pay,COLAs,incentive pay,base pay 
C) Seniority pay,person-focused pay,incentive pay,base pay,COLAs 
D) Base pay,person-focused pay,merit pay,incentive pay,seniority pay 
A) COLAs,seniority pay,merit pay,incentive pay,person-focused pay 
B) Merit pay,seniority pay,COLAs,incentive pay,base pay 
C) Seniority pay,person-focused pay,incentive pay,base pay,COLAs 
D) Base pay,person-focused pay,merit pay,incentive pay,seniority pay

Question 16

Employer choice of discretionary benefits does not depend on: (Government Regulation of Employee Benefits)

Accepted Answer

A) Economic considerations 
B) Adequacy of legally required benefits 
C) Employee expectations 
D) Government mandates 
A) Economic considerations 
B) Adequacy of legally required benefits 
C) Employee expectations 
D) Government mandates

Question 17

Cost-of-living adjustments (COLAs)are based on changes in prices as indexed by the consumer price index.(Adjustments to Core Compensation)

Accepted Answer

A) True 
 B)False

Question 18

Employees' knowledge and skills are said to generate human capital for firms and are the basis for incentive-pay.(Adjustments to Core Competition)

Accepted Answer

A) True 
 B)False

Question 19

Which is the following is NOT an example of a discretionary benefit? (Discretionary Benefits)

Accepted Answer

A) Retirement plans 
B) Workers' compensation 
C) Life insurance 
D) Paid vacations 
A) Retirement plans 
B) Workers' compensation 
C) Life insurance 
D) Paid vacations

Question 20

Total compensation strategies detail different scenarios that may affect the company,emphasizing long-term changes in how a company's benefit plan operates.(Basic Strategic Planning Concepts)

Accepted Answer

A) True 
 B)False

Health care was a discretionary benefit until passage of the Family and Medical Leave Act in 1993.(The Fundamental Roles and Sources of Employee Benefits)

Which of the following laws does not mandate legally required employee benefits? (Legally Required Benefits)

Briefly describe the origins of employee benefits in the US.(Origins of Employee Benefits)

Workers' compensation insurance programs,run by the federal government,are designed to cover employee expenses incurred in work-related accidents and injuries.(State Compulsory Disability Laws (Workers' Compensation))

Incentive-pay only rewards employees for completely attaining predetermined work objectives.(Adjustments to Core Compensation)

The Federal Insurance Contributions Act (FICA)helps support the Old-Age,Survivor,and Disability Insurance (OASDI).(Government Regulation of Employee Benefits)

The Social Security Act of 1935 set up which two programs? (The Social Security Act of 1935)

Total compensation represents bothcore compensation and employee benefits.(Employee Benefits in the Total Compensation Scheme)

Benefits professionals usually designate wellness programs as a protection program.(The Fundamental Roles and Sources of Employee Benefits)

In which social context were workers' compensation laws enacted? (State Compulsory Disability Laws (Workers' Compensation))

Life insurance programs protect employees' families in the event of untimely illness.(Protection Programs)

Strategicbenefit plans describe the use of compensation and benefits practices that support both HR strategies and competitive strategies.(Basic Strategic Planning Concepts)

Which three are the three fundamental roles that characterize discretionary benefits? (Discretionary Benefits)

Workers' compensation laws are state laws.(State Compulsory Disability Laws (Workers' Compensation))

Which of the following are considered the five core compensation adjustment elements? (Adjustments to Core Compensation)

Employer choice of discretionary benefits does not depend on: (Government Regulation of Employee Benefits)

Cost-of-living adjustments (COLAs)are based on changes in prices as indexed by the consumer price index.(Adjustments to Core Compensation)

Employees' knowledge and skills are said to generate human capital for firms and are the basis for incentive-pay.(Adjustments to Core Competition)

Which is the following is NOT an example of a discretionary benefit? (Discretionary Benefits)

Total compensation strategies detail different scenarios that may affect the company,emphasizing long-term changes in how a company's benefit plan operates.(Basic Strategic Planning Concepts)

The Psychology and Economics of Employee Benefits

Regulating Employee Benefits

Employer-Sponsored Retirement Plans

Employer-Sponsored Health-Care Plans

Employer-Sponsored Disability Insurance, life Insurance, and Workers Compensation

Government-Mandated Social Security Programs

Paid Time-Off and Flexible Work Schedule Benefits

Accommodation and Enhancement Benefits

Managing the Employee-Benefits System

Nonqualified Deferred Compensation Plans for Executives

Global Employee Benefits at a Glance

Filters

Exam 1: Introducing Employee Benefits

Health care was a discretionary benefit until passage of the Family and Medical Leave Act in 1993.(The Fundamental Roles and Sources of Employee Benefits)

Which of the following laws does not mandate legally required employee benefits? (Legally Required Benefits)

Briefly describe the origins of employee benefits in the US.(Origins of Employee Benefits)

Workers' compensation insurance programs,run by the federal government,are designed to cover employee expenses incurred in work-related accidents and injuries.(State Compulsory Disability Laws (Workers' Compensation))

Incentive-pay only rewards employees for completely attaining predetermined work objectives.(Adjustments to Core Compensation)

The Federal Insurance Contributions Act (FICA)helps support the Old-Age,Survivor,and Disability Insurance (OASDI).(Government Regulation of Employee Benefits)

The Social Security Act of 1935 set up which two programs? (The Social Security Act of 1935)

Total compensation represents bothcore compensation and employee benefits.(Employee Benefits in the Total Compensation Scheme)

Benefits professionals usually designate wellness programs as a protection program.(The Fundamental Roles and Sources of Employee Benefits)

In which social context were workers' compensation laws enacted? (State Compulsory Disability Laws (Workers' Compensation))

Life insurance programs protect employees' families in the event of untimely illness.(Protection Programs)

Strategicbenefit plans describe the use of compensation and benefits practices that support both HR strategies and competitive strategies.(Basic Strategic Planning Concepts)

Which three are the three fundamental roles that characterize discretionary benefits? (Discretionary Benefits)

Workers' compensation laws are state laws.(State Compulsory Disability Laws (Workers' Compensation))

Which of the following are considered the five core compensation adjustment elements? (Adjustments to Core Compensation)

Employer choice of discretionary benefits does not depend on: (Government Regulation of Employee Benefits)

Cost-of-living adjustments (COLAs)are based on changes in prices as indexed by the consumer price index.(Adjustments to Core Compensation)

Employees' knowledge and skills are said to generate human capital for firms and are the basis for incentive-pay.(Adjustments to Core Competition)

Which is the following is NOT an example of a discretionary benefit? (Discretionary Benefits)

Total compensation strategies detail different scenarios that may affect the company,emphasizing long-term changes in how a company's benefit plan operates.(Basic Strategic Planning Concepts)

The Psychology and Economics of Employee Benefits

Regulating Employee Benefits

Employer-Sponsored Retirement Plans

Employer-Sponsored Health-Care Plans

Employer-Sponsored Disability Insurance, life Insurance, and Workers Compensation

Government-Mandated Social Security Programs

Paid Time-Off and Flexible Work Schedule Benefits

Accommodation and Enhancement Benefits

Managing the Employee-Benefits System

Nonqualified Deferred Compensation Plans for Executives

Global Employee Benefits at a Glance

Filters