Question 1

All of the following are advantages of flexible benefits except:

Accepted Answer

A)  costs of benefits are contained. 
B)  employee understanding of benefits increases. 
C)  introduction of new benefits is less costly. 
D)  administrative expenses increase. 
A)  costs of benefits are contained. 
B)  employee understanding of benefits increases. 
C)  introduction of new benefits is less costly. 
D)  administrative expenses increase. D

Question 2

The total cost of employee benefits in the U.S.is _____ dollars.

Accepted Answer

A)  two trillion 
B)  one trillion 
C)  four trillion 
D)  one billion 
A)  two trillion 
B)  one trillion 
C)  four trillion 
D)  one billion C

Question 3

What are some of the common cost-containment practices with regard to benefits administration?

Accepted Answer

Employers are auditing their benefit options for cost containment opportunities.The most prevalent practices include:
 Probationary periods-excluding new employees from benefit coverage until some term of employment (e.g.,3 months)is completed.
 Benefit limitations-limit disability income payments to some maximum percentage of income and to limit medical/dental coverage for specific procedures to a certain fixed amount.
 Copay-requiring that employees pay a fixed or percentage amount for coverage.
 Administrative cost containment-controlling costs through policies such as seeking competitive bids for program delivery.

Question 4

Across five studies ranking preference for benefits,_________ had the lowest average rating.

Accepted Answer

A)  Long-term disability 
B)  Sick pay 
C)  Pensions 
D)  Dental insurance 
A)  Long-term disability 
B)  Sick pay 
C)  Pensions 
D)  Dental insurance

Question 5

A primary benefits objective of most employers is to:

Accepted Answer

A)  obtain employee cooperation in controlling benefit costs. 
B)  increase employee knowledge of benefit costs. 
C)  encourage employee responsibility for their own financial security. 
D)  increase employee understanding of plan objectives. 
A)  obtain employee cooperation in controlling benefit costs. 
B)  increase employee knowledge of benefit costs. 
C)  encourage employee responsibility for their own financial security. 
D)  increase employee understanding of plan objectives.

Question 6

Benefits can be an effective tool to attract and retain employees when benefits address needs of a target group.

Accepted Answer

A) True 
 B)False

Question 7

A major reason for the proliferating cost of benefit programs is the narrow focus of benefit administrators.

Accepted Answer

A) True 
 B)False

Question 8

Though commonly believed by managers,there is only anecdotal evidence supporting the belief that higher benefit levels increase employee retention.

Accepted Answer

A) True 
 B)False

Question 9

Today,benefits are twenty-five percent of payroll costs.

Accepted Answer

A) True 
 B)False

Question 10

Cost pressure related to increasing diversity of the workforce is one of the reasons companies are offering flexible benefit plans.

Accepted Answer

A) True 
 B)False

Question 11

Though employer provided benefits cost less due to group rates,they are taxed the same as wages and salaries.

Accepted Answer

A) True 
 B)False

Question 12

The typical employee can recall _____ percent of the benefits they receive.

Accepted Answer

A)  almost 50 
B)  less than 15 
C)  over 30 
D)  40 
A)  almost 50 
B)  less than 15 
C)  over 30 
D)  40

Question 13

All of the following except _____ are factors affecting employer choices of components of a benefits package.

Accepted Answer

A)  relationship to total compensation costs 
B)  legal requirements 
C)  equity 
D)  competitor offerings 
A)  relationship to total compensation costs 
B)  legal requirements 
C)  equity 
D)  competitor offerings

Question 14

General Motors spends more than twice as much for employee health insurance as for the steel that goes into each car they produce.

Accepted Answer

A) True 
 B)False

Question 15

While health care costs have risen rapidly during the past two decades,pension costs have been declining due to the strong stock market.

Accepted Answer

A) True 
 B)False

Question 16

What is the "bandwagon" effect in benefits administration?

Accepted Answer

An issue while determining benefits is t

Question 17

_____ allows employees who have resigned or were laid off to continue to purchase health insurance under their employer's plan.

Accepted Answer

A)  Health Maintenance Act 1973 
B)  FLSA 1938 
C)  Tax reforms of 1982, 1986 
D)  COBRA 1984 
A)  Health Maintenance Act 1973 
B)  FLSA 1938 
C)  Tax reforms of 1982, 1986 
D)  COBRA 1984

Question 18

A recent survey shows that the majority of employers are responding to increased benefit costs by______

Accepted Answer

A) requiring employees to pay higher deductibles and copays. 
B) raising premiums. 
C) dropping health care plans. 
D) relying on the Patient Protection and Affordable Care Act 
A) requiring employees to pay higher deductibles and copays. 
B) raising premiums. 
C) dropping health care plans. 
D) relying on the Patient Protection and Affordable Care Act

Question 19

What can administrators do to control the increasing benefits costs?

Accepted Answer

To control spiraling benefit costs,admin

Question 20

A _____ is an employer-provided subsidized basic medical plan with buy-up options.

Accepted Answer

A)  full-defined contribution 
B)  menu-driven health-care plan 
C)  managed competition 
D)  health savings account 
A)  full-defined contribution 
B)  menu-driven health-care plan 
C)  managed competition 
D)  health savings account

All of the following are advantages of flexible benefits except:

The total cost of employee benefits in the U.S.is _____ dollars.

What are some of the common cost-containment practices with regard to benefits administration?

Across five studies ranking preference for benefits,_________ had the lowest average rating.

A primary benefits objective of most employers is to:

Benefits can be an effective tool to attract and retain employees when benefits address needs of a target group.

A major reason for the proliferating cost of benefit programs is the narrow focus of benefit administrators.

Though commonly believed by managers,there is only anecdotal evidence supporting the belief that higher benefit levels increase employee retention.

Today,benefits are twenty-five percent of payroll costs.

Cost pressure related to increasing diversity of the workforce is one of the reasons companies are offering flexible benefit plans.

Though employer provided benefits cost less due to group rates,they are taxed the same as wages and salaries.

The typical employee can recall _____ percent of the benefits they receive.

All of the following except _____ are factors affecting employer choices of components of a benefits package.

General Motors spends more than twice as much for employee health insurance as for the steel that goes into each car they produce.

While health care costs have risen rapidly during the past two decades,pension costs have been declining due to the strong stock market.

What is the "bandwagon" effect in benefits administration?

_____ allows employees who have resigned or were laid off to continue to purchase health insurance under their employer's plan.

A recent survey shows that the majority of employers are responding to increased benefit costs by______

What can administrators do to control the increasing benefits costs?

A _____ is an employer-provided subsidized basic medical plan with buy-up options.

The Pay Model

Strategy: The Totality of Decisions

Defining Internal Alignment

Job Analysis

Job-Based Structures and Job Evaluation

Person-Based Structures

Defining Competitiveness

Designing Pay Levels, mix, and Pay Structures

Pay-For-Performance: the Evidence

Pay-For-Performance Plans

Performance Appraisals

Benefit Options

Compensation of Special Groups

Union Role in Wage and Salary Administration

International Pay Systems

Government and Legal Issues in Compensation

Management: Making It Work

Filters

Exam 12: The Benefit Determination Process

All of the following are advantages of flexible benefits except:

The total cost of employee benefits in the U.S.is _____ dollars.

What are some of the common cost-containment practices with regard to benefits administration?

Across five studies ranking preference for benefits,_________ had the lowest average rating.

A primary benefits objective of most employers is to:

Benefits can be an effective tool to attract and retain employees when benefits address needs of a target group.

A major reason for the proliferating cost of benefit programs is the narrow focus of benefit administrators.

Though commonly believed by managers,there is only anecdotal evidence supporting the belief that higher benefit levels increase employee retention.

Today,benefits are twenty-five percent of payroll costs.

Cost pressure related to increasing diversity of the workforce is one of the reasons companies are offering flexible benefit plans.

Though employer provided benefits cost less due to group rates,they are taxed the same as wages and salaries.

The typical employee can recall _____ percent of the benefits they receive.

All of the following except _____ are factors affecting employer choices of components of a benefits package.

General Motors spends more than twice as much for employee health insurance as for the steel that goes into each car they produce.

While health care costs have risen rapidly during the past two decades,pension costs have been declining due to the strong stock market.

What is the "bandwagon" effect in benefits administration?

_____ allows employees who have resigned or were laid off to continue to purchase health insurance under their employer's plan.

A recent survey shows that the majority of employers are responding to increased benefit costs by______

What can administrators do to control the increasing benefits costs?

A _____ is an employer-provided subsidized basic medical plan with buy-up options.

The Pay Model

Strategy: The Totality of Decisions

Defining Internal Alignment

Job Analysis

Job-Based Structures and Job Evaluation

Person-Based Structures

Defining Competitiveness

Designing Pay Levels, mix, and Pay Structures

Pay-For-Performance: the Evidence

Pay-For-Performance Plans

Performance Appraisals

Benefit Options

Compensation of Special Groups

Union Role in Wage and Salary Administration

International Pay Systems

Government and Legal Issues in Compensation

Management: Making It Work

Filters