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Chapter 01 - Introducing Employee Benefits
1-2
© 2014 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or
distribution in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in
whole or part.
5. Health insurance is a legally required benefit for all private sector employers? (Health
Protection Programs)
FALSE
6. The Federal Insurance Contributions Act (FICA) helps support the Old-Age, Survivor, and
Disability Insurance (OASDI). (Government Regulation of Employee Benefits)
TRUE
Chapter 01 - Introducing Employee Benefits
1-3
© 2014 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or
distribution in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in
whole or part.
7. Employer-sponsored disability insurance is less encompassing than workers’ compensation.
(Disability Insurance)
FALSE
8. Defined benefits plans, defined contribution plans and hybrid plans are types of health
insurance funding plans. (Income Protection Programs)
FALSE
9. Strategic benefit plans emphasize short-term changes in how a company's benefit plan
operates. (Basic Strategic Planning Concepts)
FALSE
10. The top-down approach to strategic benefits planning is a reactive process that evaluates the
benefits program only after problems arise. (Approaches to Strategic Benefit Planning)
FALSE
11. Incentive-pay rewards employees for completely attaining predetermined work
objectives. (Adjustments to Core Compensation)
FALSE
12. 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))
FALSE
13. Merit-pay rewards employees according to their job performance. (Adjustments to Core
Compensation)
TRUE
Chapter 01 - Introducing Employee Benefits
1-4
© 2014 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or
distribution in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in
whole or part.
14. Total compensation represents both monetary and nonmonetary rewards. (Employee Benefits
in the Total Compensation Scheme)
TRUE
15. Strategic decisions support the fulfillment of tactical decisions. (Basic Strategic Planning
Concepts)
FALSE
16. Unemployment insurance is funded solely by the Federal Unemployment Tax Act
(FUTA). (Government Regulation of Employee Benefits)
FALSE
17. Core compensation is another name for monetary rewards. (Employee Benefits in the Total
Compensation Scheme)
TRUE
18. Nonmonetary compensation includes protection programs, paid time off and
services. (Employee Benefits in the Total Compensation Scheme)
TRUE
19. Employees' knowledge and skills are said to generate human capital for firms and are the
basis for incentive-pay. (Adjustments to Core Competition)
FALSE
20. The Social Security Act was enacted due to the effects of WWII. (The Social Security Act of
1935)
FALSE
Chapter 01 - Introducing Employee Benefits
1-5
© 2014 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or
distribution in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in
whole or part.
21. Union workers cannot negotiate paid time off benefits. (Paid Time-Off)
FALSE
22. ERISA does not apply to public sector retirement plans. (Legal and Regulatory Influences on
Discretionary Benefits Practices)
TRUE
23. Benefits are defined as compensation that includes wages and salary as well as other
services. (Defining Employee Benefits)
FALSE
24. Benefits are a central strategy in attracting and retaining desired employees. (Basic Strategic
Planning Concepts)
TRUE
25. Vacations are a type of accommodation benefit. (Paid Time-Off)
FALSE
26. Protection programs provide health benefits. (Health Protection Programs)
TRUE
27. Compensation levels are established based on employee age. (Adjustments to Core
Compensation)
FALSE
Chapter 01 - Introducing Employee Benefits
1-6
© 2014 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or
distribution in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in
whole or part.
28. Workers' compensation laws are state laws. (State Compulsory Disability Laws (Workers’
Compensation))
TRUE
29. Life insurance programs protect employees' families in the event of untimely illness. (Income
Protection Programs)
FALSE
30. Employees are most likely to endorse benefits that fulfill their needs. (Basic Design
Considerations for Discretionary Benefits)
TRUE
31. Incentive-pay is a permanent increase of compensation based on individual goal
achievement. (Adjustments to Core Compensation)
FALSE
32. In financing discretionary benefits, employers always pay the total cost incurred. (Basic
Design Considerations for Discretionary Benefits)
FALSE
33. Since the 1940s, companies have expanded their discretionary benefits as an alternative to
wage increase or as a motivational tool. (Origins of Employee Benefits)
TRUE
34. The existence of labor union has limited the use of welfare practices by companies. (Origins
of Employee Benefits)
FALSE
Chapter 01 - Introducing Employee Benefits
1-7
© 2014 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or
distribution in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in
whole or part.
Multiple Choice Questions
35. Which is the following is NOT the reason for companies to adopt various benefits plans?
(Defining and Exploring Employee Benefits)
A. Government regulation/mandates
B. Favorable tax treatments
C. Attracting and retaining best employees
D. Reducing labor cost
36. What is another name for a pay-for-knowledge plan? (Adjustments to Core Compensation)
A. Merit-pay
B. Person-focused pay
C. Seniority-pay
D. Incentive-pay
37. Discretionary benefits can be categorized into programs that (Discretionary Benefits)
A. Protect health and income, provide job security, provide accommodation and enhancement
benefits
B. Provide job security, protect health and income, allow for paid time-off
C. Protect health and income, allow for paid time-off, provide accommodation and enhancement
benefits
D. Provide job security, allow for paid time-off, provide accommodation and enhancement
benefits
38. Which is the following is NOT the element of discretionary benefits? (Discretionary
Benefits)
A. Retirement plans
B. Workers’ compensation
C. Health insurance
D. Paid vacations
Chapter 01 - Introducing Employee Benefits
1-8
© 2014 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or
distribution in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in
whole or part.
39. Which two are the possible approaches that can be used in strategic benefits
planning? (Approaches to Strategic Benefit Planning)
A. Backing-out & top-down
B. Top-down &backing -in
C. Backing-up & top-in
D. Backing-down & top-in
40. These two federal laws form the basis for legally required benefits. (Legally Required
Benefits)
A. Social Security Act & Civil Rights Act
B. Family and Medical Leave Act & Civil Rights Act
C. Social Security Act & Family and Medical Leave Act
D. Equal Employment Act & Social Security Act
41. Employer choice of discretionary benefits does not depend on: (Government Regulation of
Employee Benefits)
A. Economic considerations
B. Adequacy of legally required benefits
C. Employee expectations
D. Government mandates
42. The Family and Medical Leave Act (FMLA) permits employees which of the
following? (The Family and Medical Leave Act of 1993)
A. 12 work weeks of paid leave during any 12-month period
B. 10 work weeks of paid leave during any 12-month period
C. 12 work weeks of unpaid leave during any 12-month period
D. 10 work weeks of unpaid leave during any 12-month period
43. Information for strategic benefits planning comes from these two environments. (Information
Used in Strategic Benefit Planning)
A. External company & internal market
B. External market & internal company
C. Internal market & external market
D. Internal company & external company
Chapter 01 - Introducing Employee Benefits
1-9
© 2014 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or
distribution in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in
whole or part.
44. In which social context were workers' compensation laws enacted? (State Compulsory
Disability Laws (Workers’ Compensation))
A. Post Depression
B. Post WWII
C. Industrial expansion in the early 1900s
D. Turn of the 20th century
45. What are the four main classes of health insurance programs that employers have to choose
from to offer its' employees? (Health Protection Programs)
A. Fee-for-service plans, managed care plans, point-of-service plans, consumer-driven plans
B. Consumer-driven plans, point-of-service plans, managed care plans, fee-for-service plans,
person-focused plans
C. Fee-for-service plans, person-focused plans, point-of-service plans, point-of-service plans
D. Point-of-service plans, consumer-driven plans, managed care plans, person-focused plans
46. When the employee bears the entire costs of discretionary benefits it is referred to as which
type of financing? (Basic Design Considerations for Discretionary Benefits)
A. Noncontributory
B. Contributory
C. Employee-financed
D. Employee-focused
47. Which of the following are considered the five core compensation elements? (Adjustments to
Core Compensation)
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
Chapter 01 - Introducing Employee Benefits
1-10
© 2014 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or
distribution in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in
whole or part.
48. Which three are the three fundamental roles that characterize discretionary
benefits? (Discretionary Benefits)
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
49. Flexible benefits allow employees to do which of the following? (Basic Design
Considerations for Discretionary Benefits)
A. Choose which benefits they want and at what level
B. Only choose the level of benefits they want
C. Only choose which benefits they want
D. Choose whether they want all base pay or pay and benefits
50. Companies can generally choose from which four programs for financing their discretionary
benefits plans. (Basic Design Considerations for Discretionary Benefits)
A. Noncontributory, contributory, employee-financed, a combination of the other three
B. Managed care, contributory, employee-financed, a combination of the other three
C. Employee-financed, contributory , managed care, a combination of the other three
D. Managed care, contributory, employee-financed, noncontributory
51. Commission payments are examples of which type of core compensation
package? (Adjustments to Core Compensation)
A. Incentive pay
B. Merit pay
C. Person-focused pay
D. Seniority pay
Chapter 01 - Introducing Employee Benefits
1-11
© 2014 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or
distribution in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in
whole or part.
52. Which of the following are the three main types of retirement programs that companies can
offer? (Income Protection Programs)
A. Employee-financed plans, defined benefits plans, hybrid plans
B. Hybrid plans defined contribution plans employee-financed plans
C. Defined contribution plans, employee-financed plans, defined benefits plans
D. Defined contribution plans, defined benefits plans, hybrid plans
53. Which two make up the internal environmental factors? (Internal Environment)
A. Labor force demographics, governmental regulations
B. Mergers and acquisitions, labor force demographics
C. Governmental regulations, collective bargaining agreements
D. Workforce demographics, collective bargaining agreements
54. The Social Security Act of 1935 set up which two programs? (The Social Security Act of
1935)
A. Retirement income & unemployment insurance
B. Medicare & disability insurance
C. Disability insurance & retirement income
D. Unemployment insurance & Medicare
55. Which of the following factors are used for strategic benefits planning? (External
Environment)
A. Government regulations
B. Economic conditions
C. Labor force changes
D. All of the above
56. Which of the following is not a fundamental employee goal? (Legal and Regulatory
Influences on Discretionary Benefits Practices)
A. High wages
B. Leadership
C. Job security
D. Safe working conditions
Chapter 01 - Introducing Employee Benefits
1-12
© 2014 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or
distribution in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in
whole or part.
57. Which of the following is not an example of features of a benefit plan? (Basic Design
Considerations for Discretionary Benefits)
A. Flexible benefits
B. Eligibility
C. Waiting period
D. Employee choice
58. In 2011, what was the average total employer compensation costs for private industry
workers? (Employer Costs for Compensation and Benefits)
A. $30.11
B. $20.91
C. $35.50
D. 28.24
59. In 2011, about how many million persons were employed by private-sector companies?
(Legal and Regulatory Influences on Discretionary Benefits Practices)
A. 90 million
B. 109 million
C. 118 million
D. 125 million
Essay Questions
60. Briefly describe the origins of employee benefits in the US. (Origins of Employee Benefits)
Main Points
● Different forces led to rise of 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 medical insurance became common
● National Labor Relations Act legitimized bargaining for benefits
● Employees today typically view benefits as entitlements
Chapter 01 - Introducing Employee Benefits
1-13
© 2014 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or
distribution in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in
whole or part.
61. Briefly describe various legal and regulatory influences on discretionary benefits. (Legal and
Regulatory Influences on Discretionary Benefits Practices)
Main Points
● Necessary to distinguish between "private sector" employers and governmental employers -
different regulations influence discretionary benefits practices in these two sectors.
● In 2011, private sector companies employed 109 million US civilian employees, mostly for-
profit
● Conflicting goals between employers and employees necessitate laws and regulations to
protect employees
● Prior to 1930, employees had no rights
● Before 1974, employees could lose retirement benefits
● Regulations such as Social Security Act of 1935 and ERISA of 1974 protect employees from
this today
● Public sector employers include US federal, state and local entities
● Approximately 22 million employees in this sector in three braches - executive, judicial,
legislative
● Government employers must operate within a budget to provide pay and benefits to
employees.
● ERISA does not apply to public sector retirement plans
62. Discuss the influence of external economic conditions on strategic benefits planning of
companies. (External Environment)
Main Points
● Factors outside the direct control of a company
● Industry prospects, economic conditions, forecasts
● Employer costs for compensation and benefits
● Government regulation of employee benefits
● Changing demographics of the labor force
63. Discuss the impact of recent demographic changes in labor markets (e.g., influx of female,
ethnic minority, or older workers) on the benefit strategy of companies. (Changing
Demographics of the Labor Force)
Main Points
● Increasing numbers of female, minority, or older workers in the current workplace
● Different needs and preferences based on demographic characteristics
● Challenges of benefit professionals to manage diverse needs and preferences
● Company’s strategic actions to accommodate different needs of employees
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head, and so prevents the brain from becoming anæmic. When a
person faints, or feels faint, her head should be lowered; if she is
sitting in a chair, her head should be forced down to her knees; if
she is standing up, she should be placed upon her back. How
often we see kind-hearted persons carrying a fainting girl out of
church, taking care to keep her head well raised! Sal volatile, cold
water and brandy are sometimes given to fainting girls, but none
of these is necessary, and the brandy usually does harm. Though
fainting looks very dangerous, it is really very trivial. We have
never seen a death during one of these young women’s fainting
fits.
Lady Babbie.—It is related of a great physician that a girl once came
to him complaining, as you do, that she made horrible grimaces,
moving her scalp and eyebrows about in a most absurd manner,
and making herself look ridiculous. Of course he knew at once
what was the matter, and said to her, “Let me see you make these
grimaces.” When she had finished, he said to her, “What you have
got the matter with you is of no moment, but I warn you not to let
anyone see you making those grimaces, because when you do so
you present a striking resemblance to Mrs. ——” (a famous
criminal of the time, then “wanted” by the police), “and you may
get run in if you don’t take care!” This so frightened the girl that
she never made grimaces again! This curious habit can be cured,
as you see. It is semi-involuntary—that is, it was originally
voluntary, but from constant repetition it has become a habit. It is
a habit from which you must break yourself. It is no good saying
you cannot—we say you can; but you must try, and at present
avoid anything which is liable to produce it. We have not asked
you to do anything impossible—“to do lessons or anything of that
sort”—but why do you have such an objection “to do lessons or
anything of that sort?” You will find that there are more
unpleasant things in life than lessons!
MISCELLANEOUS.
Rebecca.—The invention of the gamut and the lines of the stave is
attributed to D’Arezzo, an Italian who flourished in the eleventh
century. At the Vatican, and in the King’s Library, Paris, there are
valuable copies of his famous Micrologus.
Perplexed.—We think it would be for your own happiness if you
cleared up the question, as no honest man has any right to be
paying his addresses to two women at once. If you have a mother,
you had better let her make the inquiry.
Marguerite.—The simnel-cakes made in Lent, at Eastertide, and
Christmas, in Shropshire and Herefordshire—more especially at
Shrewsbury—date back to great antiquity. Herrick speaks of them
in one of his epigrams, from which it appears that at Gloucester it
was the custom for young people to carry simnels to their mothers
on mid-Lent Sunday, called “Mothering Sunday.” In Mediæval Latin
it is called siminellus, and is derived from the Latin simila, or fine
flour. Like the religious signification of the hot-cross-buns, the
simnel-cakes were, in early times, marked with a figure of Christ
or of the Virgin Mary. The Pagan Saxons ate cakes in honour or
commemoration of their goddess Eastre, and, unable to prevent
people from so doing as a heathen custom, the Christian clergy
had the buns marked with a cross, to remind them of our Lord
and His work of redemption.
Troubled One.—We are well acquainted with the infidel argument that
“the death of one man could not atone for, nor make restitution
for, the sins and the debts of millions of other men.” But first,
Christ was the Second Person of the Divine Trinity, and One with
the Father and the Holy Ghost, and His was an infinite sacrifice for
finite sin; an infinite satisfaction for finite indebtedness. Secondly,
as man’s rebellion was against his Creator, and the unfulfilled
obligations were to Him, his Creator had an absolute right to
punish, or forgive, to claim, or to remit man’s debt on His Own
terms. Thus, if He said, “I will accept man’s acknowledgment of
sin and indebtedness to Me, if he offer a lamb in token thereof,”
He had an indisputable right to do so; and when He accepts a
Divine, and therefore infinite sacrifice, He has a right to do so.
Who may presume to question it?
Two Chums.—The phrase, “Once in a blue moon” means “very rarely,”
and the originator of the phrase exaggerated what it was designed
to mean, as it expresses not rarity only, but impossibility of
occurrence, as there is no such thing as a “blue” moon, any more
than a personage correctly designated “Blue Beard.”
Constant Reader appears to have overlooked many answers to her
question. Brides do not supply house-linen, nor furniture, nor any
household requisites. If her parents like to make a present of such
a nature, it is perfectly gratuitous. The bridegroom is naturally to
have a home suitable for the reception of his bride when he takes
her from her father’s house.
Tom Tit.—Certainly there are books on conchology. You have only to
inquire at a good librarian’s.
MacNally.—Inquire in the Will Department, Somerset House, and see
those of that date. You should give the names and probable date;
1s. is charged for a search through each year, we believe. We
have looked in the London Directory and the Royal Red Book, and
did not see your cousin’s address.
A. Neighbour.—To obtain any particulars respecting the writer Mary E.
Wilkins, you had better write to her publisher.
Antiquary.—Of all the ancient nations of which we possess historical
records, Egypt stands first. According to Canon Rawlinson (quoted
by Dawson), history and archæological discoveries give the
earliest date as 2760 b.c.; of Babylon, as 2300 b.c.; of Phœnicia,
as 1700 b.c.; of Assyria, as 1500 b.c.; of India, as 1200 b.c., and of
China, as 1154 b.c. Whether any new light has been thrown on the
subject by more recent investigations and discoveries than what
we receive from Canon Rawlinson, we are not at this moment
prepared to say.
Country Lass.—Rosemary-tea is excellent for promoting the growth of
the hair. Chemists prepare it in a cleaner form than you can at
home. You cannot make your hair “wavy and glossy” unless the
hair have flattened sides to each tube (we mean if the hair be
round it will not curl), and if naturally rough, any gloss artificially
produced would only be through greasiness. Joan and Jane are
feminines of the Hebrew name John—“the gracious gift of God.”
Amateur Stamp Collector.—With reference to the uses made by the
authorities at the Asile des Billodes, at Le Locle, we can only
repeat what we were told by a Swiss lady, who has long
maintained a girl herself in this special institution, that “she
believed the stamps were sent to, and made into papier maché at,
Nüremberg”; so for whatever other uses they are employed, or to
whatever other destinations they may be sent (perhaps exclusive
of those at Le Locle, according to their printed advertisement), it
seems that a large proportion goes to that place. We have the
paper, a copy of which you are so good as to send, and are quite
ready to believe our friend was mistaken as regards the Asile she
helps to support.
[Transcriber’s Note: the following changes have been made to this
text.
Page 579: Effiie to Effie—“and now Effie”.
Page 580: Soâne to Saône—“A Summer Voyage on the Saône”.
Symond’s to Symonds’—“J. A Symonds’”.
Edmond to Edmondo—“Edmondo de Amicis”.
Taines’ to Taine’s—“H. Taine’s”.
Page 581: Teneriffe, and its Seven Satellites to Tenerife, and its Six
Satellites.
Vesa to Vasa—“Gustavus Vasa”.
Alex. to Alec.—“Alec. Tweedie”.
Grohmann to Grohman—“W. A. Grohman”.
Page 583: conciousness to consciousness—“self-consciousness”.
Page 586: baking powder to baking-powder—“baking-powder.
Make”.]
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  • 5.
    Chapter 01 -Introducing Employee Benefits 1-2 © 2014 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part. 5. Health insurance is a legally required benefit for all private sector employers? (Health Protection Programs) FALSE 6. The Federal Insurance Contributions Act (FICA) helps support the Old-Age, Survivor, and Disability Insurance (OASDI). (Government Regulation of Employee Benefits) TRUE
  • 6.
    Chapter 01 -Introducing Employee Benefits 1-3 © 2014 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part. 7. Employer-sponsored disability insurance is less encompassing than workers’ compensation. (Disability Insurance) FALSE 8. Defined benefits plans, defined contribution plans and hybrid plans are types of health insurance funding plans. (Income Protection Programs) FALSE 9. Strategic benefit plans emphasize short-term changes in how a company's benefit plan operates. (Basic Strategic Planning Concepts) FALSE 10. The top-down approach to strategic benefits planning is a reactive process that evaluates the benefits program only after problems arise. (Approaches to Strategic Benefit Planning) FALSE 11. Incentive-pay rewards employees for completely attaining predetermined work objectives. (Adjustments to Core Compensation) FALSE 12. 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)) FALSE 13. Merit-pay rewards employees according to their job performance. (Adjustments to Core Compensation) TRUE
  • 7.
    Chapter 01 -Introducing Employee Benefits 1-4 © 2014 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part. 14. Total compensation represents both monetary and nonmonetary rewards. (Employee Benefits in the Total Compensation Scheme) TRUE 15. Strategic decisions support the fulfillment of tactical decisions. (Basic Strategic Planning Concepts) FALSE 16. Unemployment insurance is funded solely by the Federal Unemployment Tax Act (FUTA). (Government Regulation of Employee Benefits) FALSE 17. Core compensation is another name for monetary rewards. (Employee Benefits in the Total Compensation Scheme) TRUE 18. Nonmonetary compensation includes protection programs, paid time off and services. (Employee Benefits in the Total Compensation Scheme) TRUE 19. Employees' knowledge and skills are said to generate human capital for firms and are the basis for incentive-pay. (Adjustments to Core Competition) FALSE 20. The Social Security Act was enacted due to the effects of WWII. (The Social Security Act of 1935) FALSE
  • 8.
    Chapter 01 -Introducing Employee Benefits 1-5 © 2014 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part. 21. Union workers cannot negotiate paid time off benefits. (Paid Time-Off) FALSE 22. ERISA does not apply to public sector retirement plans. (Legal and Regulatory Influences on Discretionary Benefits Practices) TRUE 23. Benefits are defined as compensation that includes wages and salary as well as other services. (Defining Employee Benefits) FALSE 24. Benefits are a central strategy in attracting and retaining desired employees. (Basic Strategic Planning Concepts) TRUE 25. Vacations are a type of accommodation benefit. (Paid Time-Off) FALSE 26. Protection programs provide health benefits. (Health Protection Programs) TRUE 27. Compensation levels are established based on employee age. (Adjustments to Core Compensation) FALSE
  • 9.
    Chapter 01 -Introducing Employee Benefits 1-6 © 2014 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part. 28. Workers' compensation laws are state laws. (State Compulsory Disability Laws (Workers’ Compensation)) TRUE 29. Life insurance programs protect employees' families in the event of untimely illness. (Income Protection Programs) FALSE 30. Employees are most likely to endorse benefits that fulfill their needs. (Basic Design Considerations for Discretionary Benefits) TRUE 31. Incentive-pay is a permanent increase of compensation based on individual goal achievement. (Adjustments to Core Compensation) FALSE 32. In financing discretionary benefits, employers always pay the total cost incurred. (Basic Design Considerations for Discretionary Benefits) FALSE 33. Since the 1940s, companies have expanded their discretionary benefits as an alternative to wage increase or as a motivational tool. (Origins of Employee Benefits) TRUE 34. The existence of labor union has limited the use of welfare practices by companies. (Origins of Employee Benefits) FALSE
  • 10.
    Chapter 01 -Introducing Employee Benefits 1-7 © 2014 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part. Multiple Choice Questions 35. Which is the following is NOT the reason for companies to adopt various benefits plans? (Defining and Exploring Employee Benefits) A. Government regulation/mandates B. Favorable tax treatments C. Attracting and retaining best employees D. Reducing labor cost 36. What is another name for a pay-for-knowledge plan? (Adjustments to Core Compensation) A. Merit-pay B. Person-focused pay C. Seniority-pay D. Incentive-pay 37. Discretionary benefits can be categorized into programs that (Discretionary Benefits) A. Protect health and income, provide job security, provide accommodation and enhancement benefits B. Provide job security, protect health and income, allow for paid time-off C. Protect health and income, allow for paid time-off, provide accommodation and enhancement benefits D. Provide job security, allow for paid time-off, provide accommodation and enhancement benefits 38. Which is the following is NOT the element of discretionary benefits? (Discretionary Benefits) A. Retirement plans B. Workers’ compensation C. Health insurance D. Paid vacations
  • 11.
    Chapter 01 -Introducing Employee Benefits 1-8 © 2014 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part. 39. Which two are the possible approaches that can be used in strategic benefits planning? (Approaches to Strategic Benefit Planning) A. Backing-out & top-down B. Top-down &backing -in C. Backing-up & top-in D. Backing-down & top-in 40. These two federal laws form the basis for legally required benefits. (Legally Required Benefits) A. Social Security Act & Civil Rights Act B. Family and Medical Leave Act & Civil Rights Act C. Social Security Act & Family and Medical Leave Act D. Equal Employment Act & Social Security Act 41. Employer choice of discretionary benefits does not depend on: (Government Regulation of Employee Benefits) A. Economic considerations B. Adequacy of legally required benefits C. Employee expectations D. Government mandates 42. The Family and Medical Leave Act (FMLA) permits employees which of the following? (The Family and Medical Leave Act of 1993) A. 12 work weeks of paid leave during any 12-month period B. 10 work weeks of paid leave during any 12-month period C. 12 work weeks of unpaid leave during any 12-month period D. 10 work weeks of unpaid leave during any 12-month period 43. Information for strategic benefits planning comes from these two environments. (Information Used in Strategic Benefit Planning) A. External company & internal market B. External market & internal company C. Internal market & external market D. Internal company & external company
  • 12.
    Chapter 01 -Introducing Employee Benefits 1-9 © 2014 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part. 44. In which social context were workers' compensation laws enacted? (State Compulsory Disability Laws (Workers’ Compensation)) A. Post Depression B. Post WWII C. Industrial expansion in the early 1900s D. Turn of the 20th century 45. What are the four main classes of health insurance programs that employers have to choose from to offer its' employees? (Health Protection Programs) A. Fee-for-service plans, managed care plans, point-of-service plans, consumer-driven plans B. Consumer-driven plans, point-of-service plans, managed care plans, fee-for-service plans, person-focused plans C. Fee-for-service plans, person-focused plans, point-of-service plans, point-of-service plans D. Point-of-service plans, consumer-driven plans, managed care plans, person-focused plans 46. When the employee bears the entire costs of discretionary benefits it is referred to as which type of financing? (Basic Design Considerations for Discretionary Benefits) A. Noncontributory B. Contributory C. Employee-financed D. Employee-focused 47. Which of the following are considered the five core compensation elements? (Adjustments to Core Compensation) 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
  • 13.
    Chapter 01 -Introducing Employee Benefits 1-10 © 2014 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part. 48. Which three are the three fundamental roles that characterize discretionary benefits? (Discretionary Benefits) 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 49. Flexible benefits allow employees to do which of the following? (Basic Design Considerations for Discretionary Benefits) A. Choose which benefits they want and at what level B. Only choose the level of benefits they want C. Only choose which benefits they want D. Choose whether they want all base pay or pay and benefits 50. Companies can generally choose from which four programs for financing their discretionary benefits plans. (Basic Design Considerations for Discretionary Benefits) A. Noncontributory, contributory, employee-financed, a combination of the other three B. Managed care, contributory, employee-financed, a combination of the other three C. Employee-financed, contributory , managed care, a combination of the other three D. Managed care, contributory, employee-financed, noncontributory 51. Commission payments are examples of which type of core compensation package? (Adjustments to Core Compensation) A. Incentive pay B. Merit pay C. Person-focused pay D. Seniority pay
  • 14.
    Chapter 01 -Introducing Employee Benefits 1-11 © 2014 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part. 52. Which of the following are the three main types of retirement programs that companies can offer? (Income Protection Programs) A. Employee-financed plans, defined benefits plans, hybrid plans B. Hybrid plans defined contribution plans employee-financed plans C. Defined contribution plans, employee-financed plans, defined benefits plans D. Defined contribution plans, defined benefits plans, hybrid plans 53. Which two make up the internal environmental factors? (Internal Environment) A. Labor force demographics, governmental regulations B. Mergers and acquisitions, labor force demographics C. Governmental regulations, collective bargaining agreements D. Workforce demographics, collective bargaining agreements 54. The Social Security Act of 1935 set up which two programs? (The Social Security Act of 1935) A. Retirement income & unemployment insurance B. Medicare & disability insurance C. Disability insurance & retirement income D. Unemployment insurance & Medicare 55. Which of the following factors are used for strategic benefits planning? (External Environment) A. Government regulations B. Economic conditions C. Labor force changes D. All of the above 56. Which of the following is not a fundamental employee goal? (Legal and Regulatory Influences on Discretionary Benefits Practices) A. High wages B. Leadership C. Job security D. Safe working conditions
  • 15.
    Chapter 01 -Introducing Employee Benefits 1-12 © 2014 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part. 57. Which of the following is not an example of features of a benefit plan? (Basic Design Considerations for Discretionary Benefits) A. Flexible benefits B. Eligibility C. Waiting period D. Employee choice 58. In 2011, what was the average total employer compensation costs for private industry workers? (Employer Costs for Compensation and Benefits) A. $30.11 B. $20.91 C. $35.50 D. 28.24 59. In 2011, about how many million persons were employed by private-sector companies? (Legal and Regulatory Influences on Discretionary Benefits Practices) A. 90 million B. 109 million C. 118 million D. 125 million Essay Questions 60. Briefly describe the origins of employee benefits in the US. (Origins of Employee Benefits) Main Points ● Different forces led to rise of 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 medical insurance became common ● National Labor Relations Act legitimized bargaining for benefits ● Employees today typically view benefits as entitlements
  • 16.
    Chapter 01 -Introducing Employee Benefits 1-13 © 2014 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part. 61. Briefly describe various legal and regulatory influences on discretionary benefits. (Legal and Regulatory Influences on Discretionary Benefits Practices) Main Points ● Necessary to distinguish between "private sector" employers and governmental employers - different regulations influence discretionary benefits practices in these two sectors. ● In 2011, private sector companies employed 109 million US civilian employees, mostly for- profit ● Conflicting goals between employers and employees necessitate laws and regulations to protect employees ● Prior to 1930, employees had no rights ● Before 1974, employees could lose retirement benefits ● Regulations such as Social Security Act of 1935 and ERISA of 1974 protect employees from this today ● Public sector employers include US federal, state and local entities ● Approximately 22 million employees in this sector in three braches - executive, judicial, legislative ● Government employers must operate within a budget to provide pay and benefits to employees. ● ERISA does not apply to public sector retirement plans 62. Discuss the influence of external economic conditions on strategic benefits planning of companies. (External Environment) Main Points ● Factors outside the direct control of a company ● Industry prospects, economic conditions, forecasts ● Employer costs for compensation and benefits ● Government regulation of employee benefits ● Changing demographics of the labor force 63. Discuss the impact of recent demographic changes in labor markets (e.g., influx of female, ethnic minority, or older workers) on the benefit strategy of companies. (Changing Demographics of the Labor Force) Main Points ● Increasing numbers of female, minority, or older workers in the current workplace ● Different needs and preferences based on demographic characteristics ● Challenges of benefit professionals to manage diverse needs and preferences ● Company’s strategic actions to accommodate different needs of employees
  • 17.
    Other documents randomlyhave different content
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    head, and soprevents the brain from becoming anæmic. When a person faints, or feels faint, her head should be lowered; if she is sitting in a chair, her head should be forced down to her knees; if she is standing up, she should be placed upon her back. How often we see kind-hearted persons carrying a fainting girl out of church, taking care to keep her head well raised! Sal volatile, cold water and brandy are sometimes given to fainting girls, but none of these is necessary, and the brandy usually does harm. Though fainting looks very dangerous, it is really very trivial. We have never seen a death during one of these young women’s fainting fits. Lady Babbie.—It is related of a great physician that a girl once came to him complaining, as you do, that she made horrible grimaces, moving her scalp and eyebrows about in a most absurd manner, and making herself look ridiculous. Of course he knew at once what was the matter, and said to her, “Let me see you make these grimaces.” When she had finished, he said to her, “What you have got the matter with you is of no moment, but I warn you not to let anyone see you making those grimaces, because when you do so you present a striking resemblance to Mrs. ——” (a famous criminal of the time, then “wanted” by the police), “and you may get run in if you don’t take care!” This so frightened the girl that she never made grimaces again! This curious habit can be cured, as you see. It is semi-involuntary—that is, it was originally voluntary, but from constant repetition it has become a habit. It is a habit from which you must break yourself. It is no good saying you cannot—we say you can; but you must try, and at present avoid anything which is liable to produce it. We have not asked you to do anything impossible—“to do lessons or anything of that sort”—but why do you have such an objection “to do lessons or anything of that sort?” You will find that there are more unpleasant things in life than lessons! MISCELLANEOUS.
  • 19.
    Rebecca.—The invention ofthe gamut and the lines of the stave is attributed to D’Arezzo, an Italian who flourished in the eleventh century. At the Vatican, and in the King’s Library, Paris, there are valuable copies of his famous Micrologus. Perplexed.—We think it would be for your own happiness if you cleared up the question, as no honest man has any right to be paying his addresses to two women at once. If you have a mother, you had better let her make the inquiry. Marguerite.—The simnel-cakes made in Lent, at Eastertide, and Christmas, in Shropshire and Herefordshire—more especially at Shrewsbury—date back to great antiquity. Herrick speaks of them in one of his epigrams, from which it appears that at Gloucester it was the custom for young people to carry simnels to their mothers on mid-Lent Sunday, called “Mothering Sunday.” In Mediæval Latin it is called siminellus, and is derived from the Latin simila, or fine flour. Like the religious signification of the hot-cross-buns, the simnel-cakes were, in early times, marked with a figure of Christ or of the Virgin Mary. The Pagan Saxons ate cakes in honour or commemoration of their goddess Eastre, and, unable to prevent people from so doing as a heathen custom, the Christian clergy had the buns marked with a cross, to remind them of our Lord and His work of redemption. Troubled One.—We are well acquainted with the infidel argument that “the death of one man could not atone for, nor make restitution for, the sins and the debts of millions of other men.” But first, Christ was the Second Person of the Divine Trinity, and One with the Father and the Holy Ghost, and His was an infinite sacrifice for finite sin; an infinite satisfaction for finite indebtedness. Secondly, as man’s rebellion was against his Creator, and the unfulfilled obligations were to Him, his Creator had an absolute right to punish, or forgive, to claim, or to remit man’s debt on His Own terms. Thus, if He said, “I will accept man’s acknowledgment of sin and indebtedness to Me, if he offer a lamb in token thereof,” He had an indisputable right to do so; and when He accepts a
  • 20.
    Divine, and thereforeinfinite sacrifice, He has a right to do so. Who may presume to question it? Two Chums.—The phrase, “Once in a blue moon” means “very rarely,” and the originator of the phrase exaggerated what it was designed to mean, as it expresses not rarity only, but impossibility of occurrence, as there is no such thing as a “blue” moon, any more than a personage correctly designated “Blue Beard.” Constant Reader appears to have overlooked many answers to her question. Brides do not supply house-linen, nor furniture, nor any household requisites. If her parents like to make a present of such a nature, it is perfectly gratuitous. The bridegroom is naturally to have a home suitable for the reception of his bride when he takes her from her father’s house. Tom Tit.—Certainly there are books on conchology. You have only to inquire at a good librarian’s. MacNally.—Inquire in the Will Department, Somerset House, and see those of that date. You should give the names and probable date; 1s. is charged for a search through each year, we believe. We have looked in the London Directory and the Royal Red Book, and did not see your cousin’s address. A. Neighbour.—To obtain any particulars respecting the writer Mary E. Wilkins, you had better write to her publisher. Antiquary.—Of all the ancient nations of which we possess historical records, Egypt stands first. According to Canon Rawlinson (quoted by Dawson), history and archæological discoveries give the earliest date as 2760 b.c.; of Babylon, as 2300 b.c.; of Phœnicia, as 1700 b.c.; of Assyria, as 1500 b.c.; of India, as 1200 b.c., and of China, as 1154 b.c. Whether any new light has been thrown on the subject by more recent investigations and discoveries than what we receive from Canon Rawlinson, we are not at this moment prepared to say. Country Lass.—Rosemary-tea is excellent for promoting the growth of the hair. Chemists prepare it in a cleaner form than you can at
  • 21.
    home. You cannotmake your hair “wavy and glossy” unless the hair have flattened sides to each tube (we mean if the hair be round it will not curl), and if naturally rough, any gloss artificially produced would only be through greasiness. Joan and Jane are feminines of the Hebrew name John—“the gracious gift of God.” Amateur Stamp Collector.—With reference to the uses made by the authorities at the Asile des Billodes, at Le Locle, we can only repeat what we were told by a Swiss lady, who has long maintained a girl herself in this special institution, that “she believed the stamps were sent to, and made into papier maché at, Nüremberg”; so for whatever other uses they are employed, or to whatever other destinations they may be sent (perhaps exclusive of those at Le Locle, according to their printed advertisement), it seems that a large proportion goes to that place. We have the paper, a copy of which you are so good as to send, and are quite ready to believe our friend was mistaken as regards the Asile she helps to support. [Transcriber’s Note: the following changes have been made to this text. Page 579: Effiie to Effie—“and now Effie”. Page 580: Soâne to Saône—“A Summer Voyage on the Saône”. Symond’s to Symonds’—“J. A Symonds’”. Edmond to Edmondo—“Edmondo de Amicis”. Taines’ to Taine’s—“H. Taine’s”. Page 581: Teneriffe, and its Seven Satellites to Tenerife, and its Six Satellites. Vesa to Vasa—“Gustavus Vasa”. Alex. to Alec.—“Alec. Tweedie”.
  • 22.
    Grohmann to Grohman—“W.A. Grohman”. Page 583: conciousness to consciousness—“self-consciousness”. Page 586: baking powder to baking-powder—“baking-powder. Make”.]
  • 23.
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