Chap013
75 Pages

Chap013

Course Number: MGMT 2021, Spring 2012

College/University: Edison State College

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Chapter 13 - Providing Employee Benefits Chapter 13 Providing Employee Benefits True / False Questions 1. Since benefits packages are more complex than pay structures, they are harder for employees to understand and appreciate. True False 2. The addition of creative benefits packages in the worker's compensation portfolio provides employers a competitive edge in acquiring and retaining talented employees in...

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13 Chapter - Providing Employee Benefits Chapter 13 Providing Employee Benefits True / False Questions 1. Since benefits packages are more complex than pay structures, they are harder for employees to understand and appreciate. True False 2. The addition of creative benefits packages in the worker's compensation portfolio provides employers a competitive edge in acquiring and retaining talented employees in their organization. True False 3. Benefits like performance oriented bonus and annual profit sharing provided to employees are required by law in the U.S. True False 4. All U.S. employees, including federal, state, and local government employees, are covered under the Old Age, Survivors, Disability, and Health Insurance program. True False 5. Social Security benefits are free from federal income taxes and state taxes in about half the states. True False 6. Spouses of covered earners do not receive social security benefits if they have no covered earnings. True False 13-1 Chapter 13 - Providing Employee Benefits 7. The unemployment insurance program is financed through federal and state taxes on both employees and employers. True False 8. Under the workers compensation program, an employee need not show that the employer was grossly negligent in order to receive compensation. This implies employees are eligible for the compensation even if their injuries are self-inflicted. True False 9. The Family and Medical Leave Act of 1993 requires organizations with 50 or more employees within a 75-mile radius to provide as much as 12 weeks of unpaid leave to qualifying employees. True False 10. Benefits provided to domestic partners of employees have the same tax advantages as benefits provided to their spouses. True False 11. Employers in the U.S. are legally required to provide 30 days of paid vacation to both new and existing employees every year. True False 12. As an employee benefit, personal days are designed to extend a Tuesday or Thursday holiday into a long weekend for employees. True False 13. For the average person, the most important benefit is a pension program. True False 13-2 Chapter 13 - Providing Employee Benefits 14. Recent data found that among workers with health insurance, about two-thirds were enrolled in a PPO. True False 15. Employees are most likely to benefit from a flexible spending account if they have predictable health care expenses, such as insurance premiums. True False 16. Disability insurance payments are usually less than 50 percent of the employee's salary. True False 17. A defined contribution plan guarantees a specified level of retirement income. True False 18. ERISA requires covered organizations to establish employee pension plans and to do so within certain management and funding guidelines. True False 19. Tax-favored 529 savings plans allow employees to set aside a portion of their pretax earnings to purchase long-term care insurance. True False 20. Tuition reimbursement programs offered by certain organizations cover the tuition and other education related expenses of their workers' children. True False 13-3 Chapter 13 - Providing Employee Benefits 21. The use of wellness programs and consumer-directed health plans in an organization reflects its objective of controlling the cost of healthcare benefits. True False 22. Cafeteria-style plans permit employees to choose the types and amounts of benefits they want for themselves from a given set of alternatives. True False 23. According to the Americans with Disabilities Act (ADA), employers are required to take care not to discriminate against workers over age 40 in providing pay or benefits. True False 24. Under FASB standards, employers fund retirement benefits on a pay-as-you-go basis. True False 25. Research asking employees about their benefits has shown that employees significantly underestimate the cost and value of their benefits. True False Multiple Choice Questions 26. On average, at least 30 percent of the total compensation provided to an employee comprises of: A. performance linked incentives. B. share in company profits. C. benefits. D. house rents. E. transportation allowances. 13-4 Chapter 13 - Providing Employee Benefits 27. Why do organizations pay a growing share of compensation in the form of benefits? A. It allows them to defer labor costs. B. It allows employers to enjoy economies of scale in production. C. It entitles them to government subsidies. D. It gives large employers a competitive edge in the labor market. E. It improves the goodwill and credibility of the organization and increases the marketability of its products. 28. Which of the following trends has been suggested by the data on benefits as a percentage of total compensation between 1928 and 2009? A. Benefits as a percentage of total compensation remained more or less stable post 1975. B. Benefits as a percentage of total compensation almost doubled between 2000 and 2005. C. Benefits as a percentage of total compensation mostly revealed a positive growth over this period. D. Benefits as a percentage of total compensation declined every year post 2000. E. Benefits as a percentage of total compensation declined sharply between 1928 and 1955. 29. Which of the following legally required employer-provided benefits help workers injured on the job? A. Social security B. Unemployment insurance C. Group insurance D. Workers' compensation E. "Family-Friendly" Benefits 30. Which one of the following employer-provided benefits is required by law in the U.S.? A. Floating holidays B. Paid vacation leave C. Unpaid family and medical leave D. Long-term disability insurance E. Long-term care insurance 13-5 Chapter 13 - Providing Employee Benefits 31. What is the earliest age at which an eligible worker can retire and still receive his/her Social Security retirement benefits? A. 55 B. 60 C. 62 D. 70 E. 50 32. Which legal benefit requires employers to pay payroll tax? A. Long-term disability insurance B. Unemployment insurance C. Workers' compensation D. Unpaid family medical leave E. Health care benefits 33. Which one of the following is true of Social Security benefits? A. Benefits are taxed as ordinary income at both the federal and state level. B. Workers who meet requirements receive retirement benefits according to age and earnings history. C. Workers are not required to meet any eligibility rules to receive benefits. D. The cost of the program is borne entirely by the employees who pay a payroll tax. E. The program covers railroad and federal, state, and local government employees. 34. Which one of the following is an objective of the unemployment insurance program? A. To improve the productivity and skill set of workers B. To protect the employer from lawsuits C. To provide an incentive for employers to stabilize employment D. To offset lost income during a labor dispute E. To help workers with the expenses resulting from job-related accidents and illnesses 13-6 Chapter 13 - Providing Employee Benefits 35. The unemployment insurance program is financed largely through federal and state taxes on: A. both employees and employers. B. employers only. C. employees only. D. all taxpayers. E. high income group of citizens. 36. In terms of unemployment insurance, which one of the following actions is most likely to keep a company's experience rating favorable? A. External rather than internal recruitment B. A below-market pay line C. Accurate human resource planning D. At-will-employment policies E. Job oriented workshops and in-house training 37. In which of the following areas are unemployment insurance benefits and workers' compensation benefits similar? A. Both these programs are funded by the federal taxes on employees. B. Both these costs depend on the organization's experience ratings. C. The funding costs of both these programs are same across the states. D. Both the programs replace the same percentage of an individual's previous earnings. E. The amount of compensation provided to the employees is fixed under both the programs. 38. Workers are eligible for unemployment benefits if they: A. voluntarily quit a job. B. are out of work due to health reasons. C. were discharged for cause. D. have been working for at least four quarters. E. are out of work because of a labor dispute. 13-7 Chapter 13 - Providing Employee Benefits 39. Which one of the following is true of workers' compensation? A. Employees are covered under the "no-fault" provision regardless of their behavior. B. Approximately 90 percent of all U.S. workers are covered by the system. C. Provides payments to offset lost income during involuntary unemployment. D. Funding for the program comes from the state taxes on employees. E. The benefits provided to the workers are taxable. 40. The cost of a worker's compensation insurance depends on: A. the profit earned by the organization during the concerned fiscal. B. the number of years the concerned worker has been working in the organization. C. the total strength of the organization's workforce. D. the number of years for which the organization has been in business. E. the state where the company is located. 41. To take unpaid family leave under the provisions of the Family and Medical Leave Act, employees must meet which of the following criteria? A. Have worked for an employer with 50 or more employees within a 75-mile radius B. Have worked at least 15 hours per week C. Have worked for the employer for more than 5 years D. Belong to the top 10 percent of highest paid executives E. Have worked for an employer with at least 100 employees within a 75-mile radius 42. The Family and Medical Leave Act of 1993 requires employers to provide: A. up to 8 weeks of unpaid leave after childbirth or adoption. B. reinstatement to the same (or a comparable) job upon one's return to work. C. paid leave to any employee who has one or more years of full-time service. D. up to 18 weeks of unpaid leave to care of a seriously ill parent, spouse, or child. E. up to one month of paid leave to take care of a seriously ill spouse, child, or parent. 13-8 Chapter 13 - Providing Employee Benefits 43. Why do majority of employees opting for Family and Medical leave fail to take benefit of the full 12 weeks leave? A. It makes record-keeping tasks very complex for the employers. B. Almost 80 percent of employees like to take their leaves intermittently. C. Employees fear that they will have to take up more responsibilities once they return to work. D. Expenses that come with childbirth, adoption or illness are not afforded by everyone. E. It prevents them from opting for paid leaves for the next five years. 44. The Pregnancy Discrimination Act of 1978 requires employers: A. to offer disability plans with pregnancy-related coverage. B. to offer disability plans to treat pregnancy as they would any other disability. C. to provide up to six weeks of paid leave to either parent upon the birth of a child. D. to provide up to six weeks of unpaid leave to either parent upon the birth of a child. E. to offer disability leave up to one month to either parent before the birth of a child. 45. Due to increasing diversity within the workplace, many employers are extending benefits such as health insurance to: A. independent contractors. B. domestic partners. C. extended family members. D. anyone living within the employee's household. E. the employees' adopted children. 46. While the number of mandatory days of paid vacation in Western Europe is about 30 days, the U.S. companies typically offer: A. five paid holidays each year. B. 10 paid holidays each year. C. 20 paid holidays each year. D. more than 40 paid holidays each year. E. more than two weeks of paid holidays each year. 13-9 Chapter 13 - Providing Employee Benefits 47. The purpose of floating holidays is to allow employees to: A. extend a Tuesday or Thursday holiday into a long weekend. B. decide which national holidays they wish to observe with pay. C. take time off for personal reasons (with the approval of the supervisor). D. allow international employees to observe legal holidays within their country of assignment. E. pool in the different types of leaves and enjoy long paid vacations. 48. Which one of the following is true of the Consolidated Omnibus Budget Reconciliation Act of 1985? A. Employers do not permit employees to extend their health insurance coverage for up to 36 months following a "qualifying event." B. Employees can extend their health insurance coverage only by paying a higher premium than that under the group rates. C. Employers must continue to pay the cost of premiums for qualified employees. D. Qualifying events include, among others, termination (except for gross misconduct), a reduction in hours that leads to the loss of health insurance, and death. E. In case of death of the employee, the surviving child or the dependant wife will not be allowed to extend the coverage. 49. Which of the following countries spends the least amount of its gross domestic product on health care? A. The United States of America B. Canada C. Japan D. Korea E. The United Kingdom 50. Which of the following federal laws requires employers to permit employees to extend their health insurance coverage at group rates for up to 36 months following a qualifying event such as a layoff, reduction in hours, or the employee's death? A. The ERISA B. The ADEA C. The ADA D. The FLSA E. The COBRA 13-10 Chapter 13 - Providing Employee Benefits 51. Which one of the following is true of health maintenance organizations? A. Costs tend to be more than the cost for traditional health insurance. B. Services are provided on a postpaid basis. C. Employees may select physicians of their choice. D. Payment of physicians is on a flat salary basis. E. Physicians are paid a fee for each service rather than a salary. 52. Identify the prime difference between PPOs and HMOs. A. PPOs provide benefits on a reduced-fee, per-call basis rather than on a prepaid basis. B. HMO employees are not required to use only preselected plan service providers, as in PPOs. C. PPOs are less expensive plans than HMOs if the employee goes out of the PPO network. D. HMOs have more in common with traditional fee-for-service plans than do PPOs. E. Unlike HMOs, payments to PPO physicians are made on a flat salary basis. 53. Which one of the following statements about flexible spending accounts is true? A. They may be used to cover only employees' (not dependents') health-care expenses. B. They do not permit pretax employee contributions. C. Contributions to the accounts may exceed $5,000 per year but must be designated in advance. D. Funds must be used by the plan's year end or they revert to the employer. E. The money in the flexible spending account is taxed and it reduces an employee's take home pay. 54. Which of the following is true of employee wellness programs? A. The programs are curative in nature. B. The programs manage health-care costs by reducing employees' needs for health care services. C. The programs are either active or passive, with active programs costing less than passive programs. D. The programs have had very little success in reducing risk factors associated with cardiovascular disease. E. They provide hospitalization coverage for employees. 13-11 Chapter 13 - Providing Employee Benefits 55. "Active" employee wellness programs: A. rely on employees to identify and obtain the services they need. B. are health education programs that provide information and services, but no formal support or motivation to use the program C. have not been successful in reducing risk factors associated with cardiovascular disease. D. assume that behavior change requires not only awareness and opportunity, but support and reinforcement. E. cost less than passive wellness programs. 56. From which of the following sources do most retirees (65 and older) receive most of their income? A. Social Security B. Private pensions C. Earnings from personal assets D. Disability insurance E. Private investments 57. Which type of retirement plan guarantees a specified level of retirement income? A. 401(k) plan B. Profit sharing plan C. Money purchase plan D. Defined benefit plan E. Employee stock ownership plan 58. Which of the following is a typical factor used to determine retirement benefit levels under a defined benefit retirement plan? A. The state where the person was employed during the retirement year. B. Number of dependents. C. Age. D. Average earning during the last 20 years of employment. E. Number of unused leaves at the end of the retirement year. 13-12 Chapter 13 - Providing Employee Benefits 59. Which of the following statements concerning the Pension Benefit Guarantee Corporation is true? A. It was created by the Employee Retirement Income Security Act (ERISA) of 1974. B. It provides a supplemental income if the employee is temporarily unemployed. C. It provides employee protection for only defined-benefit pension plans. D. It is funded by a payroll tax imposed on each plan participant. E. It guarantees retirees a basic benefit only if the employer is in a sound financial position. 60. Which of these had been accomplished by the Employee Retirement Income Security Act of 1974? A. The act established rights relating to vesting. B. The act required employers to offer supplemental retirement plans. C. The act barred portability of retirement savings. D. The act reduced the responsibility of pension plan trustees. E. The act guaranteed retirees a pension equivalent to their last drawn salary. 61. Which of the following federal laws increased the responsibility of pension plan trustees to protect retirees? A. The COBRA B. The ADEA C. The ADA D. The FLSA E. The ERISA 62. Which one of the following is a type of defined-contribution pension plan? A. Consumer-driven pension plan B. Money purchase plan C. Gainsharing plan D. Flexible spending account plan E. Unfunded PBGC plan 13-13 Chapter 13 - Providing Employee Benefits 63. A popular defined-contribution plan whereby employees contribute pretax dollars which are then matched by the employer is known as: A. money purchase plans. B. Section 401(k) plans. C. profit-sharing plans. D. ERISA benefit plans. E. employee stock ownership plans (ESOPs). 64. Within a 401(k) plan, who has the responsibility for investing wisely? A. The employee B. The PGBC C. The ERISA Fiduciary Advisor D. The financial institution handling the account E. The employer 65. Which one of the following is true of defined-contribution plans? A. They shift the investment risk to the employer. B. They present greater administrative challenges to employers. C. They require annual premium payments to the PBGC. D. They guarantee a basic benefit to the employee if the employer experiences financial difficulties. E. They are increasingly gaining importance in retirement plans. 66. Why are growing numbers of employers opting for defined-contribution plans? A. Defined-contribution plans are required by ERISA. B. Employers are free from the risk of poor performance of the plans. C. The PGBC makes annual contribution of $33 per participant. D. They guarantee a specified level of retirement income. E. They guarantee higher returns to the employees compared to the defined benefit plans. 13-14 Chapter 13 - Providing Employee Benefits 67. Which one of the following is true of a cash balance plan? A. All contributions to the plan come from the employee. B. The money earns interest at a predetermined rate, such as the rate paid on U.S. Treasury bills. C. Older employees with many years of service benefit to a greater degree than do younger workers just starting their careers. D. They penalize employees for changing jobs. E. Employees cannot predict retirement benefits under cash balance plans. 68. For an organization with ____, switching from a defined-benefit plan can produce great savings in pension benefits. A. many experienced employees B. a few skilled employees C. many young employees D. many retired employees E. highly skilled employees 69. Which of the following is a vesting right according to ERISA guidelines? A. The right to a pension at retirement. B. The right to receive a pension equivalent to the last drawn salary. C. The right to a pension only if an employee has worked for at least 15 years with an organization. D. A guarantee that the employer will not switch the pension plan from defined-benefit to defined-contribution plan. E. A guarantee that the employer will not be able to terminate the employee's service in the organization until the latter voluntarily opts for retirement. 70. The _____ is a report that describes a pension plan's funding, eligibility requirements, risks, and other details. A. vesting right B. ESOP C. 529 savings plan D. "top-heavy" plan E. summary plan description 13-15 Chapter 13 - Providing Employee Benefits 71. Which of the following is true of 529 savings plans? A. They are mandated by the federal government. B. They are designed to support the primary education expenses of workers' children. C. They provide education to employees' children at a subsidized rate. D. They provide information about the education standards in different colleges to employees to help them enroll their children in better institutions. E. They allow parents and other family members defer taxes on the earnings of their deposits into the 529 account. 72. Which level of child care is most frequently provided by organizations with at least 100 employees? A. They offer no support in this area. B. They supply and help employees collect information about the cost and quality of available child care. C. They provide vouchers or discounts for employees to use at existing child-care facilities. D. They operate a day-care center at or near the workplace. E. They set up flexible spending accounts for dependent care. 73. Elder care benefit typically emphasizes on: A. providing a direct financial assistance. B. providing tax exemptions on medical bills of the dependent elders. C. setting up an elderly care facility close to the work place. D. providing information and support. E. providing vouchers and discounts to help employees access the existing elderly care facilities. 74. To encourage learning and attract the kinds of employees who wish to develop their knowledge and skills, many organizations offer: A. tuition reimbursement programs. B. flexible schedules. C. paid leaves for more than 2 weeks. D. quarterly promotions. E. college savings plans. 13-16 Chapter 13 - Providing Employee Benefits 75. Identify the source of survey information on competitors' benefits packages and benefits costs. A. Financial institutions B. The PBGC C. The Bureau of Labor Statistics D. The ERISA E. Public employment agency 76. Which of the following benefits should be provided by organizations that have high-stress jobs to help employees put in the necessary long hours and alleviate stress? A. Additional paid leaves B. Greater number of medical leaves C. A share in company profits D. Increased coverage under health insurance E. Recreational activities such as on-site basketball courts 77. Decisions on selecting the contents of an employee benefits package should be based on: A. the size of the organization. B. the number of years the organization has been in business. C. the demands of the top level of executives. D. the expectations of its equity share holders. E. the organization's budget. 78. Benefit plans that permit employees to choose the types and amounts of benefits they want from a set of alternatives are called: A. preferred provider plans. B. cafeteria-style plans. C. pay-or-play plans. D. flexible spending accounts. E. cash balance plans. 13-17 Chapter 13 - Providing Employee Benefits 79. Which one of the following is an advantage of cafeteria-style plans? A. Employees generally become more aware of the value of company benefits. B. The employer can completely transfer the costs of providing benefits to the employees. C. Administrative costs are reduced especially in design and start-up stages. D. The company incurs lower costs by allowing employees to select the benefits. E. The company can estimate its costs better by allowing employees to select their benefits. 80. Why are cafeteria-style plans more expensive for an organization? A. Employers pay much higher premium on HMO than a preferred health care plan. B. Employers are required to pay higher insurance premium for laid-off workers. C. Contribution to PGBC to fund the retirement plan increases under this plan. D. Employees select the kind of benefits they expect to need the most. E. The employers bear the cost of providing employees with benefits they do not value. 81. How can organizations reduce cost of health care benefits offered to employees? A. Increasing the amounts employers pay for deductibles and coinsurance. B. Selecting traditional health insurance to HMO and PPO as a preferred option. C. Expanding the coverage for different types of claims. D. Paying some or all of the difference in cost between an HMO or PPO plan. E. Shifting from traditional health insurance plans to PPOs and CDHPs. 82. Which of the following options can be legally adopted by organizations looking to restructure the workforce to minimize the expense of benefits? A. Use independent contractors rather than hire additional employees. B. Limit the coverage on life insurance, based upon the employee's age. C. Use full-time rather than part-time employees. D. Recruit new employees instead of demanding overtime from the existing employees. E. Substitute HMO and PPO plans with traditional health insurance plans. 13-18 Chapter 13 - Providing Employee Benefits 83. Which of the following organizations strictly limits the definition of "independent contractors," so that employers cannot avoid legal obligations by classifying workers as selfemployed when the organization receives the benefits of a permanent employee? A. The Internal Revenue Service B. The FBGC C. The ERISA D. Employee Benefit Research Institute E. The Bureau of Labor Statistics 84. Which one of the following is NOT a benefit of a qualified retirement plan? A. An immediate tax deduction for the funds employees contribute to the plan. B. Tax-free earnings on the money in the retirement fund. C. Tax-free withdrawals for "highly compensated employees." D. No immediate tax on employees for the amount the employer contributes. E. Prevents an organization from setting up a retirement plan that provides benefits exclusively to its owners and top managers. 85. Which of the following criteria is an organization required to meet while offering early retirement incentives? A. Set an age at which retirement benefits stop growing B. Ask female employees to pay more to defined-benefit plans C. Provide accurate information about the options available D. Ask employees to sign compulsory waiver under ADEA E. Provide employees not more than 48 hours to make an early retirement decision 86. Under the Older Workers Benefit Protection Act of 1990, employers wishing to use earlyretirement waivers must adhere to which of the following guidelines? A. Inform employees that they may consult with a lawyer before signing. B. Allow employees not more than 48 hours before signing the retirement agreement. C. Make ADEA waivers compulsory and spell out the employee's rights under ADEA. D. Provide lesser benefits than would otherwise be available upon retirement. E. Provide employees annual bonus and health insurance after the retirement. 13-19 Chapter 13 - Providing Employee Benefits 87. The law that specifies that employees with disabilities must have "equal access to whatever health insurance coverage the employer provides other employees" is the: A. ADA. B. ADEA. C. FLSA. D. ERISA. E. COBRA. 88. Which one of the following statements is true of employee benefits? A. Employees generally have a thorough understanding of what benefits they have and what the market value of these benefits is. B. Employees significantly underestimate the cost and value of their benefits. C. Employers do an effective job of communicating the cost and value of benefits to their employees. D. Employees, for the most part, are just not interested in their benefits. E. Employers have very limited options for communicating information about benefits. 89. The funds required by an organization to pay retirement benefits are reported as _____ in the financial statement. A. current assets B. current liabilities C. accounts receivable D. bad debt E. future liabilities 90. Which of the following options can be used by employers to communicate information about benefits to the existing workers? A. Board of directors meeting B. The company's official website C. Worker participation in management decisions D. On-campus recruitment E. Organizing training programs Essay Questions 13-20 Chapter 13 - Providing Employee Benefits 91. Although benefits are considered a part of total compensation, benefits have unique aspects that make them quite different from direct compensation. Briefly discuss three of these unique aspects. 92. Discuss the Family and Medical Leave Act of 1993, including its eligibility requirements, scope of coverage, and effectiveness. 93. State the objectives of the unemployment insurance program established by the Social Security Act of 1935. How is this program funded? 94. What are sick leaves? What are the pros and cons of the accumulation of sick leaves year after year? 13-21 Chapter 13 - Providing Employee Benefits 95. What are HMOs and PPOs? How do they differ from each other and from traditional health care providers? 96. Discuss and contrast defined-benefit, defined-contribution, and cash balance retirement plans. 97. Discuss the different types of "family-friendly" benefits provided by employers to help the employees manage conflicts between their work and family roles. 98. Discuss flexible benefits plans, including their nature, purpose, advantages and disadvantages. 13-22 Chapter 13 - Providing Employee Benefits 99. Compare the Age Discrimination in Employment Act (ADEA) with the Americans with Disabilities Act (ADA) as two effective tools used to minimize discrimination at the workplace. 100. Why is it essential for organizations to communicate the nature and value of benefits to their employees? 13-23 Chapter 13 - Providing Employee Benefits Chapter 13 Providing Employee Benefits Answer Key True / False Questions 1. (p. 384) Since benefits packages are more complex than pay structures, they are harder for employees to understand and appreciate. TRUE Benefits packages are more complex than pay structures, so benefits are harder for employees to understand and appreciate. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-01 Discuss the importance of benefits as a part of employee compensation. Topic: The Role of Employee Benefits 2. (p. 385) The addition of creative benefits packages in the worker's compensation portfolio provides employers a competitive edge in acquiring and retaining talented employees in their organization. TRUE Some employers assemble creative benefits packages that set them apart in the competition for talent. AACSB: Analytic Bloom's: Remember Difficulty: Medium Learning Objective: 13-01 Discuss the importance of benefits as a part of employee compensation. Topic: The Role of Employee Benefits 13-24 Chapter 13 - Providing Employee Benefits 3. (p. 386) Benefits like performance oriented bonus and annual profit sharing provided to employees are required by law in the U.S. FALSE Benefits such as Social Security, unemployment insurance, worker's compensation insurance, family and medical leave, and healthcare are required by law. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-01 Discuss the importance of benefits as a part of employee compensation. Topic: Benefits Required by Law 4. (p. 387) All U.S. employees, including federal, state, and local government employees, are covered under the Old Age, Survivors, Disability, and Health Insurance program. FALSE The Old Age, Survivors, Disability, and Health Insurance (OASDHI) program covers over 90 percent of U.S. employees. The main exceptions are railroad and federal, state, and local government employees, who often have their own plans. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-02 Summarize the types of employee benefits required by law. Topic: Benefits Required by Law 5. (p. 387) Social Security benefits are free from federal income taxes and state taxes in about half the states. TRUE Social Security benefits are free from federal income taxes and free from state taxes in about half the states. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-02 Summarize the types of employee benefits required by law. Topic: Social Security 13-25 Chapter 13 - Providing Employee Benefits 6. (p. 387) Spouses of covered earners do not receive social security benefits if they have no covered earnings. FALSE Spouses of covered earners receive benefits, even if they have no covered earnings. They receive either the benefit associated with their own earnings or one-half of the amount received by the covered earner, whichever is greater. AACSB: Analytic Bloom's: Remember Difficulty: Medium Learning Objective: 13-02 Summarize the types of employee benefits required by law. Topic: Social Security 7. (p. 388) The unemployment insurance program is financed through federal and state taxes on both employees and employers. FALSE Most of the funding for unemployment insurance comes from federal and state taxes on employers. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-02 Summarize the types of employee benefits required by law. Topic: Unemployment Insurance 13-26 Chapter 13 - Providing Employee Benefits 8. (p. 388-389) Under the workers compensation program, an employee need not show that the employer was grossly negligent in order to receive compensation. This implies employees are eligible for the compensation even if their injuries are self-inflicted. FALSE Workers' compensation laws operate under a principle of no-fault liability, meaning that an employee does not need to show that the employer was grossly negligent in order to receive compensation, and the employer is protected from lawsuits. Employees are not eligible if their injuries are self-inflicted or if they result from intoxication or "wilful disregard of safety rules." AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-02 Summarize the types of employee benefits required by law. Topic: Workers' Compensation 9. (p. 389) The Family and Medical Leave Act of 1993 requires organizations with 50 or more employees within a 75-mile radius to provide as much as 12 weeks of unpaid leave to qualifying employees. TRUE The Family and Medical Leave Act (FMLA) of 1993 requires organizations with 50 or more employees within a 75-mile radius to provide as much as 12 weeks of unpaid leave after childbirth or adoption; to care for a seriously ill child, spouse, or parent, for an employee's own serious illness; or to take care of urgent needs that arise when a spouse, child, or parent in the National Guard or Reserve is called to active duty. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-02 Summarize the types of employee benefits required by law. Topic: Unpaid Family and Medical Leave 13-27 Chapter 13 - Providing Employee Benefits 10. (p. 390) Benefits provided to domestic partners of employees have the same tax advantages as benefits provided to their spouses. FALSE Benefits provided to domestic partners do not have the same tax advantages as benefits provided to spouses. The partner's benefits are taxed as wages of the employee receiving the benefits. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-03 Describe the most common forms of paid leave. Topic: Optional Benefits Programs 11. (p. 391) Employers in the U.S. are legally required to provide 30 days of paid vacation to both new and existing employees every year. FALSE Western European countries require a minimum number of paid vacation days, with new employees receiving 30 days off in many countries. The United States, in contrast, has no such legal requirement. AACSB: Analytic Bloom's: Remember Difficulty: Medium Learning Objective: 13-03 Describe the most common forms of paid leave. Topic: Paid Leave 12. (p. 393) As an employee benefit, personal days are designed to extend a Tuesday or Thursday holiday into a long weekend for employees. FALSE Floating holidays are paid holidays that vary from year to year. The organization may schedule floating holidays so that they extend a Tuesday or Thursday holiday into a long weekend. Paid personal days off are scheduled according to the employee's personal needs, with the supervisor's approval. AACSB: Analytic Bloom's: Remember Difficulty: Medium Learning Objective: 13-03 Describe the most common forms of paid leave. Topic: Optional Benefits Programs 13-28 Chapter 13 - Providing Employee Benefits 13. (p. 393) For the average person, the most important benefit is a pension program. FALSE For the average person, the most important benefit by far is medical insurance. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-04 Identify the kinds of insurance benefits offered by employers. Topic: Group Insurance 14. (p. 395) Recent data found that among workers with health insurance, about two-thirds were enrolled in a PPO. TRUE Recent data found that among workers with health insurance, about two-thirds were enrolled in a PPO. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-04 Identify the kinds of insurance benefits offered by employers. Topic: Group Insurance 15. (p. 395) Employees are most likely to benefit from a flexible spending account if they have predictable health care expenses, such as insurance premiums. TRUE Employees are most likely to benefit from a flexible spending account if they have predictable health care expenses, such as insurance premiums. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-04 Identify the kinds of insurance benefits offered by employers. Topic: Group Insurance 13-29 Chapter 13 - Providing Employee Benefits 16. (p. 396) Disability insurance payments are usually less than 50 percent of the employee's salary. FALSE Disability payments are a percentage of the employee's salarytypically 50 to 70 percent. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-04 Identify the kinds of insurance benefits offered by employers. Topic: Group Insurance 17. (p. 398-399) A defined contribution plan guarantees a specified level of retirement income. FALSE Defined contribution plans set up an individual account for each employee and specify the size of the investment into that account, rather than the amount to be paid out upon retirement. The amount the retiree receives will depend on the account's performance. AACSB: Analytic Bloom's: Understand Difficulty: Medium Learning Objective: 13-05 Define the types of retirement plans offered by employers. Topic: Retirement Plans 18. (p. 400-401) ERISA requires covered organizations to establish employee pension plans and to do so within certain management and funding guidelines. FALSE Along with requirements for funding defined-benefit plans, ERISA specifies a number of requirements related to eligibility for benefits and communication with employees. ERISA guarantees employees that when they become participants in a pension plan and work a specified number of years they earn a right to a pension upon retirement. AACSB: Analytic Bloom's: Understand Difficulty: Medium Learning Objective: 13-05 Define the types of retirement plans offered by employers. Topic: Retirement Plans 13-30 Chapter 13 - Providing Employee Benefits 19. (p. 402) Tax-favored 529 savings plans allow employees to set aside a portion of their pretax earnings to purchase long-term care insurance. FALSE Tax-favored 529 savings plans let parents and other family members defer taxes on the earnings of their deposits into the 529 account. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-06 Describe how organizations use other benefits to match employees' wants and needs. Topic: "Family-Friendly" Benefits 20. (p. 403) Tuition reimbursement programs offered by certain organizations cover the tuition and other education related expenses of their workers' children. FALSE To encourage learning and attract the kinds of employees who wish to develop their knowledge and skills, many organizations offer tuition reimbursement programs, which cover tuition and related expenses for courses that are relevant to the employee's current job or future career at the organization. AACSB: Analytic Bloom's: Remember Difficulty: Medium Learning Objective: 13-06 Describe how organizations use other benefits to match employees' wants and needs. Topic: Other Benefits 21. (p. 404) The use of wellness programs and consumer-directed health plans in an organization reflects its objective of controlling the cost of healthcare benefits. TRUE Among companies that do set goals, the most common objectives include controlling the cost of health care benefits and retaining employees. The first goal explains the growing use of wellness programs and consumer-directed health plans. AACSB: Analytic Bloom's: Understand Difficulty: Easy Learning Objective: 13-07 Explain how to choose the contents of an employee benefits package. Topic: The Organization's Objectives 13-31 Chapter 13 - Providing Employee Benefits 22. (p. 406) Cafeteria-style plans permit employees to choose the types and amounts of benefits they want for themselves from a given set of alternatives. TRUE Cafeteria-style plans offer employees a set of alternatives from which they can choose the types and amounts of benefits they want. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-07 Explain how to choose the contents of an employee benefits package. Topic: Employees' Expectations and Values 23. (p. 408-409) According to the Americans with Disabilities Act (ADA), employers are required to take care not to discriminate against workers over age 40 in providing pay or benefits. FALSE The ADEA requires employers to take care not to discriminate against workers over age 40 in providing pay or benefits. Under the ADA, employees with disabilities must have "equal access to whatever health insurance coverage the employer provides other employees." AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-08 Summarize the regulations affecting how employers design and administer benefits programs. Topic: Antidiscrimination Laws 24. (p. 409) Under FASB standards, employers fund retirement benefits on a pay-as-you-go basis. FALSE Under FASB standards, employers must set aside the funds they expect to need for benefits to be paid after retirement, rather than funding those benefits on a pay-as-you-go basis. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-08 Summarize the regulations affecting how employers design and administer benefits programs. Topic: Accounting Requirements 13-32 Chapter 13 - Providing Employee Benefits 25. (p. 409) Research asking employees about their benefits has shown that employees significantly underestimate the cost and value of their benefits. TRUE Research asking employees about their benefits has shown that employees significantly underestimate the cost and value of their benefits. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-09 Discuss the importance of effectively communicating the nature and value of benefits to employees. Topic: Communicating Benefits to Employees Multiple Choice Questions 26. (p. 384) On average, at least 30 percent of the total compensation provided to an employee comprises of: A. performance linked incentives. B. share in company profits. C. benefits. D. house rents. E. transportation allowances. On average, out of every dollar spent on compensation, 30 cents or more go to benefits. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-01 Discuss the importance of benefits as a part of employee compensation. Topic: The Role of Employee Benefits 13-33 Chapter 13 - Providing Employee Benefits 27. (p. 385) Why do organizations pay a growing share of compensation in the form of benefits? A. It allows them to defer labor costs. B. It allows employers to enjoy economies of scale in production. C. It entitles them to government subsidies. D. It gives large employers a competitive edge in the labor market. E. It improves the goodwill and credibility of the organization and increases the marketability of its products. Some employers assemble creative benefits packages that set them apart in the competition for talent. AACSB: Analytic Bloom's: Understand Difficulty: Medium Learning Objective: 13-01 Discuss the importance of benefits as a part of employee compensation. Topic: The Role of Employee Benefits 28. (p. 386) Which of the following trends has been suggested by the data on benefits as a percentage of total compensation between 1928 and 2009? A. Benefits as a percentage of total compensation remained more or less stable post 1975. B. Benefits as a percentage of total compensation almost doubled between 2000 and 2005. C. Benefits as a percentage of total compensation mostly revealed a positive growth over this period. D. Benefits as a percentage of total compensation declined every year post 2000. E. Benefits as a percentage of total compensation declined sharply between 1928 and 1955. As Figure 13.1 in the text shows, the share of benefits as a percentage of total compensation has grown over the past decades. AACSB: Reflective Thinking Bloom's: Understand Difficulty: Medium Learning Objective: 13-01 Discuss the importance of benefits as a part of employee compensation. Topic: The Role of Employee Benefits 13-34 Chapter 13 - Providing Employee Benefits 29. (p. 388) Which of the following legally required employer-provided benefits help workers injured on the job? A. Social security B. Unemployment insurance C. Group insurance D. Workers' compensation E. "Family-Friendly" Benefits Workers' compensation laws help workers with the expenses resulting from job-related accidents and illnesses. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-02 Summarize the types of employee benefits required by law. Topic: Workers' Compensation 30. (p. 389) Which one of the following employer-provided benefits is required by law in the U.S.? A. Floating holidays B. Paid vacation leave C. Unpaid family and medical leave D. Long-term disability insurance E. Long-term care insurance In the United States, unpaid leave is required by law for certain family needs. Specifically, the Family and Medical Leave Act (FMLA) of 1993 requires organizations with 50 or more employees within a 75-mile radius to provide as much as 12 weeks of unpaid leave for various family-related needs and emergencies classified under the law. AACSB: Analytic Bloom's: Understand Difficulty: Medium Learning Objective: 13-02 Summarize the types of employee benefits required by law. Topic: Unpaid Family and Medical Leave 13-35 Chapter 13 - Providing Employee Benefits 31. (p. 387) What is the earliest age at which an eligible worker can retire and still receive his/her Social Security retirement benefits? A. 55 B. 60 C. 62 D. 70 E. 50 If employees elect to begin receiving benefits at full retirement age (which rises with birth year), they can receive full benefits, or if they elect to begin receiving benefits at age 62, they receive benefits at a permanently reduced level. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-02 Summarize the types of employee benefits required by law. Topic: Social Security 32. (p. 388) Which legal benefit requires employers to pay payroll tax? A. Long-term disability insurance B. Unemployment insurance C. Workers' compensation D. Unpaid family medical leave E. Health care benefits Most of the funding for unemployment insurance comes from federal and state taxes on employers. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-02 Summarize the types of employee benefits required by law. Topic: Unemployment Insurance 13-36 Chapter 13 - Providing Employee Benefits 33. (p. 387) Which one of the following is true of Social Security benefits? A. Benefits are taxed as ordinary income at both the federal and state level. B. Workers who meet requirements receive retirement benefits according to age and earnings history. C. Workers are not required to meet any eligibility rules to receive benefits. D. The cost of the program is borne entirely by the employees who pay a payroll tax. E. The program covers railroad and federal, state, and local government employees. Workers who meet eligibility requirements receive the retirement benefits according to their age and earnings history. AACSB: Analytic Bloom's: Remember Difficulty: Medium Learning Objective: 13-02 Summarize the types of employee benefits required by law. Topic: Social Security 34. (p. 387-388) Which one of the following is an objective of the unemployment insurance program? A. To improve the productivity and skill set of workers B. To protect the employer from lawsuits C. To provide an incentive for employers to stabilize employment D. To offset lost income during a labor dispute E. To help workers with the expenses resulting from job-related accidents and illnesses This program has four objectives related to minimizing the hardships of unemployment. One of them is to provide an incentive to employers to stabilize employment. AACSB: Analytic Bloom's: Remember Difficulty: Medium Learning Objective: 13-02 Summarize the types of employee benefits required by law. Topic: Unemployment Insurance 13-37 Chapter 13 - Providing Employee Benefits 35. (p. 388) The unemployment insurance program is financed largely through federal and state taxes on: A. both employees and employers. B. employers only. C. employees only. D. all taxpayers. E. high income group of citizens. Most of the funding for unemployment insurance comes from federal and state taxes on employers. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-02 Summarize the types of employee benefits required by law. Topic: Unemployment Insurance 36. (p. 388) In terms of unemployment insurance, which one of the following actions is most likely to keep a company's experience rating favorable? A. External rather than internal recruitment B. A below-market pay line C. Accurate human resource planning D. At-will-employment policies E. Job oriented workshops and in-house training Careful human resource planning can minimize layoffs and keep their experience rating favorable. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-02 Summarize the types of employee benefits required by law. Topic: Unemployment Insurance 13-38 Chapter 13 - Providing Employee Benefits 37. (p. 388-389) In which of the following areas are unemployment insurance benefits and workers' compensation benefits similar? A. Both these programs are funded by the federal taxes on employees. B. Both these costs depend on the organization's experience ratings. C. The funding costs of both these programs are same across the states. D. Both the programs replace the same percentage of an individual's previous earnings. E. The amount of compensation provided to the employees is fixed under both the programs. The size of the unemployment insurance tax imposed on each employer depends on the employer's experience rating. As with unemployment insurance, unfavorable experience ratings lead to higher premiums for workers' compensation. AACSB: Analytic Bloom's: Understand Difficulty: Medium Learning Objective: 13-02 Summarize the types of employee benefits required by law. Topic: Workers' Compensation, Unemployment Insurance 38. (p. 388) Workers are eligible for unemployment benefits if they: A. voluntarily quit a job. B. are out of work due to health reasons. C. were discharged for cause. D. have been working for at least four quarters. E. are out of work because of a labor dispute. To receive benefits, workers must meet four conditions. They must meet requirements demonstrating they had been employed. They are available for work. They are actively seeking work. They were not discharged for cause, did not quit voluntarily, and are not out of work because of a labor dispute. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-02 Summarize the types of employee benefits required by law. Topic: Unemployment Insurance 13-39 Chapter 13 - Providing Employee Benefits 39. (p. 389) Which one of the following is true of workers' compensation? A. Employees are covered under the "no-fault" provision regardless of their behavior. B. Approximately 90 percent of all U.S. workers are covered by the system. C. Provides payments to offset lost income during involuntary unemployment. D. Funding for the program comes from the state taxes on employees. E. The benefits provided to the workers are taxable. About 9 out of 10 U.S. workers are covered by state workers' compensation laws, with the level of coverage varying from state to state. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-02 Summarize the types of employee benefits required by law. Topic: Workers' Compensation 40. (p. 389) The cost of a worker's compensation insurance depends on: A. the profit earned by the organization during the concerned fiscal. B. the number of years the concerned worker has been working in the organization. C. the total strength of the organization's workforce. D. the number of years for which the organization has been in business. E. the state where the company is located. The cost of the workers' compensation insurance depends on the kinds of occupations involved, the state where the company is located, and the employer's experience rating. AACSB: Analytic Bloom's: Remember Difficulty: Medium Learning Objective: 13-02 Summarize the types of employee benefits required by law. Topic: Workers' Compensation 13-40 Chapter 13 - Providing Employee Benefits 41. (p. 389) To take unpaid family leave under the provisions of the Family and Medical Leave Act, employees must meet which of the following criteria? A. Have worked for an employer with 50 or more employees within a 75-mile radius B. Have worked at least 15 hours per week C. Have worked for the employer for more than 5 years D. Belong to the top 10 percent of highest paid executives E. Have worked for an employer with at least 100 employees within a 75-mile radius Specifically, the Family and Medical Leave Act (FMLA) of 1993 requires organizations with 50 or more employees within a 75-mile radius to provide as much as 12 weeks of unpaid leave after childbirth or adoption, to care for a seriously ill child, spouse, or parent, for an employee's own serious illness, or to take care of urgent needs that arise when a spouse, child, or parent in the National Guard or Reserve is called to active duty. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-02 Summarize the types of employee benefits required by law. Topic: Unpaid Family and Medical Leave 42. (p. 389) The Family and Medical Leave Act of 1993 requires employers to provide: A. up to 8 weeks of unpaid leave after childbirth or adoption. B. reinstatement to the same (or a comparable) job upon one's return to work. C. paid leave to any employee who has one or more years of full-time service. D. up to 18 weeks of unpaid leave to care of a seriously ill parent, spouse, or child. E. up to one month of paid leave to take care of a seriously ill spouse, child, or parent. The Family and Medical Leave Act (FMLA) of 1993 requires organizations with 50 or more employees within a 75-mile radius to provide as much as 12 weeks of unpaid leave after childbirth or adoption, to care for a seriously ill child, spouse, or parent, for an employee's own serious illness, or to take care of urgent needs that arise when a spouse, child, or parent in the National Guard or Reserve is called to active duty. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-02 Summarize the types of employee benefits required by law. Topic: Unpaid Family and Medical Leave 13-41 Chapter 13 - Providing Employee Benefits 43. (p. 389) Why do majority of employees opting for Family and Medical leave fail to take benefit of the full 12 weeks leave? A. It makes record-keeping tasks very complex for the employers. B. Almost 80 percent of employees like to take their leaves intermittently. C. fear Employees that they will have to take up more responsibilities once they return to work. D. Expenses that come with childbirth, adoption or illness are not afforded by everyone. E. It prevents them from opting for paid leaves for the next five years. People fail to take benefit of the full 12 weeks leave because many are eager to return to their careers, and others fear that staying away for three months would damage their career opportunities. Another reason for not taking the full 12 weeks is that not everyone can afford three months without pay, especially when responsible for the expenses that accompany childbirth, adoption, or serious illness. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-02 Summarize the types of employee benefits required by law. Topic: Unpaid Family and Medical Leave 44. (p. 390) The Pregnancy Discrimination Act of 1978 requires employers: A. to offer disability plans with pregnancy-related coverage. B. to offer disability plans to treat pregnancy as they would any other disability. C. to provide up to six weeks of paid leave to either parent upon the birth of a child. D. to provide up to six weeks of unpaid leave to either parent upon the birth of a child. E. to offer disability leave up to one month to either parent before the birth of a child. The Pregnancy Discrimination Act of 1978 requires employers to offer disability plans to treat pregnancy as they would any other disability. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-02 Summarize the types of employee benefits required by law. Topic: Unpaid Family and Medical Leave 13-42 Chapter 13 - Providing Employee Benefits 45. (p. 390) Due to increasing diversity within the workplace, many employers are extending benefits such as health insurance to: A. independent contractors. B. domestic partners. C. extended family members. D. anyone living within the employee's household. E. the employees' adopted children. Benefits such as health insurance often extend to employees' dependents. Today, many employers also cover domestic partners, defined either by local law or by the companies themselves. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-03 Describe the most common forms of paid leave. Topic: Optional Benefits Programs 46. (p. 391) While the number of mandatory days of paid vacation in Western Europe is about 30 days, the U.S. companies typically offer: A. five paid holidays each year. B. 10 paid holidays each year. C. 20 paid holidays each year. D. more than 40 paid holidays each year. E. more than two weeks of paid holidays each year. Western European countries require a minimum number of paid vacation days, with new employees receiving 30 days off in many countries. The United States, in contrast, has no such legal requirement. In Western Europe and the United States, employees typically have about 10 paid holidays each year, regardless of length of service. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-03 Describe the most common forms of paid leave. Topic: Paid Leave 13-43 Chapter 13 - Providing Employee Benefits 47. (p. 393) The purpose of floating holidays is to allow employees to: A. extend a Tuesday or Thursday holiday into a long weekend. B. decide which national holidays they wish to observe with pay. C. take time off for personal reasons (with the approval of the supervisor). D. allow international employees to observe legal holidays within their country of assignment. E. pool in the different types of leaves and enjoy long paid vacations. The purpose of floating holidays is to allow employees to extend a Tuesday or Thursday holiday into a long weekend. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-03 Describe the most common forms of paid leave. Topic: Paid Leave 48. (p. 394) Which one of the following is true of the Consolidated Omnibus Budget Reconciliation Act of 1985? A. Employers do not permit employees to extend their health insurance coverage for up to 36 months following a "qualifying event." B. Employees can extend their health insurance coverage only by paying a higher premium than that under the group rates. C. Employers must continue to pay the cost of premiums for qualified employees. D. Qualifying events include, among others, termination (except for gross misconduct), a reduction in hours that leads to the loss of health insurance, and death. E. In case of death of the employee, the surviving child or the dependant wife will not be allowed to extend the coverage. The Consolidated Omnibus Budget Reconciliation Act (COBRA) of 1985 requires employers to permit employees to extend their health insurance coverage at group rates for up to 36 months following a "qualifying event." Qualifying events include termination (except for gross misconduct), a reduction in hours that leads to loss of health insurance, and the employee's death (in which case the surviving spouse or dependent child would extend the coverage). AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-04 Identify the kinds of insurance benefits offered by employers. Topic: Group Insurance 13-44 Chapter 13 - Providing Employee Benefits 49. (p. 394) Which of the following countries spends the least amount of its gross domestic product on health care? A. The United States of America B. Canada C. Japan D. Korea E. The United Kingdom The United States spends much more of its total wealth on health care than other countries do, while Korea expends the least amount of it GDP on health care. AACSB: Analytic Bloom's: Remember Difficulty: Medium Learning Objective: 13-04 Identify the kinds of insurance benefits offered by employers. Topic: Group Insurance 50. (p. 394) Which of the following federal laws requires employers to permit employees to extend their health insurance coverage at group rates for up to 36 months following a qualifying event such as a layoff, reduction in hours, or the employee's death? A. The ERISA B. The ADEA C. The ADA D. The FLSA E. The COBRA The COBRA is a federal law that requires employers to permit employees to extend their health insurance coverage at group rates for up to 36 months following a qualifying event such as a layoff, reduction in hours, or the employee's death. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-04 Identify the kinds of insurance benefits offered by employers. Topic: Group Insurance 13-45 Chapter 13 - Providing Employee Benefits 51. (p. 395) Which one of the following is true of health maintenance organizations? A. Costs tend to be more than the cost for traditional health insurance. B. Services are provided on a postpaid basis. C. Employees may select physicians of their choice. D. Payment of physicians is on a flat salary basis. E. Physicians are paid a fee for each service rather than a salary. By paying physicians a salary, rather than a fee for each service, the HMO hopes to remove any incentive to provide more services than the patients really need. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-04 Identify the kinds of insurance benefits offered by employers. Topic: Group Insurance 52. (p. 395) Identify the prime difference between PPOs and HMOs. A. PPOs provide benefits on a reduced-fee, per-call basis rather than on a prepaid basis. B. HMO employees are not required to use only preselected plan service providers, as in PPOs. C. PPOs are less expensive plans than HMOs if the employee goes out of the PPO network. D. HMOs have more in common with traditional fee-for-service plans than do PPOs. E. Unlike HMOs, payments to PPO physicians are made on a flat salary basis. A preferred provider organization (PPO) is a health care plan that contracts with health care professionals to provide services at a reduced fee. A health maintenance organization (HMO) on the other hand is a health care plan that requires patients to receive their medical care from the HMO's health care professionals, who are often paid a flat salary, and provides all services on a prepaid basis. AACSB: Analytic Bloom's: Understand Difficulty: Medium Learning Objective: 13-04 Identify the kinds of insurance benefits offered by employers. Topic: Group Insurance 13-46 Chapter 13 - Providing Employee Benefits 53. (p. 395) Which one of the following statements about flexible spending accounts is true? A. They may be used to cover only employees' (not dependents') health-care expenses. B. They do not permit pretax employee contributions. C. Contributions to the accounts may exceed $5,000 per year but must be designated in advance. D. Funds must be used by the plan's year end or they revert to the employer. E. The money in the flexible spending account is taxed and it reduces an employee's take home pay. The money in the account may be spent on health care expenses of the employee and employee's dependents during the plan year. At the end of the year, any remaining funds in the account revert to the employer. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-04 Identify the kinds of insurance benefits offered by employers. Topic: Group Insurance 54. (p. 396) Which of the following is true of employee wellness programs? A. The programs are curative in nature. B. The programs manage health-care costs by reducing employees' needs for health care services. C. The programs are either active or passive, with active programs costing less than passive programs. D. The programs have had very little success in reducing risk factors associated with cardiovascular disease. E. They provide hospitalization coverage for employees. An employee wellness program (EWP) is a set of communications, activities, and facilities designed to change health-related behaviors in ways that reduce health risks. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-04 Identify the kinds of insurance benefits offered by employers. Topic: Group Insurance 13-47 Chapter 13 - Providing Employee Benefits 55. (p. 396) "Active" employee wellness programs: A. rely on employees to identify and obtain the services they need. B. are health education programs that provide information and services, but no formal support or motivation to use the program C. have not been successful in reducing risk factors associated with cardiovascular disease. D. assume that behavior change requires not only awareness and opportunity, but support and reinforcement. E. cost less than passive wellness programs. Active wellness programs assume that behavior change requires support and reinforcement along with awareness and opportunity. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-04 Identify the kinds of insurance benefits offered by employers. Topic: Group Insurance 56. (p. 397-398) From which of the following sources do most retirees (65 and older) receive most of their income? A. Social Security B. Private pensions C. Earnings from personal assets D. Disability insurance E. Private investments According to Figure 13.4, social security accounts for the largest share (40 percent) of a retired person's income. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-05 Define the types of retirement plans offered by employers. Topic: Retirement Plans 13-48 Chapter 13 - Providing Employee Benefits 57. (p. 398) Which type of retirement plan guarantees a specified level of retirement income? A. 401(k) plan B. Profit sharing plan C. Money purchase plan D. Defined benefit plan E. Employee stock ownership plan A defined benefit plan guarantees a specified level of retirement income. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-05 Define the types of retirement plans offered by employers. Topic: Retirement Plans 58. (p. 398) Which of the following is a typical factor used to determine retirement benefit levels under a defined benefit retirement plan? A. The state where the person was employed during the retirement year. B. Number of dependents. C. Age. D. Average earning during the last 20 years of employment. E. Number of unused leaves at the end of the retirement year. Usually the amount of defined benefit is calculated for each employee based on the employee's years of service, age, and earnings level. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-05 Define the types of retirement plans offered by employers. Topic: Retirement Plans 13-49 Chapter 13 - Providing Employee Benefits 59. (p. 398) Which of the following statements concerning the Pension Benefit Guarantee Corporation is true? A. It was created by the Employee Retirement Income Security Act (ERISA) of 1974. B. It provides a supplemental income if the employee is temporarily unemployed. C. It provides employee protection for only defined-benefit pension plans. D. It is funded by a payroll tax imposed on each plan participant. E. It guarantees retirees a basic benefit only if the employer is in a sound financial position. The Employee Retirement Income Security Act (ERISA) of 1974 created the Pension Benefit Guarantee Corporation (PBGC). AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-05 Define the types of retirement plans offered by employers. Topic: Retirement Plans 60. (p. 398) Which of these had been accomplished by the Employee Retirement Income Security Act of 1974? A. The act established rights relating to vesting. B. The act required employers to offer supplemental retirement plans. C. The act barred portability of retirement savings. D. The act reduced the responsibility of pension plan trustees. E. The act guaranteed retirees a pension equivalent to their last drawn salary. The Employee Retirement Income Security Act (ERISA) of 1974 increased the responsibility of pension plan trustees to protect retirees, established certain rights related to vesting (earning a right to receive the pension) and portability (being able to move retirement savings when changing employers). AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-05 Define the types of retirement plans offered by employers. Topic: Retirement Plans 13-50 Chapter 13 - Providing Employee Benefits 61. (p. 398) Which of the following federal laws increased the responsibility of pension plan trustees to protect retirees? A. The COBRA B. The ADEA C. The ADA D. The FLSA E. The ERISA The ERISA is a federal law that increased the responsibility of pension plan trustees to protect retirees, established certain rights related to vesting and portability, and created the Pension Benefit Guarantee Corporation. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-05 Define the types of retirement plans offered by employers. Topic: Retirement Plans 62. (p. 399) Which one of the following is a type of defined-contribution pension plan? A. Consumer-driven pension plan B. Money purchase plan C. Gainsharing plan D. Flexible spending account plan E. Unfunded PBGC plan Many kinds of defined-contribution plans are available, including money purchase plan, profit-sharing and employee stock ownership plans, and section 401(k) plans. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-05 Define the types of retirement plans offered by employers. Topic: Retirement Plans 13-51 Chapter 13 - Providing Employee Benefits 63. (p. 399) A popular defined-contribution plan whereby employees contribute pretax dollars which are then matched by the employer is known as: A. money purchase plans. B. Section 401(k) plans. C. profit-sharing plans. D. ERISA benefit plans. E. employee stock ownership plans (ESOPs). Under the section 401(k) plans, employees contribute a percentage of their earnings, and employers may make matching contributions. The amount employees contribute is not taxed as part of their income until they receive it from the plan. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-05 Define the types of retirement plans offered by employers. Topic: Retirement Plans 64. (p. 399) Within a 401(k) plan, who has the responsibility for investing wisely? A. The employee B. The PGBC C. The ERISA Fiduciary Advisor D. The financial institution handling the account E. The employer The defined-contribution plans, including the 401(k) plan, free employers from the risks that investments will not perform as well as expected. They put the responsibility for wise investing squarely on the shoulders of each employee. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-05 Define the types of retirement plans offered by employers. Topic: Retirement Plans 13-52 Chapter 13 - Providing Employee Benefits 65. (p. 399) Which one of the following is true of defined-contribution plans? A. They shift the investment risk to the employer. B. They present greater administrative challenges to employers. C. They require annual premium payments to the PBGC. D. They guarantee a basic benefit to the employee if the employer experiences financial difficulties. E. They are increasingly gaining importance in retirement plans. Considering the advantages to employers, it is not surprising that a majority of retirement plans are defined-contribution plans. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-05 Define the types of retirement plans offered by employers. Topic: Retirement Plans 66. (p. 399) Why are growing numbers of employers opting for defined-contribution plans? A. Defined-contribution plans are required by ERISA. B. Employers are free from the risk of poor performance of the plans. C. The PGBC makes annual contribution of $33 per participant. D. They guarantee a specified level of retirement income. E. They guarantee higher returns to the employees compared to the defined benefit plans. An important advantage of the defined-contribution plans is that they free employers from the risks that investments will not perform as well as expected. They put the responsibility for wise investing squarely on the shoulders of each employee. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-05 Define the types of retirement plans offered by employers. Topic: Retirement Plans 13-53 Chapter 13 - Providing Employee Benefits 67. (p. 400) Which one of the following is true of a cash balance plan? A. All contributions to the plan come from the employee. B. The money earns interest at a predetermined rate, such as the rate paid on U.S. Treasury bills. C. Older employees with many years of service benefit to a greater degree than do younger workers just starting their careers. D. They penalize employees for changing jobs. E. Employees cannot predict retirement benefits under cash balance plans. The money in the cash balance plan earns interest according to a predetermined rate, such as the rate paid on U.S. Treasury bills. AACSB: Analytic Bloom's: Remember Difficulty: Medium Learning Objective: 13-05 Define the types of retirement plans offered by employers. Topic: Retirement Plans 68. (p. 400) For an organization with ____, switching from a defined-benefit plan can produce great savings in pension benefits. A. many experienced employees B. a few skilled employees C. many young employees D. many retired employees E. highly skilled employees For an organization with many experienced employees, switching from a defined-benefit plan can produce great savings in pension benefits. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-05 Define the types of retirement plans offered by employers. Topic: Retirement Plans 13-54 Chapter 13 - Providing Employee Benefits 69. (p. 401) Which of the following is a vesting right according to ERISA guidelines? A. The right to a pension at retirement. B. The right to receive a pension equivalent to the last drawn salary. C. The right to a pension only if an employee has worked for at least 15 years with an organization. D. A guarantee that the employer will not switch the pension plan from defined-benefit to defined-contribution plan. E. A guarantee that the employer will not be able to terminate the employee's service in the organization until the latter voluntarily opts for retirement. ERISA guarantees employees that when they become participants in a pension plan and work a specified number of years they earn a right to a pension upon retirement. These rights are called vesting rights. AACSB: Analytic Bloom's: Remember Difficulty: Medium Learning Objective: 13-05 Define the types of retirement plans offered by employers. Topic: Retirement Plans 70. (p. 401) The _____ is a report that describes a pension plan's funding, eligibility requirements, risks, and other details. A. vesting right B. ESOP C. 529 savings plan D. "top-heavy" plan E. summary plan description The summary plan description is a report that describes the plan's funding, eligibility requirements, risks, and other details. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-05 Define the types of retirement plans offered by employers. Topic: Retirement Plans 13-55 Chapter 13 - Providing Employee Benefits 71. (p. 402) Which of the following is true of 529 savings plans? A. They are mandated by the federal government. B. They are designed to support the primary education expenses of workers' children. C. They provide education to employees' children at a subsidized rate. D. They provide information about the education standards in different colleges to employees to help them enroll their children in better institutions. E. They allow parents and other family members defer taxes on the earnings of their deposits into the 529 account. 529 savings plans, named after the section of the Internal Revenue Code that regulates them, let parents and other family members defer taxes on the earnings of their deposits into the 529 account. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-06 Describe how organizations use other benefits to match employees' wants and needs. Topic: "Family-Friendly" Benefits 72. (p. 402) Which level of child care is most frequently provided by organizations with at least 100 employees? A. They offer no support in this area. B. They supply and help employees collect information about the cost and quality of available child care. C. They provide vouchers or discounts for employees to use at existing child-care facilities. D. They operate a day-care center at or near the workplace. E. They set up flexible spending accounts for dependent care. The lowest level of involvement, offered by 19 percent of companies with at least 100 workers, is for the organization to supply and help employees collect information about the cost and quality of available child care. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-06 Describe how organizations use other benefits to match employees' wants and needs. Topic: "Family-Friendly" Benefits 13-56 Chapter 13 - Providing Employee Benefits 73. (p. 402-403) Elder care benefit typically emphasizes on: A. providing a direct financial assistance. B. providing tax exemptions on medical bills of the dependent elders. C. setting up an elderly care facility close to the work place. D. providing information and support. E. providing vouchers and discounts to help employees access the existing elderly care facilities. Elder care benefit benefits typically emphasize information and support, rather than direct financial assistance. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-06 Describe how organizations use other benefits to match employees' wants and needs. Topic: "Family-Friendly" Benefits 74. (p. 403) To encourage learning and attract the kinds of employees who wish to develop their knowledge and skills, many organizations offer: A. tuition reimbursement programs. B. flexible schedules. C. paid leaves for more than 2 weeks. D. quarterly promotions. E. college savings plans. To encourage learning and attract the kinds of employees who wish to develop their knowledge and skills, many organizations offer tuition reimbursement programs. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-06 Describe how organizations use other benefits to match employees' wants and needs. Topic: Other Benefits 13-57 Chapter 13 - Providing Employee Benefits 75. (p. 404) Identify the source of survey information on competitors' benefits packages and benefits costs. A. Financial institutions B. The PBGC C. The Bureau of Labor Statistics D. The ERISA E. Public employment agency Employers can purchase survey information about benefits packages from private consultants. In addition, the Bureau of Labor Statistics gathers benefits data. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-07 Explain how to choose the contents of an employee benefits package. Topic: Employees' Expectations and Values 76. (p. 404) Which of the following benefits should be provided by organizations that have highstress jobs to help employees put in the necessary long hours and alleviate stress? A. Additional paid leaves B. Greater number of medical leaves C. A share in company profits D. Increased coverage under health insurance E. Recreational activities such as on-site basketball courts Especially for demanding, high-stress jobs, organizations may look for benefits that help employees put in the necessary long hours and alleviates stress. Recreational activities such as on-site basketball courts or company-sponsored softball teams provide for social interaction as well as physical activity. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-06 Describe how organizations use other benefits to match employees' wants and needs. Topic: Other Benefits 13-58 Chapter 13 - Providing Employee Benefits 77. (p. 404) Decisions on selecting the contents of an employee benefits package should be based on: A. the size of the organization. B. the number of years the organization has been in business. C. the demands of the top level of executives. D. the expectations of its equity share holders. E. the organization's budget. Decisions about which benefits to include should take into account the organization's goals, its budget, and the expectations of the organization's current employees and those it wishes to recruit in the future. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-07 Explain how to choose the contents of an employee benefits package. Topic: Selecting Employee Benefits 78. (p. 406) Benefit plans that permit employees to choose the types and amounts of benefits they want from a set of alternatives are called: A. preferred provider plans. B. cafeteria-style plans. C. pay-or-play plans. D. flexible spending accounts. E. cash balance plans. Cafeteria-style plans, offer employees a set of alternatives from which they can choose the types and amounts of benefits they want. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-07 Explain how to choose the contents of an employee benefits package. Topic: Employees' Expectations and Values 13-59 Chapter 13 - Providing Employee Benefits 79. (p. 406-407) Which one of the following is an advantage of cafeteria-style plans? A. Employees generally become more aware of the value of company benefits. B. The employer can completely transfer the costs of providing benefits to the employees. C. Administrative costs are reduced especially in design and start-up stages. D. The company incurs lower costs by allowing employees to select the benefits. E. The company can estimate its costs better by allowing employees to select their benefits. The selection process for cafeteria-style plans can make employees more aware of the value of the benefits, particularly when the plan assigns each employee a sum of money to allocate to benefits. AACSB: Analytic Bloom's: Remember Difficulty: Medium Learning Objective: 13-07 Explain how to choose the contents of an employee benefits package. Topic: Employees' Expectations and Values 80. (p. 406) Why are cafeteria-style plans more expensive for an organization? A. Employers pay much higher premium on HMO than a preferred health care plan. B. Employers are required to pay higher insurance premium for laid-off workers. C. Contribution to PGBC to fund the retirement plan increases under this plan. D. Employees select the kind of benefits they expect to need the most. E. The employers bear the cost of providing employees with benefits they do not value. A drawback of cafeteria-style plans is that they have a higher administrative cost, especially in the design and start-up stages. Another possible drawback is that employee selection of benefits will increase rather than decrease costs because employees will select the kinds of benefits they expect to need the most. AACSB: Analytic Bloom's: Remember Difficulty: Medium Learning Objective: 13-07 Explain how to choose the contents of an employee benefits package. Topic: Employees' Expectations and Values 13-60 Chapter 13 - Providing Employee Benefits 81. (p. 407) How can organizations reduce cost of health care benefits offered to employees? A. Increasing the amounts employers pay for deductibles and coinsurance. B. Selecting traditional health insurance to HMO and PPO as a preferred option. C. Expanding the coverage for different types of claims. D. Paying some or all of the difference in cost between an HMO or PPO plan. E. Shifting from traditional health insurance plans to PPOs and CDHPs. Concern over health care costs has prompted many employers to shift from traditional health insurance to PPOs and CDHPs. AACSB: Analytic Bloom's: Remember Difficulty: Medium Learning Objective: 13-07 Explain how to choose the contents of an employee benefits package. Topic: Benefits' Costs 82. (p. 407) Which of the following options can be legally adopted by organizations looking to restructure the workforce to minimize the expense of benefits? A. Use independent contractors rather than hire additional employees. B. Limit the coverage on life insurance, based upon the employee's age. C. Use full-time rather than part-time employees. D. Recruit new employees instead of demanding overtime from the existing employees. E. Substitute HMO and PPO plans with traditional health insurance plans. Organizations looking for ways to control staffing costs may look for ways to structure the workforce so as to minimize the expense of benefits. They may require overtime rather than adding new employees, hire part-time rather than full-time workers, and use independent contractors rather than hire employees. AACSB: Analytic Bloom's: Remember Difficulty: Medium Learning Objective: 13-08 Summarize the regulations affecting how employers design and administer benefits programs. Topic: Legal Requirements for Employee Benefits 13-61 Chapter 13 - Providing Employee Benefits 83. (p. 407) Which of the following organizations strictly limits the definition of "independent contractors," so that employers cannot avoid legal obligations by classifying workers as selfemployed when the organization receives the benefits of a permanent employee? A. The Internal Revenue Service B. The FBGC C. The ERISA D. Employee Benefit Research Institute E. The Bureau of Labor Statistics The Internal Revenue Service strictly limits the definition of "independent contractors," so that employers cannot avoid legal obligations by classifying workers as self-employed when the organization receives the benefits of a permanent employee. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-08 Summarize the regulations affecting how employers design and administer benefits programs. Topic: Legal Requirements for Employee Benefits 84. (p. 408) Which one of the following is NOT a benefit of a qualified retirement plan? A. An immediate tax deduction for the funds employees contribute to the plan. B. Tax-free earnings on the money in the retirement fund. C. Tax-free withdrawals for "highly compensated employees." D. No immediate tax on employees for the amount the employer contributes. E. Prevents an organization from setting up a retirement plan that provides benefits exclusively to its owners and top managers. In the case of retirement plans, the nondiscrimination rules provide tax benefits to plans that do not discriminate in favor of the organization's "highly compensated employees." AACSB: Analytic Bloom's: Remember Difficulty: Medium Learning Objective: 13-08 Summarize the regulations affecting how employers design and administer benefits programs. Topic: Tax Treatment of Benefits 13-62 Chapter 13 - Providing Employee Benefits 85. (p. 408) Which of the following criteria is an organization required to meet while offering early retirement incentives? A. Set an age at which retirement benefits stop growing B. Ask female employees to pay more to defined-benefit plans C. Provide accurate information about the options available D. Ask employees to sign compulsory waiver under ADEA E. Provide employees not more than 48 hours to make an early retirement decision Early-retirement incentive programs need to meet certain standards. The programs may not coerce employees to retire, they must provide accurate information about the options available, and they must give employees enough time to make a decision. AACSB: Analytic Bloom's: Remember Difficulty: Medium Learning Objective: 13-08 Summarize the regulations affecting how employers design and administer benefits programs. Topic: Antidiscrimination Laws 86. (p. 408-409) Under the Older Workers Benefit Protection Act of 1990, employers wishing to use early-retirement waivers must adhere to which of the following guidelines? A. Inform employees that they may consult with a lawyer before signing. B. Allow employees not more than 48 hours before signing the retirement agreement. C. Make ADEA waivers compulsory and spell out the employee's rights under ADEA. D. Provide lesser benefits than would otherwise be available upon retirement. E. Provide employees annual bonus and health insurance after the retirement. When employers offer early retirement, they often ask employees to sign waivers saying they will not pursue claims under the ADEA. The Older Workers Benefit Protection Act of 1990 set guidelines for using these waivers. The employer must inform employees that they may consult a lawyer before signing. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-08 Summarize the regulations affecting how employers design and administer benefits programs. Topic: Antidiscrimination Laws 13-63 Chapter 13 - Providing Employee Benefits 87. (p. 409) The law that specifies that employees with disabilities must have "equal access to whatever health insurance coverage the employer provides other employees" is the: A. ADA. B. ADEA. C. FLSA. D. ERISA. E. COBRA. Under the ADA, employees with disabilities must have "equal access to whatever health insurance coverage the employer provides other employees." AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-08 Summarize the regulations affecting how employers design and administer benefits programs. Topic: Antidiscrimination Laws 88. (p. 409) Which one of the following statements is true of employee benefits? A. Employees generally have a thorough understanding of what benefits they have and what the market value of these benefits is. B. Employees significantly underestimate the cost and value of their benefits. C. Employers do an effective job of communicating the cost and value of benefits to their employees. D. Employees, for the most part, are just not interested in their benefits. E. Employers have very limited options for communicating information about benefits. Employees and job applicants often have a poor idea of what benefits they have and what the market value of their benefits is. Research asking employees about their benefits has shown that employees significantly underestimate the cost and value of their benefits. AACSB: Analytic Bloom's: Remember Difficulty: Medium Learning Objective: 13-09 Discuss the importance of effectively communicating the nature and value of benefits to employees. Topic: Communicating Benefits to Employees 13-64 Chapter 13 - Providing Employee Benefits 89. (p. 409) The funds required by an organization to pay retirement benefits are reported as _____ in the financial statement. A. current assets B. current liabilities C. accounts receivable D. bad debt E. future liabilities Under FASB standards, employers must set aside the funds they expect to need for benefits to be paid after retirement, rather than funding those benefits on a pay-as-you-go basis. On financial statements, those funds must appear as future cost obligations. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-08 Summarize the regulations affecting how employers design and administer benefits programs. Topic: Accounting Requirements 90. (p. 410) Which of the following options can be used by employers to communicate information about benefits to the existing workers? A. Board of directors meeting B. The company's official website C. Worker participation in management decisions D. On-campus recruitment E. Organizing training programs Employers have many options for communicating information about benefits. These include brochures, question-and-answer meetings, intranet pages, memos, e-mail, paycheck inserts, retirement or health coaching, training programs, and benefits fairs. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-09 Discuss the importance of effectively communicating the nature and value of benefits to employees. Topic: Communicating Benefits to Employees Essay Questions 13-65 Chapter 13 - Providing Employee Benefits 91. (p. 384) Although benefits are considered a part of total compensation, benefits have unique aspects that make them quite different from direct compensation. Briefly discuss three of these unique aspects. 1) Benefits are subject to much more government regulation than direct compensation. Some benefits are mandated by law, and other benefits are subject to significant regulation or must meet certain criteria to achieve the most favorable tax treatment. 2) Even though many kinds of benefits are not required by law, they have become so common that today's employees expect them. Organizations could not effectively compete in the labor market if they did not offer some benefits. 3) Benefits packages are more complex than pay structures, so benefits are harder for employees to understand and appreciate. Even if employers spend large sums on benefits, if employees do not understand how to use them or why they are valuable, the cost of the benefits will be largely wasted. AACSB: Analytic Bloom's: Remember Difficulty: Medium Learning Objective: 13-01 Discuss the importance of benefits as a part of employee compensation. Topic: The Role of Employee Benefits 13-66 Chapter 13 - Providing Employee Benefits 92. (p. 389) Discuss the Family and Medical Leave Act of 1993, including its eligibility requirements, scope of coverage, and effectiveness. The Family and Medical Leave Act (FMLA) of 1993 requires organizations with 50 or more employees within a 75-mile radius to provide as much as 12 weeks of unpaid leave after childbirth or adoption, to care for a seriously ill child, spouse, or parent, or for an employee's own serious illness. Employers also must guarantee these employees the same or a comparable job when they return to work. The law does not cover employees who have less than one year of service, work fewer than 25 hours per week, or are among the organization's 10 percent highest paid. The 12 weeks of unpaid leave amount to a smaller benefit than is typical of Japan and most countries in Western Europe. Japan and West European nations typically require paid family leave. Experience with the FLMA suggests that a majority of those opting for this benefit fail to take the full 12 weeks. In about one out of four situations, employees take their leave intermittently, over periods of days or even hours, creating a significant record-keeping task. Other employees, especially female executives, are simply keeping parental leaves under FMLA to a minimum, less than the available 12 weeks. Many are eager to return to their careers, and others fear that staying away for three months would damage their career opportunities. Of course, another reason for not taking the full 12 weeks is that not everyone can afford three months without pay, especially when responsible for the expenses that accompany childbirth, adoption, or serious illness. AACSB: Analytic Bloom's: Remember Difficulty: Medium Learning Objective: 13-02 Summarize the types of employee benefits required by law. Topic: Unpaid Family and Medical Leave 13-67 Chapter 13 - Providing Employee Benefits 93. (p. 387-388) State the objectives of the unemployment insurance program established by the Social Security Act of 1935. How is this program funded? The unemployment insurance program was established under the Social Security Act of 1935. This program has four objectives related to minimizing the hardships of unemployment. 1) It provides payments to offset lost income during involuntary unemployment. 2) It helps unemployed workers find new jobs. 3) The payment of unemployment insurance taxes gives employers an incentive to stabilize employment. 4) It provides workers with income during short-term layoffs to preserve investments in worker skills because workers can afford to wait to return to their employer, rather than start over with another organization. The federal government left it to each state's discretion to establish an unemployment insurance program. At the same time, the Social Security Act created a tax incentive structure that quickly led every state to establish the program. Most of the funding for unemployment insurance comes from federal and state taxes on employers. The federal tax rate is currently 0.8 percent of the first $7,000 of each employee's wages. The state tax rate varies. For a new employer, rates range from 1 percent to 6 percent, and the taxable wage base ranges from $7,000 to $32,200, so the amount paid depends a great deal on where the company is located. Some states charge new employers whatever rate is the average for their industry, so the amount of tax paid in those states also depends on the type of business. No state imposes the same tax rate on every employer in the state. The size of the unemployment insurance tax imposed on each employer depends on the employer's experience rating the number of employees the company laid off in the past and the cost of providing them with unemployment benefits. Employers with a history of laying off a large share of their workforces pay higher taxes than those with few layoffs. In some states, an employer with very few layoffs may pay no state tax. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-02 Summarize the types of employee benefits required by law. Topic: Unemployment Insurance 13-68 Chapter 13 - Providing Employee Benefits 94. (p. 392) What are sick leaves? What are the pros and cons of the accumulation of sick leaves year after year? Sick leave programs pay employees for days not worked because of illness. The amount of sick leave is often based on length of service, so that it accumulates over time. Employers must decide how many sick days to grant and whether to let them continue accumulating year after year. If sick days accumulate without limit, employees can "save" them in case of disability. If an employee becomes disabled, the employee can use up the accumulated sick days, receiving full pay rather than smaller payments from disability insurance, discussed later. Some employers let sick days accumulate for only a year, and unused sick days "disappear" at year-end. This may provide an unintended incentive to use up sick days. Some healthy employees may call in sick near the end of the year so that they can obtain the benefit of the paid leave before it disappears. Employers may counter this tendency by paying employees for some or all of their unused sick days at year-end or when the employees retire or resign. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-03 Describe the most common forms of paid leave. Topic: Paid Leave 13-69 Chapter 13 - Providing Employee Benefits 95. (p. 395) What are HMOs and PPOs? How do they differ from each other and from traditional health care providers? Health maintenance organizations (HMOs) and preferred provider organizations (PPOs) are alternative health-care providers to the traditional fee-for-service health care delivery systems. HMOs pay health-care workers on a flat salary basis. Paying on a salary basis is intended to reduce incentives for physicians to schedule more patient visits or medical procedures than might be deemed necessary. HMO coverage tends to cost less than traditional health insurance. The downside is that employees sometimes complain cost-control incentives work so well that they are denied access to services they actually need. PPOs are essentially groups of health-care providers who contract with employers or insurance companies to provide health care at a reduced fee. They differ from HMOs in that they do not provide benefits on a prepaid basis and employees often are not required to use preferred providers. Often, the PPO does not require employees to use providers in the network, but it pays a larger share of the cost of services from PPO providers. For example, the employee might pay 10 percent of the cost of a test by an in-network provider and 20 percent if the employee goes out of the PPO network. AACSB: Analytic Bloom's: Understand Difficulty: Medium Learning Objective: 13-04 Identify the kinds of insurance benefits offered by employers. Topic: Group Insurance 13-70 Chapter 13 - Providing Employee Benefits 96. (p. 398-400) Discuss and contrast defined-benefit, defined-contribution, and cash balance retirement plans. A defined-benefit plan guarantees a specified retirement benefit level to employees based typically on a combination of years of service and age as well as on the employee's earnings level. In the event of severe financial difficulties that force a company to terminate or reduce employee pension benefits, the Pension Benefit Guarantee Corporation provides some protection of benefits. A defined-contribution plan does not promise a specific benefit level for employees upon retirement. Rather, an individual account is set up for each employee with a guaranteed size of contribution. The advantage of such plans for employers is that they shift investment risks to employees and present fewer administrative challenges because there is no need to calculate payments based on age and service and no need to make payments to the PBGC. While many companies have both types of plans, defined contributions are much more prevalent within small companies. An increasingly popular way to combine the advantages of defined-benefits plans and defined-contribution plans is to use a cash balance plan. This type of retirement plan consists of individual accounts, as in a 401(k) plan. But in contrast to a 401(k), all the contributions come from the employer. Usually, the employer contributes a percentage of the employee's salary, say, 4 or 5 percent. The money in the cash balance plan earns interest according to a predetermined rate, such as the rate paid on U.S. Treasury bills. This arrangement helps employers plan their contributions and helps employees predict their retirement benefits. If employees change jobs, they generally can roll over the balance into an individual retirement account. Defined-benefit plans are most generous to older employees with many years of service, while cash balance plans are most generous to young employees who will have many years ahead in which to earn interest. AACSB: Analytic Bloom's: Remember Difficulty: Medium Learning Objective: 13-05 Define the types of retirement plans offered by employers. Topic: Retirement Plans 13-71 Chapter 13 - Providing Employee Benefits 97. (p. 401-402) Discuss the different types of "family-friendly" benefits provided by employers to help the employees manage conflicts between their work and family roles. As employers have recognized the significance of employees' need to manage conflicts between their work and family roles many have added "family-friendly" benefits to their employee benefits. These benefits include family leave policies and child care. The following types of benefits are typical: 1) Family leave Family or parental leave grants employees time off to care for children and other dependents. The federal law requires 12 weeks of unpaid leave. Paid family leave remains rare in the United States, however, despite some state laws. 2) Child care Child care benefits may take several forms, requiring different levels of organizational involvement. The lowest level of involvement, offered by 19 percent of companies with at least 100 workers, is for the organization to supply and help employees collect information about the cost and quality of available child care. At the next level, organizations provide vouchers or discounts for employees to use at existing child care facilities. At the highest level of involvement, the employer provides child care at or near the work site. Staffing a child care facility is costly and involves important liability concerns. At the same time, the results of this type of benefit, in terms of reducing absenteeism and enhancing productivity, have been mixed. 3) College savings As workers' children grow up, their needs shift from maternity leave and child care to college tuition. Some organizations have supported this concern by sponsoring tax-favored 529 savings plans. These plans let parents and other family members defer taxes on the earnings of their deposits into the 529 account. Some states also provide a (limited) tax deduction for these contributions. 4) Elder care As the population of the nation's elderly grows, so do the demands on adult children to care for elderly parents, aunts, and uncles. When these people become ill or disabled, they rely on family or professional caregivers. The elder care benefits typically emphasize information and support, rather than direct financial assistance. AACSB: Analytic Bloom's: Remember Difficulty: Medium Learning Objective: 13-06 Describe how organizations use other benefits to match employees' wants and needs. Topic: "Family-Friendly" Benefits 13-72 Chapter 13 - Providing Employee Benefits 98. (p. 406-407) Discuss flexible benefits plans, including their nature, purpose, advantages and disadvantages. Organizations can address differences in employees' needs and empower their employees by offering flexible benefits plans in place of a single package for all employees. These plans, often called cafeteria-style plans, offer employees a set of alternatives from which they can choose the types and amounts of benefits they want. The plans vary. Some improve minimum levels for certain benefits, such as health care coverage. Some allow employees to receive money in exchange for choosing a "light" package, and some let employees pay extra for the privilege of receiving more benefits. For example, some plans let employees give up vacation days for more pay or to purchase extra vacation days in exchange for a reduction in pay. Cafeteria-style plans have a number of advantages. The selection process can make employees more aware of the value of the benefits, particularly when the plan assigns each employee a sum of money to allocate to benefits. Also, the individual choice in a cafeteria plan enables each employee to match his/her needs to the company's benefits, increasing the plan's actual value to the employee. And because employees would not select benefits they do not want, the company avoids the cost of providing employees with benefits they do not value. Another way to control costs is to give employees incentives to choose lower-cost options. Cafeteria-style plans also have several disadvantages. One drawback is that they have a higher administrative cost, especially in the design and start-up stages. Another possible drawback is that employee selection of benefits will increase rather than decrease costs because employees will select the kinds of benefits they expect to need the most. For example, an employee expecting to need dental work is more likely to sign up for a dental plan. The heavy use of the dental coverage would then drive up the employer's premiums for that coverage. Costs also can be difficult to estimate when employees select their benefits. AACSB: Analytic Bloom's: Remember Difficulty: Medium Learning Objective: 13-07 Explain how to choose the contents of an employee benefits package. Topic: Employees' Expectations and Values 13-73 Chapter 13 - Providing Employee Benefits 99. (p. 408-409) Compare the Age Discrimination in Employment Act (ADEA) with the Americans with Disabilities Act (ADA) as two effective tools used to minimize discrimination at the workplace. Two major issues have received attention under the Age Discrimination in Employment Act (ADEA) and amendments. First, employers must take care not to discriminate against workers over age 40 in providing pay or benefits. Also, early-retirement incentive programs need to meet certain standards. The programs may not coerce employees to retire, they must provide accurate information about the options available, and they must give employees enough time to make a decision. In effect, employees must really have a choice about whether they retire. When employers offer early retirement, they often ask employees to sign waivers saying they will not pursue claims under the ADEA. The Older Workers Benefit Protection Act of 1990 set guidelines for using these waivers. The waivers must be voluntary and understandable to the employee and employer, and they must spell out the employee's rights under the ADEA. Also, in exchange for signing the waiver, the employee must receive "compensation," that is, greater benefits than he or she would otherwise receive upon retirement. The employer must inform employees that they may consult a lawyer before signing, and employees must have time to make a decision about signing21 days before signing plus 7 days afterward in which they can revoke the agreement. The Americans with Disabilities Act imposes requirements related to health insurance. Under the ADA, employees with disabilities must have "equal access to whatever health insurance coverage the employer provides other employees." AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-08 Summarize the regulations affecting how employers design and administer benefits programs. Topic: Antidiscrimination Laws 13-74 Chapter 13 - Providing Employee Benefits 100. (p. 409-410) Why is it essential for organizations to communicate the nature and value of benefits to their employees? Organizations must communicate benefits information to employees so that they will appreciate the value of their benefits. This is essential so that benefits can achieve their objective of attracting, motivating, and retaining employees. Employees are interested in their benefits, and they need a great deal of detailed information to take advantage of benefits such as health insurance and 401(k) plans. It follows that electronic technology such as the Internet and supporting databases can play a significant role in modern benefit systems. Many companies are putting benefits information on their intranets. The "HR How To" box provides further suggestions for communicating effectively the value of the organization's benefits. In actuality, employees and job applicants often have a poor idea of what benefits they have and what the market value of their benefits is. Research asking employees about their benefits has shown that employees significantly underestimate the cost and value of their benefits. Probably a major reason for their lack of knowledge is a lack of communications from employers. Employees don't know what employers are spending for benefits, so many of them doubt employers' complaints about soaring costs and their impact on the company's future. Research suggests to employers that better communication, coupled with well-designed benefits plans, will pay off in practical terms. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 13-09 Discuss the importance of effectively communicating the nature and value of benefits to employees. Topic: Communicating Benefits to Employees 13-75

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Edison State College - MGMT - 2021
Chapter 14 - Collective Bargaining and Labor RelationsChapter 14Collective Bargaining and Labor RelationsTrue / False Questions1. A craft union's bargaining power depends greatly on the control it can exercise over thesupply of its workers.True Fals
Edison State College - MGMT - 2021
Chapter 15 - Managing Human Resources GloballyChapter 15Managing Human Resources GloballyTrue / False Questions1. The trends and arrangements that encourage international trade also increase and changethe demands on human resource management.True Fa
Edison State College - MGMT - 2021
Chapter 16 - Creating and Maintaining High-Performance OrganizationsChapter 16Creating and Maintaining High-Performance OrganizationsTrue / False Questions1. According to research, organizations that introduce integrated high-performance workpractice
Edison State College - MGMT - 2021
Chapter 01 - Human Resources in a Globally Competitive Business EnvironmentChapter 01Human Resources in a Globally Competitive Business EnvironmentTrue / False Questions1. The focus for the 21st century organization is far more likely to look like a w
Edison State College - MGMT - 2021
Chapter 02 - The Financial Impact of Human Resource Management ActivitiesChapter 02The Financial Impact of Human Resource Management ActivitiesTrue / False Questions1. The firm's strategy and goals must guide the work of each business unit and of that
Edison State College - MGMT - 2021
Chapter 03 - The Legal Context of Employment DecisionsChapter 03The Legal Context of Employment DecisionsTrue / False Questions1. As a society, we espouse equality of opportunity, rather than equality of outcomes.True False2. Civil rights laws preci
Edison State College - MGMT - 2021
Chapter 04 - Diversity at WorkChapter 04Diversity at WorkTrue / False Questions1. The demographics of the United States are changing so dramatically that over the comingdecades it will be impossible for employers to fill their ranks with members of t
Edison State College - MGMT - 2021
Chapter 05 - Planning for PeopleChapter 05Planning for PeopleTrue / False Questions1. A vision statement differs from a mission statement in that it includes both the purpose ofthe company as well as the basis of competition and competitive advantage
Edison State College - MGMT - 2021
Chapter 06 - RecruitingChapter 06RecruitingTrue / False Questions1. Recruitment is a form of business competition, and it is fiercely competitive.True False2. Today managers rely less on application forms, reference checks, and interviews at theini
Edison State College - MGMT - 2021
Chapter 07 - StaffingChapter 07StaffingTrue / False Questions1. The most admired companies live their cultures every day, and they go out of their ways tocommunicate it to both current employees as well as to prospective new hires.True False2. Ther
Edison State College - MGMT - 2021
Chapter 08 - Workplace TrainingChapter 08Workplace TrainingTrue / False Questions1. Traditionally, lower-level employees were "trained," while higher-level employees were"developed."True False2. Organizations sometimes place too much emphasis on th
Edison State College - MGMT - 2021
Chapter 09 - Performance ManagementChapter 09Performance ManagementTrue / False Questions1. Performance management is a kind of compass that indicates a person's actual direction aswell as a person's desired direction.True False2. Most managers und
Edison State College - MGMT - 2021
Chapter 10 - Managing CareersChapter 10Managing CareersTrue / False Questions1. Career planning is important because the consequences of career success or failure arelinked closely to each individual's self-concept, identity, and satisfaction with ca
Edison State College - MGMT - 2021
Chapter 11 - Pay and Incentive SystemsChapter 11Pay and Incentive SystemsTrue / False Questions1. The gap between a CEO's pay and the wages of employees has narrowed in the UnitedStates.True False2. To cover its labor costs and other expenses, a co
Edison State College - MGMT - 2021
Chapter 12 - Indirect Compensation: Employee Benefit PlansChapter 12Indirect Compensation: Employee Benefit PlansTrue / False Questions1. Managers need to think carefully about what they wish to accomplish by means of theirbenefit programs.True Fals
Edison State College - MGMT - 2021
Chapter 13 - Union Representation and Collective BargainingChapter 13Union Representation and Collective BargainingTrue / False Questions1. Workers will vote against unions if they feel unions abuse their power by calling strikes orhaving fat-cat lea
Edison State College - MGMT - 2021
Chapter 14 - Procedural Justice and Ethics in Employee RelationsChapter 14Procedural Justice and Ethics in Employee RelationsTrue / False Questions1. Employee relations include all the practices that implement the philosophy and policy of anorganizat
Edison State College - MGMT - 2021
Chapter 15 - Safety, Health and Employee Assistance ProgramsChapter 15Safety, Health and Employee Assistance ProgramsTrue / False Questions1. In the United States, the number of workers dying on the job each day has been increasingsteadily over the p
Edison State College - MGMT - 2021
Chapter 16 - International Dimensions of Human Resource ManagementChapter 16International Dimensions of Human Resource ManagementTrue / False Questions1. There is a growing fear on the part of many people that globalization benefits bigcompanies inst
Claremont Colleges - WGS - 101
Women StudiesResearch ProjectApril 11, 2011AbortionAbortion is the termination of a pregnancy by the removal or expulsion of a fetusor embryo from the uterus, resulting in or caused by its death .In todays society abortion is a bigissue. Some people
Claremont Colleges - BUS - 101
April 4, 2011Intro to BusinessCase Study # 11. In this case marketing tries to figure out a way to put Walmart Back on top. Themarketing company decided to add low-priced organic foods to their repertoire. Theylaunched a green business initiative, wh
Claremont Colleges - BIO - 101
October 10, 2012Biology of Cancer Extra CreditNotch:Ligand/Receptor: NotchL, Delta1,2,3, and Jagged1,2Main Proteins: Notch1,2,3,4 End Effect: two proteolytic cuts in Notch -frees cytoplasm fragment-translocates tonucleus-becomes part of transcriptio
Claremont Colleges - BIO - 101
Cell Biology Midterm Exam 1Practice examName:_Note: all answers are worth 2 points each unless otherwise noted. There is only onecorrect answer for each question.1.A carbon atom contains six protons and six neutrons.A.What are its atomic number an
Claremont Colleges - BIO - 101
Cell Biology Midterm Exam 2Practice exam 2Name:_Note: all answers are worth 2 points each unless otherwise noted.1.If a cell were to replicate itself three (3) times, what percentage of the total DNApresent would be comprised of the original DNA?a.
Claremont Colleges - BIO - 101
Chapter Two Friday Night LightsFunctions Definition Purpose social useCollective effervescence shared identity in a group experienceemotion, togetherness, cohesionRituals of SolidarityBoundaries worlds marked by time, space side of stadium- gangter
Claremont Colleges - BIO - 101
Iron (II) in Acid SolutionChem II LabTuesday March 27, 2012Purpose:The purpose of this lab was to determine the activation energy (Ea) required for thereaction of ferroin with a strong acid.Procedure:For this lab my partner and I used a spectrophot
Claremont Colleges - BIO - 101
NAME_LL, Ll = wild type growth habitll = lazyZZ, Zz = wild type leaf colorzz = zebra; green and white stripes1. In corn, a gene named lazy controls growth habit. Plants homozygous for the mutant allele flop over and growalong the ground. Another gen
Claremont Colleges - BIO - 101
Chapter23.Whatevidencepersuadesusthatacancerarisesfromthenativetissuesofanindividualratherthan invadingthebodyfromoutsideandthusbeingofforeignorigin?Alltissuesinthebodyarecomposedofcellsandcellproducts.Thecellswerediscoveredtocomefrom preexistingcells
Claremont Colleges - BIO - 101
March 14, 2011Womens StudiesDr. CrespoFeminismFeminism is a body of social theory and political movement primarily based on andmotivated by the experiences of the women, while generally providing a critique of socialrelations, many proponents, and i
Claremont Colleges - BIO - 101
Final Exam QuestionsMay 1, 2011Question 2:Women today and women 50 years ago are very different. Fifty years ago woman did nothave the rights that we currently posses now. Today the spread of global womens organizationsand the impact of womens contri
Claremont Colleges - BIO - 101
NAME _1. In the box below, diagram the chemical structure of the tri-peptide Aspartic Acid - Lysine Serine. Show the complete structure of each R group. Label the amino end and the carboxyl end.Circle the peptide bonds.2. Rate the hydrophobicity of eac
Claremont Colleges - BIO - 101
WarnsingGeography 100.06Professor OcchipintiNovember 13, 2010Devastation In 2005There are five different categories of hurricanes, but the one that touched our hearts in2005 was a category 3, Hurricane Katrina. A category 3 hurricane can have winds
Claremont Colleges - BIO - 101
Purpose:The purpose of this lab was to determine the molecular weight of urea.Procedure:Before starting the procedures an ice bath was made and the temperature was dropped to 0C. 10mL was added to a test tube and then a thermometer was placed inside.
Claremont Colleges - BIO - 101
February 1, 2012Lab Report #1Table 1. Length-weight of fish collected at Kahle Lake by PA Fish and Boat CommissionIn this Scatter plot there were two outliers from the data that was collected. This couldhave happened due to the lack of food and also t
Claremont Colleges - BIO - 101
Sampling a Hill of BeansLab Report #5Discussion:In this lab we observed a small sample of beans, 5, and a large sample of beans, 25.Information such as the weight of beans were recorded and placed in data tables. From there thesample means, standard
Claremont Colleges - BIO - 101
Chemical EcologyMarch 7, 2012Introduction:Prey use many defenses against their predators and predators can also use the samedefenses when trying to get to their prey. Morphology is a trait that many prey use against theirpredator. This term can be se
Claremont Colleges - BIO - 101
Forest SuccessionMarch 28, 2012Introduction:In the state of Pennsylvania, one of the most obvious sights is all the existing forests. Alot of the forests in this state can be defined as second or third growth forests meaning that thereis an old growt
Claremont Colleges - BIO - 101
Table I. Life table of males born pre-1880 Clarion County Cemetery Mortality record wherex=age recorded, N(x)=number of individuals at age x, d(x)= number of deaths in age x, q(x)=probability of individuals that die in age x[dx/Nx] per five years, and l
Claremont Colleges - BIO - 101
Forest SuccessionApril 4thTable 1. Parameters assessing the structure of Old Growth Forests and Second GrowthForestsTotal Density (#/ha)Stand Basal Area (mTotal CWD (m3Mean log volume (mTable 2. Species composition of forest of Relative Density an
Claremont Colleges - BIO - 101
Species Area Relationships4/11/2012Figure 1: Relationship of accumulated number of species per each m2 plot in thegrass and forest.Figure 2: Comparing number of species in grass and forest with trendline andequation.Results:Species accumulation is
Claremont Colleges - BIO - 101
Assessing the Effects of Acid Mine Drainageon Aquatic Communities4/18/2012Introduction:Many miles of streams in Pennsylvania are fishless due to Acid Mine Drainage (AMD).AMD begins when water percolates through the broken up bedrock in the ground tha
Claremont Colleges - BIO - 101
Teen InfluenceMass Media and SocietyDr. WashingtonDecember 15, 2010For this paper I decided to write about how shows about pregnant teenagers, which themedia airs on television, can have a positive and a negative influence on young teens. A perfectT
Claremont Colleges - BIO - 101
Professor SmithMGMT 120.01April 25, 2011After reading the book the Millionaire Next Door, I found it to be very helpful. I realizedthat I am like most Americans and will not become a millionaire unless I change my ways. I maymake a decent amount of m
Claremont Colleges - BIO - 101
Chemistry Lab IIChemical Equilibrium: Le Chateliers Principle"Write an equation for the equilibrium between aqueous Fe3+, SCN-, (as reactants), and[FeSCN]2+ (as the product)." Just write the net ionic equation (don't include the spectatorions).Fe3+ (
Claremont Colleges - BIO - 101
W5 Pre-Lab Assignment: Determining MW using FP Depression1. Molality (m)2. Calculate the freezing point of a 2.6m aqueous sucrose solution:Tf = mKfTf =2.6m 1.86C/mTf = 4.84CFreezing point = 0.00C 4.84C= -4.84C
Claremont Colleges - BIO - 101
Cell Biology Problem set 6Spring 20121. (True/False). The membranes that partition the cell into functionally distinctcompartments are impermeable. Explain your answer.- This statement is false. The membranes that partition the cell into functionally
Claremont Colleges - BIO - 101
Cell Biology Spring 2012Problem set 11. If an uncatalyzed reaction occurs at the rate 1 event per century and if an enzymespeeds up the rate by a factor of 1014, how long in seconds does it take the enzyme tocatalyze one event?The enzyme catalyzes ev
Claremont Colleges - BIO - 101
Biol 203 Cell Biology Problem Set 21. . DNA isolated from the bacterial virus M13 contains 25% A, 33% T, 22% C, and20% G. Do these result strike you as peculiar? Why or why not? How might youexplain these results?In all samples of double-stranded DNA,
Claremont Colleges - BIO - 101
Cell BiologyProblem set 31. What, if anything, is wrong with the following statement: Both germ-cell DNAstability and somatic-cell DNA stability are essential for the survival of the species.Explain your answer.-True both germ-cell DNA stability and
Claremont Colleges - BIO - 101
Biol203 Cell Biology Problem Set 41. Which of the following mutational changes would you predict to be the mostdeleterious to gene function? Explain your answer.1. Insertion of a single nucleotide near the end of the coding sequence.2. Removal of a si
Claremont Colleges - BIO - 101
Biol 203 Cell Biology Problem Set 51. (True/False).The differences in the patterns of proteins produced in differentspecialized cell types are accurately reflected in the patterns of expressed mRNAs andmRNAs only. Explain your answer.- The statement a
Claremont Colleges - BIO - 101
Mass Media and SocietyDecember 6, 20101. Conspicuous consumption is when people buy items to impress others and also to flauntthat they have money. An example of something a rich person may buy would beelectronics. A person may buy a bigger flat scree
Claremont Colleges - BIO - 101
Quiz 1Chemical bonds are composed up of two different types or categorieshydrogen and covalent bondsVan Der Waals and non-covalent bondscovalent and non-covalentnon-covalent and hydrogennone of the aboveThe atomic weight of any atom or the molecula
Claremont Colleges - BIO - 101
Quiz 2DNA is composed of a base, a _, and a phosphate group.6 carbon sugar6 carbon sugar reduced by one hydroxyl group5 carbon sugar5 carbon sugar reduced by one hydroxyl groupNone of the aboveThe complementary base pairing can only be accomplished
Claremont Colleges - BIO - 101
1. The protein(s) that initially open the replication bubble in eukaryotes to allowreplication to initiate are called.a. helicaseb. topoisomerase Ic. topoisomerase IId. ARSe. ORC2. SSBs role in replication isa. prevent hairpin formation ssDNA (sin
Claremont Colleges - BIO - 101
1.The TATA box is to the TBP as is thea. trans acting element is to a cis acting elementb. sigma factor is to the -10 to -35 sequencec. snRNA is to the spliceasomed. the spliceasome is to snRNAe. -10 to -35 sequence is to the sigma factor2.The wob
Claremont Colleges - BIO - 101
1. DNA binding proteins interact with what region of the DNA to alter its shape?A. Phosphate backboneB. R groupC. Minor groveD. Major groveE. None of the above2. The significance of the zinc molecule in the zinc binding finger is?A. To interact wit
Claremont Colleges - BIO - 101
QUESTION 1A person who analyzes a firm's income and expenses over a specified period and selects appropriate ways to invest extrafunds is involved infinancial management.Question 2Effective implementation of a decision requires planning.Question 2 o
Claremont Colleges - BIO - 101
W14 PLA Ksp Determination of CaSO4In procedure 12, you are to titrate H+ with 0.010 M NaOH. Suppose that 12.50mL of0.010 M NaOH was used to reach the endpoint. Each question is worth 1 pt.1. How many moles of OH- was used to reach the endpoint?(0.10 M
HCCS - SPEECH - 1315
SpeechNotesSpeechNotesPublicSpeaking:Atypeofcommunicationinwhichthespeakerdeliversamessagewithaspecificpurposetoanaudienceofpeoplewhoarephysicallypresentduringadeliveryofthespeech. InformativeSpeech:Publicspeakingthatisintendedtoincreaseanaudiencesu
HCCS - SPEECH - 1315
1Houston Community College SystemsCentral9:00AM-TO-12:00PMM.T.W.Th.FDec Mini TermDec 19, 2011-Jan 6, 2012Study Review # (1)Tuesday Dec-20-2011Dr. Jaballa M. HasanHouston Community College SystemsPage 12Central9:00AM-TO-12:00PMM.T.W.Th.FDec