MANA 3320 Class Quiz 3 Questions
and Answers
What conditions must workers meet to receive unemployment benefits? - ANSWER-
To receive benefits, workers must meet four conditions:
1. They meet requirements demonstrating they had been employed (often 52 weeks
or four quarters of work at a minimum level of pay).
2. They are available for work.
3. They are actively seeking work (e.g., registering at the local unemployment office).
4. They were not discharged for cause (e.g., willful misconduct), did not quit
voluntarily, and are not out of work because of a labor dispute (e.g., a union member
on strike).
7. Unpaid Family and Medical Leave: Understand the requirements of the FMLA act
of 1993 (slide 12) - ANSWER-Requires organizations with 50 or more employees to
provide up to 12 weeks of unpaid leave:
-After childbirth or adoption
-To care for a seriously ill family member
-For an employee's own serious illness
Employers must guarantee these employees same or comparable job when they
return to work.
This 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% highest paid.
6. What is the principle of "no-fault liability" and what are the exceptions? -
ANSWER-Operate under a principle of no-fault liability:
Employee does not need to show that the employer was grossly negligent in order to
receive compensation.
Employer is protected from lawsuits.
The employer loses this protection if it intentionally contributes to a dangerous
workplace.
Workers' compensation: What is it? - ANSWER-State programs that provide benefits
to workers who suffer work-related injuries or illnesses, or to their survivors.
How can organizations minimize their cost for this Workers Comp? - ANSWER-
Organizations can minimize the cost of this benefit by keeping workplaces safe and
making employees and their managers conscious of safety issues
8. Health care benefits: Understand the major components of the Patient Protection
and Affordable Care Act (slide 13). Understand the principal provision for employers
, (slide 14). - ANSWER-Among the law's various mechanisms for increasing coverage
are:
Expansion of Medicaid.
A mandate that employers with 50 or more full-time employees offer affordable,
essential coverage to their full-time employees.
Provisions for insurance premium subsidies for certain low- and middle-income
households.
A mandate that individuals without health insurance through an employer or other
source, such as Medicare, purchase it on their own or pay a penalty for not doing so.
Establishment of state-based insurance exchanges—marketplaces where individuals
can shop for and purchase health insurance.
For employers, a principal provision is that beginning Jan. 1, 2015, those that have
50 or more full-time employees and do not offer coverage will have to pay a penalty
of $2,000 times the total number of full-time employees minus the first 30 employees
if even one employee receives a federal government subsidy and purchases
coverage in an exchange.
Decision to "play." If an organization subject to the employer mandate decides to
"play"—to offer health coverage to full-time employees—the coverage must meet the
health law's standards of affordability and minimums of essential coverage.
Decision to "pay." If an organization that is subject to the employer mandate decides
to "pay"—that is, to not offer coverage and thereby incur federal penalties—the
employer will be subject in the given year to a penalty of $2,000 multiplied by the
total number of the organization's full-time employees—minus the first 30 full-time
employees—if even one full-time employee receives a tax credit to purchase
coverage through a state insurance exchange.
9. What are the major types of optional benefits that companies offer to employees?
(slides 16-18) - ANSWER--Paid leave
-Group Insurance
-Retirement plans
-Family-Friendly benefits
-Other quality of Work-Life benefits
10. Selecting employee benefits: major issues that need to be taken into
consideration (slide 19) - ANSWER-Organization's goals, objectives and budget
Expectations of the organization's current employees and potential future recruits.
An organization that does not offer expected benefits will have difficulty attracting
and keeping employees.
; how to select employee benefits to meet the needs of different employees (slides
21-22). - ANSWER-offering flexible benefits plans in place of a single benefits
package for all employees.
Cafeteria-style plan: - ANSWER-a benefits plan that offers employees a set of
alternatives from which they can choose the types and amounts of benefits they
want.
and Answers
What conditions must workers meet to receive unemployment benefits? - ANSWER-
To receive benefits, workers must meet four conditions:
1. They meet requirements demonstrating they had been employed (often 52 weeks
or four quarters of work at a minimum level of pay).
2. They are available for work.
3. They are actively seeking work (e.g., registering at the local unemployment office).
4. They were not discharged for cause (e.g., willful misconduct), did not quit
voluntarily, and are not out of work because of a labor dispute (e.g., a union member
on strike).
7. Unpaid Family and Medical Leave: Understand the requirements of the FMLA act
of 1993 (slide 12) - ANSWER-Requires organizations with 50 or more employees to
provide up to 12 weeks of unpaid leave:
-After childbirth or adoption
-To care for a seriously ill family member
-For an employee's own serious illness
Employers must guarantee these employees same or comparable job when they
return to work.
This 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% highest paid.
6. What is the principle of "no-fault liability" and what are the exceptions? -
ANSWER-Operate under a principle of no-fault liability:
Employee does not need to show that the employer was grossly negligent in order to
receive compensation.
Employer is protected from lawsuits.
The employer loses this protection if it intentionally contributes to a dangerous
workplace.
Workers' compensation: What is it? - ANSWER-State programs that provide benefits
to workers who suffer work-related injuries or illnesses, or to their survivors.
How can organizations minimize their cost for this Workers Comp? - ANSWER-
Organizations can minimize the cost of this benefit by keeping workplaces safe and
making employees and their managers conscious of safety issues
8. Health care benefits: Understand the major components of the Patient Protection
and Affordable Care Act (slide 13). Understand the principal provision for employers
, (slide 14). - ANSWER-Among the law's various mechanisms for increasing coverage
are:
Expansion of Medicaid.
A mandate that employers with 50 or more full-time employees offer affordable,
essential coverage to their full-time employees.
Provisions for insurance premium subsidies for certain low- and middle-income
households.
A mandate that individuals without health insurance through an employer or other
source, such as Medicare, purchase it on their own or pay a penalty for not doing so.
Establishment of state-based insurance exchanges—marketplaces where individuals
can shop for and purchase health insurance.
For employers, a principal provision is that beginning Jan. 1, 2015, those that have
50 or more full-time employees and do not offer coverage will have to pay a penalty
of $2,000 times the total number of full-time employees minus the first 30 employees
if even one employee receives a federal government subsidy and purchases
coverage in an exchange.
Decision to "play." If an organization subject to the employer mandate decides to
"play"—to offer health coverage to full-time employees—the coverage must meet the
health law's standards of affordability and minimums of essential coverage.
Decision to "pay." If an organization that is subject to the employer mandate decides
to "pay"—that is, to not offer coverage and thereby incur federal penalties—the
employer will be subject in the given year to a penalty of $2,000 multiplied by the
total number of the organization's full-time employees—minus the first 30 full-time
employees—if even one full-time employee receives a tax credit to purchase
coverage through a state insurance exchange.
9. What are the major types of optional benefits that companies offer to employees?
(slides 16-18) - ANSWER--Paid leave
-Group Insurance
-Retirement plans
-Family-Friendly benefits
-Other quality of Work-Life benefits
10. Selecting employee benefits: major issues that need to be taken into
consideration (slide 19) - ANSWER-Organization's goals, objectives and budget
Expectations of the organization's current employees and potential future recruits.
An organization that does not offer expected benefits will have difficulty attracting
and keeping employees.
; how to select employee benefits to meet the needs of different employees (slides
21-22). - ANSWER-offering flexible benefits plans in place of a single benefits
package for all employees.
Cafeteria-style plan: - ANSWER-a benefits plan that offers employees a set of
alternatives from which they can choose the types and amounts of benefits they
want.
