Which of the following benefits do not turn up on the list of "most popular options" that will be in demand over

the next 10 y
predict such trends)?

All benefits to same-sex couples, in accordance with federal and provincial legislation
Concierge services
Sabbatical leaves for managers, and paid educational leave for rank-and-file employees
Benefits to part-time employees as well as to retirees
Child care, with the employer providing either fully or partially subsidized care facilities and staff

In June 2000 the Federal Government enacted the ________________ to ensure that common-law relationships (both opp
equally under federal law.

Modernization of Benefits and Obligations Act

The Common-Law and Same-Sex Benefits Act
Modernization of Benefits and Sexuality Act
Modernization of Benefits and Gender Act
Modernization ofPension and Benefits Act

Which of the following is not a paid time-off benefit?

Wash-up time
Meal breaks
Statutory holidays and vacations
Overtime
Rest breaks

Benefits costs, which represented 15.1 percent of an employer's gross annual payroll in 1953, escalated to about what perc

Thirty five
Twenty five
Thirty
Forty
Twenty

Job sharing is also possible with _________ work, where the duties of a job are shared by __________.

Part-time; two or more people not employed by the organization

Part-time; more than two employees
Part-time; two or more employees
Full-time; more than two employees
Full-time; one employee

A serious shortcoming of human resource management has been poor management of

Perks
Direct compensation
Job sharing
Vesting
Indirect compensation
Which of the following accurately describes one of the key features of the restructured Employment Act implemented in 200

Benefits based on months rather than on weeks worked

Collection of premiums based on most recent dollars earned
Decreased eligibility requirements for people entering the labour market
A family income supplement top-up for claimants in low-income families
Increase in the maximum benefit entitlement period

Consider the following comparison between hypothetical benefits selections of two different workers in the same company,
spend in the same flexible benefits plan. Mary is a 27 year old married female whose husband is in graduate school. Her b
to a woman who does not work outside the home, and they are "empty nesters". Which of the following choices is most pre
their individual circumstances?

Mary will predictably focus fewer spending plan dollars towards maternity benefits than will her older
boss Don.
Mary will predictably focus fewer spending plan dollars towards her pension plan account
than will her older boss Don.
Don will predictably focus fewer spending plan dollars towards his pension plan account than will his
younger subordinate Mary.
Mary will predictably focus fewer spending plan dollars towards her personal life insurance coverage
than will her older boss
Don.
Mary will predictably focus fewer spending plan dollars towards personal disability insurance
coverage than will her older boss
Don.

Which of the following statements is inaccurate when describing aspects of typical long term disability plans?

Under most LTD plans benefits payments continue until the employee dies.
LTD plans pay the employee a smaller amount (usually 50 or 60 percent) of the income that working
would have earned.
LTD plans generally have a long waiting period (six months is very common).
Under most LTD plans payments stop when retirement age is reached.
LTD plans are designed for workers who are disabled for a prolonged time.

Which of the following statements does not describe a problem that results from lack of employee involvement when design

Most workers are unaware of all the benefits to which they are entitled.
Younger employees see pensions as distant and largely irrelevant.
Employees have little choice in their individual benefit package.
Ignorance and the inability to influence the mix of benefits often lead to pressure from employees for
more benefits to meet
their needs.
Uniformity (of design) leads to administrative and actuarial economies.

Two researchers designed a study to learn how knowledgeable workers were about their benefits.The average worker cou
employer provided benefits?

Fifteen
Five
Twenty
Twenty five
Ten

While benefits will not replace performance incentives as motivators, for older generations health and pension benefits can
_____________.

Absenteeism
Productivity
Corporate loyalty
Work ethic
Length of service

Flexible benefit programs are also known as

Benefits and services programs

Individual choice programs
Cafeteria benefit programs
Catering benefit programs
Perks and benefits programs

Mary's company is facing layoffs and she is dreading giving employees the news. All of the following mechanisms offer Ma
ease the pain of layoff for employees except one. Which is the exception?

Layoffs may be eased by accrued vacation pay

When the company lays employees off work, it can supplement employment insurance benefits from
monies previously paid
into a SUB fund
Mary's company could provide supplemental unemployment benefits (SUB
The company could provide employees a guaranteed annual wage (GAW)
Mary's company can provide a short term disability plan

Husky's voluntary turnover rate is about ___________, and its absenteeism rate averages _________ per year.

15 percent; four days

15 percent; six days
15 percent; seven days
Two percent; two days
18 percent; four days

The Pension Benefits Standards Act regulates pension plans in industries under the jurisdiction of the Government of Cana

Railways, trucking and maritime shipping companies.

Finance and broadcasting companies.
Banks, railways, shipping companies, and radio and other communications companies.
Communication and transportation companies.
Banks, trust companies and private financial institutions.

Which of the following statements does not help to account for the rapid growth of indirect compensation since the Second
Since the interdependence of wage earners was forcefully illustrated by mass unemployment in the
1930s, industrial societies
have sought group solutions to societal problems.
Governments rely on the support of interdependent wage earners to resolve social problems
and provide security for members
of society.
Through favourable tax treatment, employees can receive most benefits tax-free.
Through favourable tax treatment, employers can deduct the cost of benefits as a regular business
expense.
Governments rely on the support of employers to solve social problems and provide security for
interdependent wage earners.

What are the disadvantages of a flexible benefits plan?

The approach provides many options that employees must consider to satisfy their needs.
Employees understand their benefits better in a flexible benefits plan.
Employees will match their benefits to their needs.
The approach requires employee participation.
The approach creates additional administrative costs and an obligation for the HR
department to advise employees of their
options

John Brown, the Benefits Manager for HC Technologies, is considering recommending the addition of Health Spending Acc
the company's flexible benefit plan. If the approach were similar to that of Canadian Blue Cross described in our textbook, w
Technologies realize from such an approach?

Premiums for individual benefits would definitely decrease.

It would definitely save the company money.
Any cost benefits would be negligible since employees tend to overspend their accounts when not
closely supervised.
It saves companies the headaches of administering the plans and claims to be cheaper than
if the company managed the plan
on its own.
Although it would definitely be cheaper, the administration of the plan would be much more complex.

Which of the following changes to pension plans has not been revealed to be a popular benefit expected to be in demand b
years?

Increased pension coverage, with greater contributions by employers

Cost-of-living adjustments of pension plans
Earlier vesting
Improved portability of pension rights
Longer vesting periods