Question 1

Full-service EAPs list the names and contact information for a variety of professional help services.(Employee Assistance Programs)

Accepted Answer

A) True 
 B)False

Question 2

The scope of various wellness-type benefits has decreased through recent years as employer costs are outweighing the benefits of offering such programs.(Origins of Accommodation and Enhancement Benefits)

Accepted Answer

A) True 
 B)False

Question 3

When making a referral to an EAP,supervisors are responsible for describing signs of trouble and making an initial diagnosis.(Employee Assistance Programs)

Accepted Answer

A) True 
 B)False

Question 4

Describe outplacement assistance and list some examples of times when outplacement assistance programs are best suited.(Employee Assistance Programs)

Accepted Answer

Main Points -Many companies use outplace

Question 5

In 2016,employees can deduct a monthly maximum of $130 for employer-subsidized transit passes.(Transportation Services)

Accepted Answer

A) True 
 B)False

Question 6

In 2015,what was the percentage of full-time employees who had access to EAPs? (Employee Assistance Programs)

Accepted Answer

A) 32% 
B) 45% 
C) 51% 
D) 67% 
A) 32% 
B) 45% 
C) 51% 
D) 67%

Question 7

Studies find that wellness programs positively impact medical costs but there is no relative impact on absenteeism.(Wellness Programs)

Accepted Answer

A) True 
 B)False

Question 8

Which one of the following is not a wellness program? (Wellness Programs)

Accepted Answer

A) Telecommuting 
B) Stress management 
C) Smoking cessation 
D) Back care 
A) Telecommuting 
B) Stress management 
C) Smoking cessation 
D) Back care

Question 9

This organization developed an evaluation system for EAPs.(Evaluating Employee Assistance Programs)

Accepted Answer

A) Employee Assessment Programs Association 
B) Evaluation Assistance Professionals Association 
C) Employee Assistance Professionals Association 
D) Employee Assessment Program Association 
A) Employee Assessment Programs Association 
B) Evaluation Assistance Professionals Association 
C) Employee Assistance Professionals Association 
D) Employee Assessment Program Association

Question 10

Consortium EAPs establish contracts with sets of numerous smaller employers.(Employee Assistance Programs)

Accepted Answer

A) True 
 B)False

Question 11

Employers and employees both receive tax benefits on health risk appraisals.(Wellness Programs)

Accepted Answer

A) True 
 B)False

Question 12

Wellness benefits can be offered as part of employee assistance programs or as separate benefits.(The Mental and Physical Well-Being of Employees and Family Members)

Accepted Answer

A) True 
 B)False

Question 13

More nonunion workers had access to EAP than union workers.(Employee Assistance Programs)

Accepted Answer

A) True 
 B)False

Question 14

Which of the following statements is true of tuition reimbursement? (Tuition Reimbursement)

Accepted Answer

A) Tuition reimbursement plans qualify as working condition fringe benefits when instruction or training is required by law for employees to work in their jobs 
B) Pay increases are directly associated with tuition reimbursement programs 
C) Pay-for-knowledge programs is another name for tuition reimbursement programs 
D) Tuition programs have a set curricula and award pay increases upon successful completion of all courses in the curricula 
A) Tuition reimbursement plans qualify as working condition fringe benefits when instruction or training is required by law for employees to work in their jobs 
B) Pay increases are directly associated with tuition reimbursement programs 
C) Pay-for-knowledge programs is another name for tuition reimbursement programs 
D) Tuition programs have a set curricula and award pay increases upon successful completion of all courses in the curricula

Question 15

Explain the two main delivery options employers choose from when establishing EAPs.(Employee Assistance Programs)

Accepted Answer

Main Points -Employers may choose from t

Question 16

How much can employees exclude from their annual gross income for educational assistance programs? (Educational Assistance)

Accepted Answer

A) $2,250 
B) $5,250 
C) $5,520 
D) $2,550 
A) $2,250 
B) $5,250 
C) $5,520 
D) $2,550

Question 17

The IRS currently offers two definitions of educational assistance,based on amendments to IRC Section 127.
(Education Assistance Programs)

Accepted Answer

A) True 
 B)False

Question 18

Promoting educational opportunities,including tuition reimbursement and scholarships,yields benefits for employees as they are able to acquire greater credentials to compete for higher-level jobs in the company.(Rationale for Accommodation and Enhancement Benefits)

Accepted Answer

A) True 
 B)False

Question 19

This type of EAP establishes contracts with sets of numerous smaller employers.(Employee Assistance Programs)

Accepted Answer

A) Full-service EAPs 
B) Referral EAPs 
C) Consortium EAPs 
D) Third-party EAPs 
A) Full-service EAPs 
B) Referral EAPs 
C) Consortium EAPs 
D) Third-party EAPs

Question 20

Family assistance programs include day care,elder care and childcare.(Family Assistance Programs)

Accepted Answer

A) True 
 B)False

Full-service EAPs list the names and contact information for a variety of professional help services.(Employee Assistance Programs)

The scope of various wellness-type benefits has decreased through recent years as employer costs are outweighing the benefits of offering such programs.(Origins of Accommodation and Enhancement Benefits)

When making a referral to an EAP,supervisors are responsible for describing signs of trouble and making an initial diagnosis.(Employee Assistance Programs)

Describe outplacement assistance and list some examples of times when outplacement assistance programs are best suited.(Employee Assistance Programs)

In 2016,employees can deduct a monthly maximum of $130 for employer-subsidized transit passes.(Transportation Services)

In 2015,what was the percentage of full-time employees who had access to EAPs? (Employee Assistance Programs)

Studies find that wellness programs positively impact medical costs but there is no relative impact on absenteeism.(Wellness Programs)

Which one of the following is not a wellness program? (Wellness Programs)

This organization developed an evaluation system for EAPs.(Evaluating Employee Assistance Programs)

Consortium EAPs establish contracts with sets of numerous smaller employers.(Employee Assistance Programs)

Employers and employees both receive tax benefits on health risk appraisals.(Wellness Programs)

Wellness benefits can be offered as part of employee assistance programs or as separate benefits.(The Mental and Physical Well-Being of Employees and Family Members)

More nonunion workers had access to EAP than union workers.(Employee Assistance Programs)

Which of the following statements is true of tuition reimbursement? (Tuition Reimbursement)

Explain the two main delivery options employers choose from when establishing EAPs.(Employee Assistance Programs)

How much can employees exclude from their annual gross income for educational assistance programs? (Educational Assistance)

The IRS currently offers two definitions of educational assistance,based on amendments to IRC Section 127. (Education Assistance Programs)

Promoting educational opportunities,including tuition reimbursement and scholarships,yields benefits for employees as they are able to acquire greater credentials to compete for higher-level jobs in the company.(Rationale for Accommodation and Enhancement Benefits)

This type of EAP establishes contracts with sets of numerous smaller employers.(Employee Assistance Programs)

Family assistance programs include day care,elder care and childcare.(Family Assistance Programs)

Introducing Employee Benefits

The Psychology and Economics of Employee Benefits

Regulating Employee Benefits

Employer-Sponsored Retirement Plans

Employer-Sponsored Health-Care Plans

Employer-Sponsored Disability Insurance, life Insurance, and Workers Compensation

Government-Mandated Social Security Programs

Paid Time-Off and Flexible Work Schedule Benefits

Managing the Employee-Benefits System

Nonqualified Deferred Compensation Plans for Executives

Global Employee Benefits at a Glance

Filters

Exam 9: Accommodation and Enhancement Benefits

Full-service EAPs list the names and contact information for a variety of professional help services.(Employee Assistance Programs)

The scope of various wellness-type benefits has decreased through recent years as employer costs are outweighing the benefits of offering such programs.(Origins of Accommodation and Enhancement Benefits)

When making a referral to an EAP,supervisors are responsible for describing signs of trouble and making an initial diagnosis.(Employee Assistance Programs)

Describe outplacement assistance and list some examples of times when outplacement assistance programs are best suited.(Employee Assistance Programs)

In 2016,employees can deduct a monthly maximum of $130 for employer-subsidized transit passes.(Transportation Services)

In 2015,what was the percentage of full-time employees who had access to EAPs? (Employee Assistance Programs)

Studies find that wellness programs positively impact medical costs but there is no relative impact on absenteeism.(Wellness Programs)

Which one of the following is not a wellness program? (Wellness Programs)

This organization developed an evaluation system for EAPs.(Evaluating Employee Assistance Programs)

Consortium EAPs establish contracts with sets of numerous smaller employers.(Employee Assistance Programs)

Employers and employees both receive tax benefits on health risk appraisals.(Wellness Programs)

Wellness benefits can be offered as part of employee assistance programs or as separate benefits.(The Mental and Physical Well-Being of Employees and Family Members)

More nonunion workers had access to EAP than union workers.(Employee Assistance Programs)

Which of the following statements is true of tuition reimbursement? (Tuition Reimbursement)

Explain the two main delivery options employers choose from when establishing EAPs.(Employee Assistance Programs)

How much can employees exclude from their annual gross income for educational assistance programs? (Educational Assistance)

The IRS currently offers two definitions of educational assistance,based on amendments to IRC Section 127. (Education Assistance Programs)

Promoting educational opportunities,including tuition reimbursement and scholarships,yields benefits for employees as they are able to acquire greater credentials to compete for higher-level jobs in the company.(Rationale for Accommodation and Enhancement Benefits)

This type of EAP establishes contracts with sets of numerous smaller employers.(Employee Assistance Programs)

Family assistance programs include day care,elder care and childcare.(Family Assistance Programs)

Introducing Employee Benefits

The Psychology and Economics of Employee Benefits

Regulating Employee Benefits

Employer-Sponsored Retirement Plans

Employer-Sponsored Health-Care Plans

Employer-Sponsored Disability Insurance, life Insurance, and Workers Compensation

Government-Mandated Social Security Programs

Paid Time-Off and Flexible Work Schedule Benefits

Managing the Employee-Benefits System

Nonqualified Deferred Compensation Plans for Executives

Global Employee Benefits at a Glance

Filters