Exam 10: Managing the Employee-Benefits System

Satisfying nondiscrimination rules permits plan participants to take tax deductions for qualified benefits. (Nondiscrimination Rules)

ERISA sets forth legally required disclosure requirements. (Legal Considerations in Benefits Communication)

If employees don't choose the maximum benefits limits in a core-plus-option cafeteria plan they lose the difference. (Core-Plus-Option Plans)

Under provider payment systems,agreements may include one or more cost saving features.Which of the following is not one of these cost saving features? (Provider Payment Systems)

Changes in benefits plans must be described and distributed to employees using one of these. (Summary of Material Modification)

Employees are mandated to participate in lifestyle intervention programs on the discretion of the company. (Lifestyle Interventions)

Managed care plans use prospective reviews more often than indemnity plans. (Utilization Reviews)

Longer waiting periods is one way companies try to reduce the cost of benefits. (Managing the Costs of Employee Benefits)

ERISA requires that material modification summaries must be sent to the Department of Labor within how many days after the end of the plan year in which the change occurred. (Summary of Material Modification)

FSLA requires employers to provide employees with written summaries of the benefits plan's description and of material modifications. (Summary Plan Description)

Interactive phone systems are not a tool used by organizations to communicate benefits information. (The "Good Business Sense" of Benefits Communication)

Discuss the concept of "good business sense" of benefits communication. (The "Good Business Sense" of Benefits Communication)

Under this provider payment system,managed care plans hold primary care physicians accountable for the cost of services rendered to each assigned patient. (Provider Payment Systems)