Hr

Front 1

which of the following is not a pay-setting approach to developing pay structure?
* market survey data, pay policy line and pay grades

Back 1

Pay remuneration

Front 2

is a combination of pay grades that reduces the number of levels in a pay structure

Back 2

a broad band

Front 3

play the most crucial communication role becasue of their day-to-day interactions with employees

Back 3

managers

Front 4

the job-evaluation process includes all of the following except:

*included are compensable factors, a weighting scheme and scores

Back 4

pay ranges

Front 5

which one of the following HR activities provides basic descriptive information on job attributes and the job itself?

Back 5

Job analysis

Front 6

in developing a job-evaluation system, compensable factors

Back 6

are the characteristics of jobs that a firm values and chooses to pay for

Front 7

the courts have consistently ruled that using the going market rates of pay

Back 7

is an acceptable defense in comparable worth litigation suits.

Front 8

the compra-ratio

Back 8

measures the degree to which actual pay is consistent with pay policy

Front 9

research on the effects of two-tier wage plans has found that

Back 9

those in the lower tier used lower comparison standards than those in the higher tier.

Front 10

which of the following comparisons is not important when deciding how to combine and weigh pay survey data from product-market competitors

Back 10

the cost of recruiting replacements.

Front 11

Which piece of U.S. legislation, along with the 931 Davis-Bacon Act, legislated that federal contractors pay employees no less than the prevailing wage in the area

Back 11

Walsh-Healy Act

Front 12

Pay grades are desirable pay structures when

Back 12

an organization desires greater flexibility in moving employees

Front 13

A disadvantage of using the pay-grades approach that groups jobs into a smaller number of pay grades is that

Back 13

It results in some jobs being underpaid and others overpaid

Front 14

which pay-setting approach places the highest relative emphasis on external comparisons

Back 14

basing pay on market surveys that cover as many key jobs as possible

Front 15

when using pay surveys to establish pay levels, all of the following are important activities except

*include both labor-market and product market competitors, decide if multiple surveys will be used, and decide how to weigh and combine pay data

Back 15

include all jobs in a n organization in the survey

Front 16

___ are the different pay rates various employees may get for the same job

Back 16

rate ranges

Front 17

weighing factors based on expert judgment refers to

Back 17

a priori weights

Front 18

competency-based pay is generally directed toward

Back 18

exempt employees

Front 19

comparable worth is a public policy that

Back 19

advocates the use of job evaluation to replace the market in pay-setting

Front 20

the US law that prohibits sex- or race-based differences in employment outcomes such as pay, unless justified by business necessity, is

Back 20

Title VII of the Civil rights act of 1964

Front 21

which group of employees is not exempt from the Fair labor Standards Act
*professionals, administrative personnel, and outside sales occupations

Back 21

Firefighters

Front 22

which of the following is not a true statement concerning product-market competition

Back 22

product-market competition is the degree to which an organization must pay to compete against other companies that hier similar employees.

Front 23

approximately what percentage of U.S employees fall into the exempt category of the FLSA

Back 23

%

Front 24

which one of the following is not true of the FLSA

* state laws may specify higher minimum wages than the FLSA, the FLSA permits a sub minimum training wage equal to 85 percent of the minimum wage, nonexempt employees are covered and include most hourly workers.

Back 24

the act applies to all employees with 15 or more employees working 20 or more weeks a year

Front 25

compensation management could be improved in most organizations by

Back 25

increasing employee participation in compensation decision making

Front 26

early retirement incentive programs must meet all but one of the following legal requirements name the exception

Back 26

employees must be given a written statement describing retiree benefits.

Front 27

The right of an employee to a pension upon retirement is known as

Back 27

vesting

Front 28

which of the following is not one of the major categories of workers' compensation

Back 28

death of spouse benefits

Front 29

to be a qualified benefits plan, a benefit cannot discriminate in favor of

Back 29

highly compensated employees

Front 30

to take unpaid family leave under the provision of the family and medical leave act, employees must meet all but one of the folloinwg

Back 30

have worked at least 15 hours per week

Front 31

which of the following is not typically a factor used to determine retirement benefit levels of employees under a defined benefit retirement plan

Back 31

number of dependents

Front 32

the family and medical leave of 1993 requires all but one of the following

Back 32

maintenance of all benefits, including vacations and pensions.

Front 33

the highest level of child care provision is

Back 33

providing child care at o near the worksite

Front 34

which type of retiree benefits plan is excluded from the rule issued under financial accounting statement

Back 34

pensions

Front 35

survey information on competitors' benefits packages and information on benefits costs a re available through all but one of the following sources.

Back 35

PBGC

Front 36

which of the following is not a type of defined contribution pension plan

Back 36

a gainsharing plan

Front 37

which one if any of the following is an "active" wellness program

Back 37

outreach, follow-up programs

Front 38

which one of the following is not true of workers' compensation

Back 38

employees are covered under the "no-fault" provision regardless of their behavior

Front 39

COBRA

Back 39

requires employers to permit employees to extend their health insurance coverage at group rates for up to months following a qualifying event, such as a layoff.

Front 40

PPos differ from HMOs in all but one of the following

Back 40

PPOs are less expensive plans than HMOs

Front 41

from which source do most retirees receive most of their retirement income

Back 41

social security

Front 42

which of the following does not help explain why it is less expensive for groups versus individuals to purchase many benefits

Back 42

ERISA rules provide favorable tax treatment for large groups.

Front 43

Which of the following statements concerning the pension benefit guaranty corporation is not true

Back 43

it promises a specific benefit level for employees upon retirement

Front 44

the law that specifies that employees with disabilities must have "equal access to whatever health insurance coverage the employer provides other employees" is

Back 44

ADA

Front 45

adverse selection can be controlled by all but one fo the following employer actions.

Back 45

restricting certain employees from selecting certain benefits options.

Front 46

which of the following is not characteristic of employee wellness programs

Back 46

the programs tend to be quite costly

Front 47

the workers' compensation cost to an employer is based on all of the following except

Back 47

the employer's profitability

Front 48

which of the following is not generally a characteristics of sick leave programs

Back 48

they are based on a "use it or lose it," no-accumulation policy.

Front 49

what percentage of U.S. workers are eligible for paid family leave in the U.S.

Back 49

5%

Front 50

while the number of mandatory days of vacation in Western europe is 30 most U.S>

Back 50

10 days

Front 51

which of the following was not an amendment to the SS act of 1935

Back 51

estate insurance

Front 52

workers are eligible for unemployment benefits if they

Back 52

have been working for at least 52 weeks

Front 53

survey information on competitors' benefits packages and information on benefits costs are available through all but one of the following source

Back 53

PBGC

Front 54

which one of the following employee benefits represented the greates percentage of total payroll to employers

Back 54

medical and other insurance.

Front 55

employers use of increased deductibles, coinsurance payments, policy exclusions and limitations and establishment of maximum benefits are examples of which of the following

Back 55

plan design

Front 56

___ plan do 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

Back 56

defined contribution

Front 57

which of the following is not a characteristic of a health maintenance organization (HMO)

Back 57

employee selection of preferred physicians

Front 58

which of the following is not a unique aspect of benefits as part of total compensation

Back 58

they are more liquid than wages and salaries

Front 59

which one of the following is true of defined contribution plans

Back 59

they are more prevalent in smaller than larger companies

Front 60

which of the following is true defined contribution plans

Back 60

they are more prevalent in smaller than larger companies

Front 61

Which of the following statements about flexible spending accounts is not true?

Back 61

they can only be used for dependent-care expenses

Front 62

skill-based and competency-based approaches have all but one of the following potential disadvantages. name the exception

Back 62

decreased worker flexibility

Front 63

an example of a typical compensable factor is

Back 63

working conditions

Front 64

the crowding hypothesis as related to aspects of pay determination responsible for difference between male and female pay argues that

Back 64

women were historically restricted to entering a small number of occupations.

Front 65

implications of the equity theory for managing employee compensation include all but one of the following

Back 65

employees look at the intrinsic aspect of their work when making pay evaluation.