Question : 61. What percentage of U.S. workers eligible for paid family leave : 1250930

61. What percentage of U.S. workers are eligible for paid family leave in the United States? 
A. 5 percent
B. 15 percent
C. 25 percent
D. 45 percent

Paid family leave remains rare in the United States (fewer than 5 percent are eligible for paid leave, despite some state laws).

62. The Family and Medical Leave Act of 1993 provides all but one of the following. Name the exception. 
A. Up to 12 weeks of unpaid leave after childbirth or adoption
B. The same or a comparable job to the individual upon his or her return
C. Up to 12 weeks of unpaid leave to care for a seriously ill parent, spouse, or child
D. Maintenance of all benefits, including vacations and pensions

The Family and Medical Leave Act requires organizations to provide as much as 12 weeks of unpaid leave after childbirth or adoption; to care for a seriously ill child, spouse, or parent; or for an employee’s own serious illness. Employees are guaranteed the same or a comparable job on their return to work.

63. To take unpaid family leave under the provisions of the Family and Medical Leave Act, employees must meet all but one of the following. Name the exception. 
A. Have worked for an employer with 50 or more employees within a 75-mile radius
B. Have worked at least 15 hours per week
C. Have worked for the employer for one year or more
D. Not be among the top 10 percent of highest paid executives

Employees who work under 25 hours per week are not covered.

64. The Pregnancy Discrimination Act of 1978 requires employers 
A. to offer disability plans with pregnancy-related coverage.
B. that offer disability plans to treat pregnancy as they would any other disability.
C. to provide up to six weeks of paid leave to either parent upon the birth of a child.
D. to provide up to six weeks of unpaid leave to either parent upon the birth of a child.

The Pregnancy Discrimination Act of 1978 requires employers that offer disability plans to treat pregnancy as they would any other disability.

65. The highest level of child care provision is 
A. providing vouchers or discounts for employees to use at existing child care facilities.
B. providing child care at or near the worksite.
C. supplying information about the cost and quality of available child care.
D. referring employees to websites and phone numbers of child care facilities in the area.

The lowest level of involvement is when an organization supplies and helps employees collect information about the cost and quality of available child care. At the next level, organizations provide vouchers or discounts for employees to use at existing child care facilities. At the highest level, firms provide child care at or near their worksites.

66. Survey information on competitors’ benefits packages and information on benefits costs are available through all but one of the following sources. Name the exception. 
A. Private consultants
B. The PBGC
C. The Bureau of Labor Statistics (BLS)
D. The U.S. Chamber of Commerce

The Pension Benefit Guaranty Corporation (PBGC) is an agency that guarantees to pay employees a basic retirement benefit in the event that financial difficulties force a company to terminate or reduce employee pension benefits.

67. Which of the following benefits is the most likely target for cost control by employees? 
A. Life insurance benefits
B. Medical benefits
C. Unemployment insurance benefits
D. Social Security benefits

Medical benefits constitute the biggest portion of employee benefits. Its cost are substantial and they are expected to grow further.

68. Which of the following is not a characteristic of a health maintenance organization (HMO)? 
A. A focus on preventive medicine
B. Provision of benefits on a prepaid basis
C. Employee selection of preferred physicians
D. Payment of physicians on a salary basis

HMOs focus on preventive medicine, provide benefits on a prepaid basis and pay physicians a flat salary.

69. Employer use of increased deductibles, coinsurance payments, policy exclusions and limitations, and establishment of maximum benefits are examples of which of the following types of managed-care efforts? 
A. Alternative funding methods
B. Plan design
C. Claims review
D. External cost-control systems

Plan design has been to shift costs to employees through the use of deductibles, coinsurance, exclusions and limitations, and maximum benefits.

70. PPOs differ from HMOs in all but one of the following ways. Name the exception. 
A. PPOs provide benefits on a reduced-fee, per-call basis rather than on a prepaid basis.
B. Employees are not required to use only preselected plan service providers, as they are in HMOs.
C. PPOs are less expensive plans than HMOs.
D. PPOs have more in common with traditional fee-for-service plans than do HMOs.

PPOs are more expensive than HMOs.