Title: Because health care coverage is one of the most expensive benefits employers provide, many employers ... Post by: lauracecii93 on Mar 3, 2018 Because health care coverage is one of the most expensive benefits employers provide, many employers are trying to cut costs. What are some strategies for minimizing costs associated with employee health care?
What will be an ideal response? Question 2 As an HR manager, you need to control costs associated with unemployment insurance. What are steps you can take to protect your employer from paying unemployment claims for employees who were dismissed for inadequate performance? What will be an ideal response? Question 3 What policy issues must employers address when developing benefit plans? What federal laws influence employers' pension and health plans? Indicate whether this statement is true or false. Question 4 Disability insurance provides income protection for salary loss due to illness or accident. Indicate whether this statement is true or false. Question 5 Employers are prohibited from inquiring about an applicant's past workers' compensation history by the Americans with Disabilities Act. Indicate whether this statement is true or false. Question 6 For individuals born in 1960 or later, the full retirement age for non-discounted Social Security benefits is ________. A) 62 B) 65 C) 67 D) 70 Question 7 The Medicare Modernization Act allows employers to establish tax-free health savings accounts. Indicate whether this statement is true or false. Title: Because health care coverage is one of the most expensive benefits employers provide, many employers ... Post by: sdfasdf789 on Mar 3, 2018 Answer: Employers are endeavoring to rein in health-care costs. Most cost-control efforts should start by instituting methods for measuring and auditing health-care costs. One survey found that although the industry standard for percentage of claims errors is 3, the actual percentage of claims with errors was about 6.3. Several possible strategies include wellness programs, on-site primary care, retaining cost containment specialists, offering health savings accounts, high deductible plans, defined contribution health insurance plans, and accountable care organizations (ACO). Answer: Keep a documented history of lateness, absence, and warning notices Warn chronically late employees before discharging them Have a policy that three days' absence without calling is reason for automatic discharge Request a doctor's note on return to work after absence Make written approval for personal leave mandatory Stipulate date for return to work from leave Obtain a signed resignation statement Mail job abandonment letters if an employee fails to return on time following a leave Document all instances of poor performance Require supervisors to document the steps taken to remedy the situation File the protest against a former employee's unemployment claim on time Use proper terminology on claim form and attach documented evidence regarding separation Attend hearings and appeal unwarranted claim Check every claim against the individual's personnel file Routinely conduct exit interviews to produce information for protesting unemployment claims Answer: In developing benefit plans, employers must address numerous policy issues including 1) what benefits to offer; 2) who receives coverage; 3) whether to include retirees in the plan; 4) whether to deny benefits to employees during the initial probationary periods; 5) how to finance benefits; 6) the degree of employee choice in determining benefits; 7) cost-containment procedures; and 8) how to communicate benefits options to employees. COBRA, ERISA, FMLA, HIPAA, and the ADA have significant impacts on employers' pension and health plans. Answer: TRUE Answer: TRUE Answer: C Answer: TRUE Title: Because health care coverage is one of the most expensive benefits employers provide, many employers ... Post by: lauracecii93 on Mar 3, 2018 Now I'm convinced to ask more questions :)
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