This quiz is a culmination of everything we have covered in the course so far- Benefits Pre-setup Medical, Dental Vision FSA/HSA/HRA STD/LTD Basic Life/ Voluntary Life Deferred Comp
Nothing. Any deduction code will work with your Medical Plan.
Your whole benefit plan is shot. Start over.
Your deduction codes will not appear on your Medical Plan.
You deduction codes will duplicate on your Medical Plan.
EBN will not work. They won’t be able to see the extract.
COBRA integration will fail.
You will not be able to send ACH or check payments to the Third Party.
All of the above.
Figuring out what Benefit Type to use.
Determining which Deduction code to use.
Deciding if it is Pre-tax or Post tax.
Gathering all the information you need to set it up.
True
False
True
False
Used to determine when the new rates will appear on the payroll.
Difficult to determine for bi-weekly payrolls
Will change FSA and HSA amounts if the field is switched back and forth.
All of the above.
FSA Med & Dependent Care
HDHP, Limited FSA & HSA
FSA & HRA
FSA Dependent Care only
HRA’s are employee funded
HRA’s are offered as a stand-alone plan
HRA’s are not COBRA eligible
HRA COBRA is to be offered 2 ways: Medical + HRA premium & Medical premium only
FSA
HSA
Medical Plan
401k Plan
True
False
You do not use a rate multiplier with the Covered Benefit calculation.
The Straight Salary calculation does not reduce the monthly amount by the Covered Benefit percentage.
None. There is no difference.
Simple. Decide yourself which way it should be calculated.
The plan is calculated on straight salary.
The stated max is below $5,000.00 for LTD and $500.00 for STD.
The client is using eBN services.
The max coverage is not provided to you.
Taxable benefit on any amount of Basic Life insurance above 50k.
Any company paid life insurance.
The EEs in a group or class.
None of the above.
True
False
True
False
Forced percentage enrollments need it.
Eligible Wage Plan matches need it.
A blank enrollment record is needed to make the straight deductions work.
All of the above.
True
False
You must use a payment option of ACH Payment or Combined Check so the funds from all EEs will go together in a lump sum.
There is a concern with using the third party payee for a Deferred Comp plan that the funds will get to the carrier before the data and they will be rejected because the carrier does not know how to disburse them.
There is no pre-note ability with Third Party ACH payment, so you have to make sure you get the account number correct the first time.
When you put the Third Party in the Provider field, it will send the funds to the Deferred Comp carrier.
EE must meet each and every filter criteria to be eligible.
An “Or” Statement. EE needs only qualify with one filter to be eligible.
Havoc. Do not do that.
Nothing. You cannot put filters on an Eligibility Rule.
What is the Probationary Period associated with this benefit?
What are your Eligibility Rules?
What classes do you have for this benefit?
What is the EE’s hire date?
Can be chosen in increments of coverage.
They are usually based on salary.
Disability plans can be age banded or flat rates.
Must always be 100% ER paid.
The client might decide to use eBN or COBRA someday.
These blank columns will show nothing in a report if pulled.
Some things won’t calculate if you leave them blank.
All of the above.
True
False
True
False
EE Tobacco Use, EE Gender and EE Age
Dependent Tobacco Use, EE Gender and Dependent Age
EE Tobacco Use and Dependent Age
EE Tobacco Use, Dependent Tobacco Use and Age
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