Explore key aspects of health and accident insurance in the workplace through this quiz. Topics include COBRA eligibility, the impact of pre-existing conditions on new insurance, and the benefits of Section 125 Plans. Essential for understanding employee rights and insurance mechanics.
Member's claims history
Member's current age
Member's pre-existing condition
Member' part-time employment status
Rate this question:
20
30
40
50
Rate this question:
It would be considered taxable income to the employee
The employee would not be allowed to an HSA
The employer would pay payroll tax and FICA on the contribution amount
The employer would not be allowed to deduct the contribution from the employee's pay
Rate this question:
April 1
April 6
May 15
May 30
Rate this question:
Permit creditors the ability to require that coverage be purchased through insurers of their choice
Provide permanent protection
Help pay off existing loans during periods of disability
Not permit free choice of coverage selection
Rate this question:
Master policy
Certificate of coverage
Provisional policy
Document of coverage
Rate this question:
Be less extensive and premium cannot exceed 102%
Be the same and the premium cannot exceed 102%
Be more extensive and the premium cannot exceed 102%
Be the same as well as the premium
Rate this question:
Stock ownership
Irrevocable beneficiary status
Policy ownership
Collateral assignment
Rate this question:
Entire contract
Master policy
Certificate of coverage
Employer contract
Rate this question:
Employer
Employee
Producer
Sponsor
Rate this question:
Presumptive disability provision
Absolute accidental provision
Accidental death benefit provision
Accidental bodily injury provision
Rate this question:
Death
Sickness
Disability
Liability
Rate this question:
Death due to illness
Injury due to accident
Death due to accident
Dismemberment
Rate this question:
Allows the secondary payor to reduce their benefit payments so no more than 100% of the claim is paid
Allows both a group health plan and individual health plan to coordinate their benefit payments
Allows the deductible to be spread out between all the health providers
Allows each health provider to pay 100% of the claim
Rate this question:
Avoid overpayment of claims
Reduce out-of-pocket costs
Reduce adverse selection
Lower the cost of premiums
Rate this question:
Costs that exceed 7 1/2 % of AGI
Costs that exceed 10% of AGI
100% of costs
No deduction permitted
Rate this question:
Is issued a policy
Is issued a certificate of medical costs
Does not contract directly with the insurance company
Is not subject to medical underwriting
Rate this question:
Is eligible for coverage upon hire
Must wait 360 days to be eligible for coverage
Must continue coverage with the previous employer
Is eligible for only health insurance, not life or dental insurance
Rate this question:
When a change of management has occurred within the group
When the annual number of claims has increased by 25%
When contribution or participation rules have been violated
When group participation has increased by 25%
Rate this question:
Contributory
Indemnity
Estoppel
Subrogation
Rate this question:
The amount contributed by the employer
The amount contributed by the owner
The underlying account investments used
The medical expenses paid for by the HSA
Rate this question:
TPA
Employees
Adminstrative Services Organization
Employer
Rate this question:
Employee has no tax liability
40% of the benefit
60% of the benefit
100% of the benefit
Rate this question:
Eyeglass frames
The examination
Contact lenses
Lasik surgery
Rate this question:
Full-time employee
Temporary employee
Business owner
Partner in a partnership
Rate this question:
Key Employee in a C-Corp
Highly Compensated Employee in an S-Corp
An C-Corp Owner with a greater than 2% share
An S-Corp Owner with a greater than 2% share
Rate this question:
Hospital
Employee
Employer
Employee's creditors
Rate this question:
Partially taxable income
Non-taxable income
Taxable income
Conditionally taxable income
Rate this question:
Enlistment period
Sign-up period
Probationary period
Enrollment period
Rate this question:
He's not eligible for Medicare
His group health plan and Medicare pay 50/50
Medicare is the secondary payer
Medicare is the primary payer
Rate this question:
Human resource department
Employer
Insured employee
Insurance company
Rate this question:
$100
$250
$500
$1,000
Rate this question:
Former dependent of employee no longer of dependent status
Terminated employee
Divorced spouse of employee
A covered employee is terminated for gross misconduct
Rate this question:
Disability overhead policy
Business continuation policy
Disability buy-sell policy
Business overhead expense policy
Rate this question:
Quiz Review Timeline (Updated): Mar 21, 2023 +
Our quizzes are rigorously reviewed, monitored and continuously updated by our expert board to maintain accuracy, relevance, and timeliness.
Wait!
Here's an interesting quiz for you.