B1 Sample Questions Answers

Appropriate study time does not count as hours worked regardless of the educational level of the training program.

No training time is considered hours worked even if it is a condition of employment, since the employee is free to leave the company.

Only educational programs focused on remedial education (up to eighth grade) can be excluded from the 40-hr criteria for time and a half.

Even when the training is required, as long as the classes are outside working time and not on company property, they are not hours worked.

The most that the member will be liable for in relation to co-insurance

The maximum the plan will pay if the member is covered by another insurance plan

The limit the member will be required to pay at each doctor visit

The lifetime limit for benefits to any one employee   

There is no promise of a specific benefit at retirement.

Individual accounts must be maintained for each participant.

They are often integrated with government-sponsored programs.

Employees are at risk for financial resources.   

Stock/share options

Stock/share grants

Restricted stock/shares

Performance units   

Make it easier to enforce the Equal Pay Act

Make the regulations covered under Title VII of the Civil Rights Act of 1964 more strict

Eliminate the potential conflict between Title VII and EPA

Prohibit gender-based discrimination

There is a decreasing number of females in the workforce.

Employees are expressing a greater desire for choice in their benefits.

Employees have longer career expectations.

Decreasing costs are causing growth in the numbers of benefits employers offer.   

Investors and Finance want to see money spent wisely. Legal must ensure compliance, and HR and operating departments want to see their needs taken into account to attract, retain and motivate a high quality workforce.

Operating departments and HR understand the company must live within its means and Finance cannot allocate funds to a budget if it is likely that profitability will be adversely affected.

Investors want to maximize gains and want to see compensation tightly controlled and Legal needs to ensure that compensation plans do not attract undue scrutiny.

Operating departments view compensation as it applies to them, HR must balance available resources to attract, retain and motivate employees and Finance knows the value of a motivated workforce and will provide the budget necessary to achieve it.

Pay for time not worked

Hourly pay

Bonuses

Piece rate   

Job descriptions must be written to ensure they cover the critical functions of the job

Companies should determine pay based on physical skills

Companies must conduct pre-employment medical exams on all new employees

Special promotion requirements must be developed for the disabled employee

The change in working capital over a specific period of time, typically one year

A company’s efficiency in converting short-term capital into cash

A company’s mean capital expenditure per employee

The amount of cash needed to meet the company’s short-term obligations

What the take-home pay will be

How their pay compares to co-workers

How the company sets compensation budgets

How the company makes pay decisions that affect them

Information on common management processes

The consequences of various disciplinary measures

Individual salary rates of employees in their department

The Equal Employment Opportunity Commission

The Wage and Hour Division of the Department of Labor

The National Civil Rights Commission

The Office of Federal Contract Compliance

Variable costs decrease

Fixed costs decrease

Variable costs increase and consume a higher percent of revenue

Fixed costs remain the same and consume a lower percent of revenue

Focus on negative issues first, such as compensation costs exceeding budget, to get their attention

Provide a wide range of facts and figures. With their high level of responsibility, executives must have all the data before they can make informed decisions.

Assume they have little knowledge of the issue and make a detailed presentation leading up to the purpose of the meeting.

Recommend a solution that will solve the issue and explain why it is the best solution available.

Limiting spending to a fixed percentage of organizational revenue

Making choices about spending based on expectations of performance

Increasing profitability of the business annually to maximize shareholder/owner value

Complying with local legislation and maintaining accurate records to prepare financial reports and tax documents

Compiling data needed to calculate salary budgets and merit increases

Identifying trends and key messages emerging over time

Reviewing historical trends to complete annual budgets

Providing quarterly incentive estimates for accruals

Americans with Disabilities Act

Vocational Rehabilitation Act

Civil Rights Act of 1991

Age Discrimination in Employment Act

Defined benefit plan

Death benefits

Defined contribution plan

Vision plan   

Salary

Piece rate

Hourly rate

Commissions   

The employer maintains a wage disparity between employees who do unequal, but comparable work.

He or she is paid less than employees who are not members of the same protected group.

He or she receives a lower wage than a co-worker of the opposite sex.

In the methods and processes used to make pay decisions

In the details of their individual compensation packages

In the overall program objectives

In the differences in pay levels for the different levels of the organization

To control annual fixed costs from base pay adjustments

To elevate employees who are below the midpoint in the range

To reward employees under short-term incentive plans

To make up for benefits not provided by the organization