Human Resource Help. A+++ Paper, Original Work, No Plagiarism Please. APA Format. 4-6 BODY PAGES, Intro, Abstract, Body, Conclusion, Reference Page

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Question 1: Who is entitled to unemployment insurance, and who is not?

Answer 1: By definition, unemployment insurance provides benefits if a person is unable to work through some fault other than his or her own. It is paid from a payroll tax in most states. Strictly speaking, a worker fired for cause is not eligible, since that is through their own fault, although an employee who is laid off is eligible.

Question 2: Discuss merit pay and the potential issues when it is used as an incentive.

Answer 2: Merit pay is a salary increase that is awarded to an employee based on his or her individual performance. It becomes part of the employee’s base pay. Bonus payments are one-time payments that do not become part of base pay. There are several potential issues associated with merit pay. First, the effect of awarding pay raises across the board (without regard to individual merit) may actually detract from performance. Second, supervisors tend to minimize the differences in employee performance when computing merit raises. They give most employees about the same raise, either because of a reluctance to alienate some employees or because of a desire to give everyone a raise that will at least help them stay even with the cost of living. Third, almost every employee thinks he or she is an above-average performer, so getting a below-average merit increase can be demoralizing.

Question 3: How does workers' compensation function? How do employers try to control the cost of claims?

Answer 3: Workers' compensation is a state-provided benefit that provides income and medical benefits to work-related accident victims or their dependents, regardless of fault. Employers attempt to control the cost of claims by screening out accident-prone workers, reducing accident-causing conditions, and instituting safety and health programs that comply with government safety standards.

Question 4: Explain the difference between medical insurance and the Consolidated Omnibus Budget Reconciliation Act (COBRA), and under what circumstances an individual is entitled to each.

Answer 4: Health, hospitalization insurance, and disability insurance helps protect against hospitalization costs and the loss of income arising from off-the- job accidents or illness. They are generally offered to current employees, sometimes with an employee paying a portion of the cost. COBRA requires

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most private employers to continue to make health benefits available to terminated or retired employees and their families for a period of time, generally 18 months. The former employee must pay for the coverage, as well as a small fee for administrative costs.

Question 5: What is the purpose of an employee assistance plan?

Answer 5: An employee assistance plan is a formal employer program for providing employees with counseling or treatment programs for problems such as alcoholism, gambling, or stress. One study found that personal mental health was the most common problem addressed by employee assistance programs, followed by family problems.

Question 6: Describe the differences between Social Security and pension plans and how the Employee Retirement Income Social Security Act (ERISA) of 1974 affected each.

Answer 6: ERISA is a law that pension rights be vested and protected by a government agency. When an employee is vested, this means that the employee has some pension benefits at a specified time in the future. Social Security, on the other hand, provides income benefits only when individuals are over age 62, and it is dependent on how much they have contributed. Social Security also provides survivor’s benefits and disability payments.