CEBS GBA 1 Practice Exam Questions
With Correct Answers
A |prescription |drug |rebate |occurs |when: |- |ANSWER✔✔✔-There |is |an |agreement |between |a |
pharmacy |benefit |manager |and |a |drug |manufacturer.
The |concept |designed |to |make |victims |of |losses |whole |again |reflect |the |principle |of: |- |
ANSWER✔✔✔-Indemnification
The |design |of |any |employee |benefit |plan |should |start |with |deciding: |- |ANSWER✔✔✔-What |
are |the |overall |objectives |of |the |plan.
A |peril |as |the |term |applies |to |the |insurance |mechanism |is |defined |as: |- |ANSWER✔✔✔-The |
cause |of |loss
A |healthcare |plan |that |has |no |restrictions |on |a |member's |choice |of |provider, |no |"steerage," |
and |no |basic |utilization |management |is |known |as: |- |ANSWER✔✔✔-Indemnity |plan
The |legislation |that |plays |a |fundamentally |important |role |in |protecting |sensitive |patient |
information |gathered |during |behavioral |treatment |is: |- |ANSWER✔✔✔-Health |Insurance |
Portability |and |Accountability |Act |(HIPAA)
A |dental |plan |in |which |certain |procedures |are |reimbursed |on |a |scheduled |basis |and |others |are
|reimbursed |on |a |nonscheduled |basis |is |called |a(n): |- |ANSWER✔✔✔-Combination |plan
,Regarding |return |on |investment |(ROI) |evaluations |and |calculations, |ROI |evaluations |usually: |- |
ANSWER✔✔✔-Only |consider |the |payback |for |the |investor |in |terms |of |the |money |they |get |
back |for |the |money |they |put |in.
A |behavioral |health |care |carve-out |program |usually |operates |under |a |separate |contract |and |
from |a |separate |company |known |as: |- |ANSWER✔✔✔-a |Managed |Behavioral |Health |Care |
Organization |(MBHO)
There |can |be |great |variability |in |employer |spending |to |sponsor |a |workplace |wellness |program.
|The |cost |of |these |programs |per |employee |per |year |typically |ranges |from: |- |ANSWER✔✔✔-$0-
$450
Regarding |employee |benefit |planning, |the |functional |approach |is: |- |ANSWER✔✔✔-Compatible
|with |both |the |compensation/service |oriented |benefit |philosophy |and |the |needs-oriented |
benefit |philosophy
The |landmark |"Inland |Steel |Case" |had |extreme |importance |because |it: |- |ANSWER✔✔✔-Stated
|the |employer |had |the |duty |to |bargain |in |good |faith |over |wages |which |also |included |insurance
|and |fringe |benefits
Money |forfeited |by |employees |under |the |use-it-or-lose-it |rule |in |cafeteria |plans |is |called |an |
experience |gain. |These |experience |gains |may |not |be: |- |ANSWER✔✔✔-Returned |to |the |
employees |who |incurred |the |forfeitures. |
They |may |be:
- |retained |by |the |employer
- |used |to |reduce |admin |expenses |
- |used |to |reduce |employer's |required |salary |reduction |amounts
- |donated |to |charity
,Numerous |studies |have |examined |the |effectiveness |of |workplace |wellness |programs |in |
promoting |health |or |preventing |disease. |How |effective |are |they |proven |to |be |based |on |the |
studies? |- |ANSWER✔✔✔-These |programs |have |had |limited |evidence |of |their |effectiveness.
Generally |in |a |premium |conversion |cafeteria |plan: |- |ANSWER✔✔✔-There |are |no |employer |
contributions.
The |"managed |care |backlash" |of |the |late |1990s |created |significant |growth |in |which |of |the |
following |types |of |health |care |organizations? |- |ANSWER✔✔✔-Preferred |Provider |
Organizations |(PPOs)
For |a |cafeteria |plan |to |be |afforded |favorable |tax |treatment, |the |plan |must |allow |participants |
to |choose |between |how |many |benefits |consisting |of |cash |(or |a |taxable |benefit |that |is |treated |
as |cash) |and |qualified |benefits? |- |ANSWER✔✔✔-Two |or |more
The |maximum |annual |contribution |that |can |be |made |to |a |health |savings |account |(HSA) |is: |- |
ANSWER✔✔✔-A |flat |dollar |amount |for |individuals |and |a |flat |dollar |amount |for |families
When |a |participant |of |a |cafeteria |plan |makes |a |one-time |election |on |coverage |that |stays |in |
force |from |plan |year |to |plan |year |unless |the |participant |elects |to |make |a |change |during |the |
applicable |election |period, |it |is |referred |to |as |a(n): |- |ANSWER✔✔✔-Evergreen |election
Which |risk-handling |techniques |are |being |used |by |a |firm |that |decides |to |not |produce |a |
dangerous |chemical, |to |purchase |insurance |with |a |$10,000 |deductible |on |its |assets |and |to |
install |a |fire |sprinkler |system |throughout |the |plant? |- |ANSWER✔✔✔-Avoidance, |retention, |
insurance |and |control
Which |of |the |following |statements |regarding |dental |care |and |the |ACA |is |correct?
- |Dental |care |is |not |an |essential |benefit |for |adults |in |the |ACA
- |The |ACA |requires |dental |coverage |for |all |children
, - |Dental |coverage |is |required |by |the |ADA |only |if |health |coverage |is |provided |under |a |self-
insured/self-administered |plan
- |The |ACA |requires |comprehensive |dental |care |for |adults |and |children
- |The |ACA |excludes |all |dental |care |benefits |- |ANSWER✔✔✔-Dental |care |is |not |an |essential |
benefit |for |adults |in |the |ACA
A |mechanism |by |which |one |attempts |to |prevent |or |reduce |the |probability |of |a |loss |taking |
place |or |to |reduce |the |severity |of |the |loss |if |it |does |take |place |is |referred |to |as: |- |
ANSWER✔✔✔-Control
Benefits |for |so-called |lifestyle |drugs |are: |- |ANSWER✔✔✔-Typically |excluded |from |employer |
plans.
Which |of |the |following |statements |regarding |workplace |wellness |programs |is |correct?
- |A |workplace |wellness |program |should |be |designed |to |target |the |most |fitness-conscious |
employees.
- |Workplace |wellness |programs |are |used |almost |exclusively |by |large |employers. |
- |The |most |significant |drivers |of |cost |of |workplace |wellness |programs |are |incentives, |
equipment |and |outside |service |providers.
- |Health |screenings |known |as |health |risk |assessments |(HRAs) |are |prohibited |if |used |in |
conjunction |with |workplace |wellness |programs
- |Biometric |testing |for |workplace |wellness |programs |must |be |conducted |by |qualified |
physicians. |- |ANSWER✔✔✔-The |most |significant |drivers |of |cost |of |workplace |wellness |
programs |are |incentives, |equipment |and |outside |service |providers.
Which |of |the |following |statements |regarding |managed |behavioral |health |organizations |
(MBHOs) |and |administrative |services |only |(ASO) |arrangements |is |correct?
- |ASOs |are |especially |effective |for |small |employers
- |ASOs |are |sometimes |referred |to |as |"fully |insured" |plans
- |An |ASO |transfers |the |financial |risk |of |health |care |costs |to |an |insurance |company
With Correct Answers
A |prescription |drug |rebate |occurs |when: |- |ANSWER✔✔✔-There |is |an |agreement |between |a |
pharmacy |benefit |manager |and |a |drug |manufacturer.
The |concept |designed |to |make |victims |of |losses |whole |again |reflect |the |principle |of: |- |
ANSWER✔✔✔-Indemnification
The |design |of |any |employee |benefit |plan |should |start |with |deciding: |- |ANSWER✔✔✔-What |
are |the |overall |objectives |of |the |plan.
A |peril |as |the |term |applies |to |the |insurance |mechanism |is |defined |as: |- |ANSWER✔✔✔-The |
cause |of |loss
A |healthcare |plan |that |has |no |restrictions |on |a |member's |choice |of |provider, |no |"steerage," |
and |no |basic |utilization |management |is |known |as: |- |ANSWER✔✔✔-Indemnity |plan
The |legislation |that |plays |a |fundamentally |important |role |in |protecting |sensitive |patient |
information |gathered |during |behavioral |treatment |is: |- |ANSWER✔✔✔-Health |Insurance |
Portability |and |Accountability |Act |(HIPAA)
A |dental |plan |in |which |certain |procedures |are |reimbursed |on |a |scheduled |basis |and |others |are
|reimbursed |on |a |nonscheduled |basis |is |called |a(n): |- |ANSWER✔✔✔-Combination |plan
,Regarding |return |on |investment |(ROI) |evaluations |and |calculations, |ROI |evaluations |usually: |- |
ANSWER✔✔✔-Only |consider |the |payback |for |the |investor |in |terms |of |the |money |they |get |
back |for |the |money |they |put |in.
A |behavioral |health |care |carve-out |program |usually |operates |under |a |separate |contract |and |
from |a |separate |company |known |as: |- |ANSWER✔✔✔-a |Managed |Behavioral |Health |Care |
Organization |(MBHO)
There |can |be |great |variability |in |employer |spending |to |sponsor |a |workplace |wellness |program.
|The |cost |of |these |programs |per |employee |per |year |typically |ranges |from: |- |ANSWER✔✔✔-$0-
$450
Regarding |employee |benefit |planning, |the |functional |approach |is: |- |ANSWER✔✔✔-Compatible
|with |both |the |compensation/service |oriented |benefit |philosophy |and |the |needs-oriented |
benefit |philosophy
The |landmark |"Inland |Steel |Case" |had |extreme |importance |because |it: |- |ANSWER✔✔✔-Stated
|the |employer |had |the |duty |to |bargain |in |good |faith |over |wages |which |also |included |insurance
|and |fringe |benefits
Money |forfeited |by |employees |under |the |use-it-or-lose-it |rule |in |cafeteria |plans |is |called |an |
experience |gain. |These |experience |gains |may |not |be: |- |ANSWER✔✔✔-Returned |to |the |
employees |who |incurred |the |forfeitures. |
They |may |be:
- |retained |by |the |employer
- |used |to |reduce |admin |expenses |
- |used |to |reduce |employer's |required |salary |reduction |amounts
- |donated |to |charity
,Numerous |studies |have |examined |the |effectiveness |of |workplace |wellness |programs |in |
promoting |health |or |preventing |disease. |How |effective |are |they |proven |to |be |based |on |the |
studies? |- |ANSWER✔✔✔-These |programs |have |had |limited |evidence |of |their |effectiveness.
Generally |in |a |premium |conversion |cafeteria |plan: |- |ANSWER✔✔✔-There |are |no |employer |
contributions.
The |"managed |care |backlash" |of |the |late |1990s |created |significant |growth |in |which |of |the |
following |types |of |health |care |organizations? |- |ANSWER✔✔✔-Preferred |Provider |
Organizations |(PPOs)
For |a |cafeteria |plan |to |be |afforded |favorable |tax |treatment, |the |plan |must |allow |participants |
to |choose |between |how |many |benefits |consisting |of |cash |(or |a |taxable |benefit |that |is |treated |
as |cash) |and |qualified |benefits? |- |ANSWER✔✔✔-Two |or |more
The |maximum |annual |contribution |that |can |be |made |to |a |health |savings |account |(HSA) |is: |- |
ANSWER✔✔✔-A |flat |dollar |amount |for |individuals |and |a |flat |dollar |amount |for |families
When |a |participant |of |a |cafeteria |plan |makes |a |one-time |election |on |coverage |that |stays |in |
force |from |plan |year |to |plan |year |unless |the |participant |elects |to |make |a |change |during |the |
applicable |election |period, |it |is |referred |to |as |a(n): |- |ANSWER✔✔✔-Evergreen |election
Which |risk-handling |techniques |are |being |used |by |a |firm |that |decides |to |not |produce |a |
dangerous |chemical, |to |purchase |insurance |with |a |$10,000 |deductible |on |its |assets |and |to |
install |a |fire |sprinkler |system |throughout |the |plant? |- |ANSWER✔✔✔-Avoidance, |retention, |
insurance |and |control
Which |of |the |following |statements |regarding |dental |care |and |the |ACA |is |correct?
- |Dental |care |is |not |an |essential |benefit |for |adults |in |the |ACA
- |The |ACA |requires |dental |coverage |for |all |children
, - |Dental |coverage |is |required |by |the |ADA |only |if |health |coverage |is |provided |under |a |self-
insured/self-administered |plan
- |The |ACA |requires |comprehensive |dental |care |for |adults |and |children
- |The |ACA |excludes |all |dental |care |benefits |- |ANSWER✔✔✔-Dental |care |is |not |an |essential |
benefit |for |adults |in |the |ACA
A |mechanism |by |which |one |attempts |to |prevent |or |reduce |the |probability |of |a |loss |taking |
place |or |to |reduce |the |severity |of |the |loss |if |it |does |take |place |is |referred |to |as: |- |
ANSWER✔✔✔-Control
Benefits |for |so-called |lifestyle |drugs |are: |- |ANSWER✔✔✔-Typically |excluded |from |employer |
plans.
Which |of |the |following |statements |regarding |workplace |wellness |programs |is |correct?
- |A |workplace |wellness |program |should |be |designed |to |target |the |most |fitness-conscious |
employees.
- |Workplace |wellness |programs |are |used |almost |exclusively |by |large |employers. |
- |The |most |significant |drivers |of |cost |of |workplace |wellness |programs |are |incentives, |
equipment |and |outside |service |providers.
- |Health |screenings |known |as |health |risk |assessments |(HRAs) |are |prohibited |if |used |in |
conjunction |with |workplace |wellness |programs
- |Biometric |testing |for |workplace |wellness |programs |must |be |conducted |by |qualified |
physicians. |- |ANSWER✔✔✔-The |most |significant |drivers |of |cost |of |workplace |wellness |
programs |are |incentives, |equipment |and |outside |service |providers.
Which |of |the |following |statements |regarding |managed |behavioral |health |organizations |
(MBHOs) |and |administrative |services |only |(ASO) |arrangements |is |correct?
- |ASOs |are |especially |effective |for |small |employers
- |ASOs |are |sometimes |referred |to |as |"fully |insured" |plans
- |An |ASO |transfers |the |financial |risk |of |health |care |costs |to |an |insurance |company
