CEBS GBA 1 PRACTICE EXAM 2026
NEWEST ACTUAL EXAM COMPLETE 400+ QUESTIONS
WITH DETAILED VERIFIED ANSWERS (100% CORRECT
ANSWERS) / ALREADY GRADED A+
TABLE OF CONTENTS
SECTION 1: WELLNESS PROGRAMS AND HEALTHCARE LEGISLATION
Questions 1-50
SECTION 2: RETIREMENT PLANS AND ERISA FIDUCIARY REQUIREMENTS
Questions 51-80
SECTION 3: EMPLOYEE BENEFITS TAXATION AND TAX-ADVANTAGED ACCOUNTS
Questions 81-110
SECTION 4: PHARMACY BENEFIT MANAGEMENT, DISABILITY, LIFE, AND EAPs
Questions 111-140
SECTION 5: COBRA ADMINISTRATION, HIPAA PRIVACY, AND COMPLIANCE
Questions 141-180
SECTION 6: PLAN MERGERS, ACQUISITIONS, SUCCESSOR PLANS, AND MULTIEMPLOYER PLANS
Questions 181-210
SECTION 7: WORKERS' COMPENSATION, HEALTH PLAN AUDITS, AND NON-DISCRIMINATION
TESTING
Questions 211-240
SECTION 8: MENTAL HEALTH PARITY, PHARMACY BENEFITS, RETIREE HEALTH, AND FUTURE
TRENDS
Questions 241-280
SECTION 9: ERISA LITIGATION, ENFORCEMENT, STATE MANDATES, AND BENEFITS
TECHNOLOGY
Questions 281-310
1
,SECTION 10: EMPLOYEE COMMUNICATIONS, VESTING, STATE MANDATES, AND EMERGING
TRENDS
Questions 311-340
SECTION 11: MERGERS & ACQUISITIONS, PLAN TERMINATIONS, COMPLIANCE, AND
INTERNATIONAL BENEFITS
Questions 341-360
SECTION 12: ESOPs, EXECUTIVE COMPENSATION, FIDUCIARY INSURANCE, ERISA
PREEMPTION, AND LITIGATION
Questions 361-380
SECTION 13: BENEFITS GOVERNANCE, PLAN DOCUMENTS, COMMUNICATIONS, TECHNOLOGY,
AND FINAL REVIEW
Questions 381-400
2
,SECTION 1: WELLNESS PROGRAMS AND HEALTHCARE LEGISLATION
1
A workplace wellness law that prohibits discrimination by group health plans based on an
individual's health status, but allows for premium or cost-sharing discounts based on one's
health status in certain circumstances.
A) HIPAA
B) ERISA
C) ADA
D) GINA
CORRECT ANSWER: B) ERISA
RATIONALE: The Employee Retirement Income Security Act (ERISA) of 1974, as amended,
establishes minimum standards for private sector employee benefit plans, including group
health plans. ERISA Section 702 prohibits group health plans from discriminating against
individuals based on health status, medical condition, claims experience, or genetic
information. However, ERISA permits group health plans to vary premiums or cost-sharing
amounts based on an individual's health status if the variation is part of a bona fide wellness
program that meets specific regulatory requirements. This creates a careful balance between
protecting participants from discrimination while encouraging healthy behaviors through
financial incentives. ERISA's anti-discrimination provisions apply to self-insured plans that are
not subject to state insurance laws, making it a critical piece of legislation for benefits
professionals. While HIPAA also contains nondiscrimination provisions, ERISA is the primary law
governing plan operations and the specific statutory authority for wellness program incentives.
The ADA focuses on disability discrimination, and GINA addresses genetic information, making
ERISA the correct answer for this specific wellness program context.
2
A law that prohibits employment discrimination based on health status and forbids employers
from inquiring about workers' health status, but allows this if part of a voluntary wellness
program.
A) ADA
B) GINA
C) HIPAA
D) FMLA
3
, CORRECT ANSWER: A) ADA
RATIONALE: The Americans with Disabilities Act (ADA) of 1990, particularly Title I, prohibits
employers with 15 or more employees from discriminating against qualified individuals with
disabilities in all employment practices, including hiring, firing, compensation, and benefits. The
ADA strictly limits employers' ability to make disability-related inquiries or require medical
examinations of employees, as these could lead to discrimination against individuals with actual
or perceived disabilities. Under the ADA Amendments Act of 2008, the definition of disability
was broadened, further expanding protection for individuals with conditions such as diabetes,
epilepsy, and mental health disorders. However, the ADA explicitly permits employers to
conduct medical examinations and make inquiries as part of a voluntary wellness program,
provided that participation is truly voluntary and that any medical information collected is kept
confidential and maintained in separate medical files apart from general personnel records.
This exception allows employers to offer health risk assessments, biometric screenings, and
disease management programs without violating the ADA, as long as participation is not
mandatory and employees do not face adverse employment actions for declining to participate.
The Equal Employment Opportunity Commission (EEOC) enforces the ADA and has issued
specific regulations addressing the intersection of wellness programs and ADA compliance,
including rules on the maximum allowable incentives for wellness program participation.
3
This act amended ERISA to permit group health plans to adopt wellness program incentives that
adjust a person's group health plan premiums or cost-sharing based on health status.
A) HIPAA
B) MHPAEA
C) ACA
D) COBRA
CORRECT ANSWER: C) ACA
RATIONALE: The Patient Protection and Affordable Care Act (ACA) of 2010, signed into law by
President Obama, made significant amendments to ERISA, the Public Health Service Act, and
the Internal Revenue Code. Specifically, Section 2705 of the Public Health Service Act, as
incorporated into ERISA, amended existing wellness program provisions to expand the
allowable incentives for health-contingent wellness programs. Prior to the ACA, wellness
program incentives were limited to a maximum of 20% of the total cost of coverage for health-
contingent wellness programs. The ACA increased this maximum to 30% of the total cost of
coverage, and further authorized the Secretaries of Health and Human Services, Labor, and
Treasury to increase this limit to up to 50% if they determined appropriate based on evidence
4
NEWEST ACTUAL EXAM COMPLETE 400+ QUESTIONS
WITH DETAILED VERIFIED ANSWERS (100% CORRECT
ANSWERS) / ALREADY GRADED A+
TABLE OF CONTENTS
SECTION 1: WELLNESS PROGRAMS AND HEALTHCARE LEGISLATION
Questions 1-50
SECTION 2: RETIREMENT PLANS AND ERISA FIDUCIARY REQUIREMENTS
Questions 51-80
SECTION 3: EMPLOYEE BENEFITS TAXATION AND TAX-ADVANTAGED ACCOUNTS
Questions 81-110
SECTION 4: PHARMACY BENEFIT MANAGEMENT, DISABILITY, LIFE, AND EAPs
Questions 111-140
SECTION 5: COBRA ADMINISTRATION, HIPAA PRIVACY, AND COMPLIANCE
Questions 141-180
SECTION 6: PLAN MERGERS, ACQUISITIONS, SUCCESSOR PLANS, AND MULTIEMPLOYER PLANS
Questions 181-210
SECTION 7: WORKERS' COMPENSATION, HEALTH PLAN AUDITS, AND NON-DISCRIMINATION
TESTING
Questions 211-240
SECTION 8: MENTAL HEALTH PARITY, PHARMACY BENEFITS, RETIREE HEALTH, AND FUTURE
TRENDS
Questions 241-280
SECTION 9: ERISA LITIGATION, ENFORCEMENT, STATE MANDATES, AND BENEFITS
TECHNOLOGY
Questions 281-310
1
,SECTION 10: EMPLOYEE COMMUNICATIONS, VESTING, STATE MANDATES, AND EMERGING
TRENDS
Questions 311-340
SECTION 11: MERGERS & ACQUISITIONS, PLAN TERMINATIONS, COMPLIANCE, AND
INTERNATIONAL BENEFITS
Questions 341-360
SECTION 12: ESOPs, EXECUTIVE COMPENSATION, FIDUCIARY INSURANCE, ERISA
PREEMPTION, AND LITIGATION
Questions 361-380
SECTION 13: BENEFITS GOVERNANCE, PLAN DOCUMENTS, COMMUNICATIONS, TECHNOLOGY,
AND FINAL REVIEW
Questions 381-400
2
,SECTION 1: WELLNESS PROGRAMS AND HEALTHCARE LEGISLATION
1
A workplace wellness law that prohibits discrimination by group health plans based on an
individual's health status, but allows for premium or cost-sharing discounts based on one's
health status in certain circumstances.
A) HIPAA
B) ERISA
C) ADA
D) GINA
CORRECT ANSWER: B) ERISA
RATIONALE: The Employee Retirement Income Security Act (ERISA) of 1974, as amended,
establishes minimum standards for private sector employee benefit plans, including group
health plans. ERISA Section 702 prohibits group health plans from discriminating against
individuals based on health status, medical condition, claims experience, or genetic
information. However, ERISA permits group health plans to vary premiums or cost-sharing
amounts based on an individual's health status if the variation is part of a bona fide wellness
program that meets specific regulatory requirements. This creates a careful balance between
protecting participants from discrimination while encouraging healthy behaviors through
financial incentives. ERISA's anti-discrimination provisions apply to self-insured plans that are
not subject to state insurance laws, making it a critical piece of legislation for benefits
professionals. While HIPAA also contains nondiscrimination provisions, ERISA is the primary law
governing plan operations and the specific statutory authority for wellness program incentives.
The ADA focuses on disability discrimination, and GINA addresses genetic information, making
ERISA the correct answer for this specific wellness program context.
2
A law that prohibits employment discrimination based on health status and forbids employers
from inquiring about workers' health status, but allows this if part of a voluntary wellness
program.
A) ADA
B) GINA
C) HIPAA
D) FMLA
3
, CORRECT ANSWER: A) ADA
RATIONALE: The Americans with Disabilities Act (ADA) of 1990, particularly Title I, prohibits
employers with 15 or more employees from discriminating against qualified individuals with
disabilities in all employment practices, including hiring, firing, compensation, and benefits. The
ADA strictly limits employers' ability to make disability-related inquiries or require medical
examinations of employees, as these could lead to discrimination against individuals with actual
or perceived disabilities. Under the ADA Amendments Act of 2008, the definition of disability
was broadened, further expanding protection for individuals with conditions such as diabetes,
epilepsy, and mental health disorders. However, the ADA explicitly permits employers to
conduct medical examinations and make inquiries as part of a voluntary wellness program,
provided that participation is truly voluntary and that any medical information collected is kept
confidential and maintained in separate medical files apart from general personnel records.
This exception allows employers to offer health risk assessments, biometric screenings, and
disease management programs without violating the ADA, as long as participation is not
mandatory and employees do not face adverse employment actions for declining to participate.
The Equal Employment Opportunity Commission (EEOC) enforces the ADA and has issued
specific regulations addressing the intersection of wellness programs and ADA compliance,
including rules on the maximum allowable incentives for wellness program participation.
3
This act amended ERISA to permit group health plans to adopt wellness program incentives that
adjust a person's group health plan premiums or cost-sharing based on health status.
A) HIPAA
B) MHPAEA
C) ACA
D) COBRA
CORRECT ANSWER: C) ACA
RATIONALE: The Patient Protection and Affordable Care Act (ACA) of 2010, signed into law by
President Obama, made significant amendments to ERISA, the Public Health Service Act, and
the Internal Revenue Code. Specifically, Section 2705 of the Public Health Service Act, as
incorporated into ERISA, amended existing wellness program provisions to expand the
allowable incentives for health-contingent wellness programs. Prior to the ACA, wellness
program incentives were limited to a maximum of 20% of the total cost of coverage for health-
contingent wellness programs. The ACA increased this maximum to 30% of the total cost of
coverage, and further authorized the Secretaries of Health and Human Services, Labor, and
Treasury to increase this limit to up to 50% if they determined appropriate based on evidence
4
