Support of Work-Life Integration: Cultural Issues Facing
the Employer
WORK/LIFE STRATEGY GAME
This game is used with permission from Towers Perrin. Joanne Harney is thanked for her
efforts in helping Professor Kossek get approval to use the game in the book: Managing
Human Resources in the 21st Century: From Core Concepts to Strategic Choices, edited
by Ellen Kossek and Richard Block. South-Western College Publishing 2000.
OBJECTIVE
To accumulate the highest monetary value by the end of the Game. Value is accrued by
answering WORK/LIFE and MANAGEMENT questions correctly and purchasing
work/life programs most related to the organization’s business needs and strategy, as well
as by chance, as revealed in NEWSFLASH and MEMO cards. Dollars not invested by
the end of play contribute to total value.
START
1. Divide the class into teams that fit the size of your class section. (In a class of about
35 I have about 5 teams of 7, but the teams could be larger if each time the team
roles a dice a different member has to answer the question.) All teams place their
markers on the GO square
2. Each team starts with $300,000, an Organization Profile, and a Scoreboard to plan
their strategy and record purchases.
3. Using its Organization Profile, each team decides on a strategy for acquiring
programs, ranking its top six (6) priorities on the Scorecard.
4. Each team rolls the die to determine who goes first (highest roll). (Instructors will
need to bring a die and markers to accompany these game materials. The Work/Life,
News Flash, Memo and Management materials in this file need to cut into cards.
Running off the materials on cardboard is preferred. The money needs to be run off
and cut into dollars on colored paper like Monopoly money. Each student should
receive a scoreboard. Each team should receive a profile. The gameboard should be
enlarged to be the size of a regular gameboard.
PLAY
The team with the highest roll rolls again and moves that number of squares clockwise on
the board. Turns proceed clockwise. The team to the left of the team in play (or the
Facilitator) reads the relevant card. More than one team can occupy a square.

WORK/LIFE and MANAGEMENT cards: Read the question and multi-choice
options to the team in play. They have two minutes after hearing the question to
discuss the options and select their answer. Team discussions should be public so
all players can listen and learn. After a team answers, the team to the left reads
the correct answer and consequences, which the team in play follows.

NEWSFLASH and MEMO cards: Simply read out the card and the consequences.
Consequences for landing on WORK/LIFE, MANAGEMENT, and MEMO squares
apply only to the team landing on the square. Consequences for landing on
NEWSFLASH squared apply to every team in the Game.

BUY square: Team may purchase any one program at cost.

GO square: Landing on GO is treated as a NEWSFLASH square. Teams landing
on, or passing, GO collect $50,000.

Trading or Selling Programs: At the beginning of each team’s turn, that team may
trade, sell, or buy a program from another team.
END
At the close of play the Facilitator will give each team its Bonus card (Do not show the
bonus cards to the students until the end of the game. Use the score card to record your
points. Add: 1) the face value of each program purchased; 2) bonus points for purchasing
any of the Organization’s bonus programs (bonus points are equal to the value of the
bonus program, doubling the value of any bonus programs; and 3) cash on hand. The
team with the most points (dollars) wins the Game.
Note: Duplicate programs do NOT count in the scoring and must be traded for other
programs
or
sold
during
the
Game.
Work/Life Program Definitions
Fostering Physical and Mental Fitness
Employee Assistance Program (EAP) – Confidential service that employees call for counseling on family problems,
substance abuse, stress, and other personal concerns.
Fitness and Health Program – On-site fitness center and wellness services to maintain health through exercise and
prevent illness through early detection and educational programs.
Helping Employees Take Care of Dependents
Adoption Assistance Program – Financial assistance to offset the cost of adoption. Resource and referral
information services available to assist employees in adoption counseling, planning, and obtaining information.
Child Care Resource and Referral Service- Confidential service that employees call to locate child care programs
and services in their communities, and to obtain information about quality care and normal developmental
problems.
Dependent Care Reimbursement and Subsidy Account – Benefit that enables employees to pay certain child care
and/or elder care expenses with pre-tax dollars, and includes an employer contribution.
Domestic Partner Benefits – Medical, dental, optical, life, bereavement, and FMLA benefits provided for domestic
partners.
Elder Care Resources and Referral Service – Confidential service that employees call to locate elder care programs
and services in their communities, and to obtain information about quality care and normal aging problems.
Regular and Backup Child Care Program – On or near-site child care programs that provide care for employees’
children under six years old; before and after school programs that provide care for employees’ school age children.
Backup or emergency care is provided when regular arrangements are not available, for example, if schools are
closed or regular caregivers are not available.
Flexibility/Helping Employees Save Time
Alternative Work Arrangements Program – Work schedules which provide employees control over when and where
they work. Includes flextime (flexibility in starting and ending time); part-time work; job sharing (two employees
share one job); compressed work week (employees work the same number of hours in fewer days), and work-athome.
Business Travel Program – Benefit offered to ease burdens associated with business travel. Benefits include
frequent flier miles, compensatory time for time spent on traveling, paid long distance calls to home, paid dry
cleaning while on travel, additional pay for weekend travel, paid airline club membership, and paid travel expenses
for spouse.
Concierge Service – On-or off-site service the employees can use for conveniences, such as dinners-to-go, dry
cleaning, chore services, ticket purchasing, etc.
Paid Time Off Program – Benefit in which all the employee’s time off is put in a “bank”. Employees decide when
to take vacation, sick time and personal time.
Financial Support
Financial Services – Onsite ATM, general financial planning, retirement planning, access to credit bureau reports,
investment option program, emergency loans, direct deposit, payroll deductions, educational assistance.
Life Cycle Account – Benefit that allows employee an annual choice of employer-funded benefits that meet their
individual needs. Eligibility for specific benefits is determined by length of service. Each employee has a lifetime
account with a yearly limit.
Relocation Package – Services and financial assistance that help families manage relocation; includes home search,
mortgage assistance, and spousal job search assistance.
Creating the Right Environment
Education and Manager Training Program – Information for executives and managers on how to support
employees in achieving a work/life balance through sensitivity and flexibility in implementing corporate policies.
Scorecard
Company Name:______________________
Program
Cost
Physical and Mental Fitness
Employee Assistance Program (EAP)
Fitness and Health Program
Dependent Care
Adoption Assistance Program
Child Care Resource and Referral Service
Regular and Backup Child Care Program
Elder Care Resource and Referral Service
Domestic Partner Benefits
Dependent Care Reimbursement and
Subsidy Account
Priority
Program
Bought
Bonus
Amount
$100,000
$150,000
$50,000
$100,000
$150,000
$100,000
$50,000
$50,000
Flexibility/Helping Employees Save Time
Alternative Work Arrangements Program
Business Travel Program
Concierge Services
Paid Time Off Program
Financial Support
Financial Services
Life Cycle Account
Relocation Package
Creating the Right Environment
Education and Manager Training Program
$50,000
$100,000
$50,000
$50,000
$100,000
$100,000
$150,000
$100,000
a) Total Value of Programs
b) Dollars in Hand
c) Final Total (a+b)
Total
Value
Game Pieces
Gotham City Dept.
of Trans.
Fireproof
Insurance
Neutrino Gas
and Electric
Runway Airlines
Lure-me-in.com
Tortoise TeleCommunications
Hot Tamale
Mexican Restaurants
Channel Surf
Ad Agency
Cybernet Computer
Knowledge
College
Cash Cow
Investments
Feel Better
Health
Print on green paper
Gotham City
Transport
St. Anguish
Health
Pompeii
Insurance
Tofu
To Go
Arugula
Computer
Zaxajax
Pharmaceuticals
Ostrich
Investments
Bonus Points Cards
Zaxajax Pharmaceuticals Bonus Points Card
Bonus Points for:
 Education and Management Training
 Child Care Resource and Referral
 Elder Care Resource and Referral
 Dependent Care Reimbursement and Subsidy Program
 EAP
 Fitness and health program
Runway Airlines Bonus Points Card
Bonus Points for:
 Relocation Package
 Education and Management Training
 Life Cycle Account
 Fitness and Health Program
 Dependent Care Reimbursement and Subsidy Program
 Paid Time Off Program
Pompeii Insurance Bonus Points Card
Bonus Points for:
 Alternative Work Arrangements
 Child Care Resource and Referral
 Elder Care Resource and Referral
 Regular and Back Up Child Care
 Dependent Care Reimbursement and Subsidy Program
 Paid Time Off Program
Ostrich Investments
Bonus Points for:
 Concierge Services
 Alternative Work Arrangements
 Regular and Back Up Child Care
 Fitness and Health Program
 Education and Manager Training Program
 Paid Time Off
Gotham City Government- Department of Transport Bonus
Points Card
Bonus Points for:
 Child Care Resource And Referral
 Elder Care Resource and Referral
 Life Cycle Account
 Fitness and Health Program
 Dependent Care Reimbursement and Subsidy Program
 EAP
Tofu to Go Bonus Points Card
Bonus Points for:
 Relocation Package
 Dependent Care Reimbursement and Subsidy Account
 Life Cycle Account
 Regular and Back Up Child Care
 Child Care Resource and Referral
 Paid Time Off
St. Anguish Health, Inc. Bonus Points Card
Bonus Points for:
 Regular and Back Up Child Care Program
 Education and Management Training
 Child Care Resource and Referral Program
 Fitness and Heath Program
 EAP
 Paid Time Off
Argula Computer Bonus Points Card
Bonus Points for:
 Regular and Back Up Child Care
 Alternative Work Arrangements Program
 Concierge Services
 Fitness and Heath Program
 EAP
 Paid Time Off
Knowledge College Bonus Points Card
Bonus Points for:
 Child Care Resource and Referral
 Education and Management Training
 Regular and Back Up Child Care
 Fitness and Health Program
 Elder Care Resource and Referral
 EAP
Neutrino Gas and Electric Bonus Points Card
Bonus Points for:
 Dependent Care Reimbursement and Subsidy Account
 Child Care Resource and Referral
 Elder Care Resource and Referral
 Fitness and Health Program
 Education and Manager Training Program
 EAP
Tortoise Telecommunications Bonus Points Card
Bonus Points for:
 Elder Care Resource and Referral Services
 Regular and Child Care Back Up Program
 Child Care Resource and Referral
 Fitness and Heath Program
 Dependent Care Reimbursement and Subsidy Program
 Paid Time Off
Channel Surf Advertising Agency Bonus Points Card
Bonus Points for:
 Concierge Services
 Education and Management Training
 Alternative Work Arrangements
 Fitness and Heath Program
 EAP
 Paid Time Off
Cash Cow Investments Bonus Points Card
Bonus Points for:
 Concierge Services
 Alternative Work Arrangements
 Regular or Back Up Child Care
 Fitness and Health Programs
 Education and Manager Training Program
 Paid Time Off
Cybernet Computer Bonus Points Card
Bonus Points for:
 Regular and Backup Child Care
 Alternative Work Arrangments Program
 Concierge Services
 Fitness and Health Program
 EAP
 Paid Time Off
Feel Better Health, Inc. Bonus Points Card
Bonus Points for:
 Regular and Back Up Child Care Program
 Education and Management Training
 Child Care Resource and Referral Program
 Fitness and Health Program
 EAP
 Paid Time Off
Fireproof Insurance Bonus Points Card
Bonus Points for:
 Alternative Work Arrangements
 Financial Services Plan
 Elder Care Resource and Referral
 Regular and Back Up Child Care
 Dependent Care Reimbursement and Subsidy Program
 Paid Time Off Program
Hot Tamale Mexican Restaurants Bonus Points Card
Bonus Points for:
 Relocation Package
 Dependent Care Reimbursement and Subsidy Account
 Life Cycle Account
 Regular and Backup Child Care
 Child Care Resource and Referral
 Business Travel Program
lure-me-in.com Bonus Points Card
Bonus Points for:
 Education and Management Training
 Domestic Partner Benefits
 Elder Care Resource and Referral
 Dependent Care Reimbursement and Subsidy Program
 EAP
 Concierge Service
Ostrich Investments
National brokerage company and pension fund manager
Key business and Human Resources Issues:
 Attract top talent, including more women
 Retain top talent, avoid employee burnout
 Increase market share by designing innovative products
Needs Assessment
Demographics:
Number of Employees: 20,000
Female: 42%
Male: 58%
Average Age: 38
Average Length of Service: 3 years
Average Earnings: $42,000
Employees with wage earning spouse: 52%
Single Employees: 25%
Employees with Children under the Age of 16: 16%
Single Parents: 8%
Employees with Elder Care or Disabled Adult Needs: 3%
Three Top Employee Work/Life Issues
 Stress; danger of burnout, no time for personal needs
 Flexibility in working arrangement
 Employees with children need coverage when working extended hours
Zazajaz Pharmaceuticals
Pharmaceutical company with innovative neurological drugs
Key Business and Human Resource Issues:




Meeting more competitive prices
Greater cost control demands
Need to form strong alliances
Redundancy of sales reps
Needs Assessment
Demographics:
Number of Employees: 12,000
Female: 40%
Male: 60%
Average Age: 39
Average Length of Service: 8 years
Average Earnings: $30,000
Employees with wage earning spouse: 50%
Single Employees: 25%
Employees with Children under the Age of 16: 25%
Single Parents: 10%
Employees with Elder Care or Disabled Adult Needs: 20%
Three Top Employee Work/Life Issues:
 Top overworked; increased job instability
 Help with dependent care
 More caring management
Pompeii Insurance
General insurance covering life and property/casualty
Key Business and Human Resource Issues:
 Sales, sales, sales, sales, sales
 Lower turnover
 Increase productivity; reduce turn-around time of claims payment
Needs Assessment
Demographic:
Number of Employees: 35,000
Female: 70%
Male: 30%
Average Age: 32
Average Length of Service: 5 years
Average Earnings: $27,000
Employees with wage earning spouse: 45%
Single Employee: 20%
Employees with Children under the Age of 16: 25%
Single Parents: 15%
Employees with Elder Care or Disabled Adult Needs: 20%
Three Top Employee Work/Life Issues:
 Need care for children and elders
 Help paying for care
 More flexibility in work schedules and locations
Gotham City Government—
Department of Transport
Interborough city bus and subway transportation – local government unit
Key Business and Human resource Issues:
 Need to reduce accidents
 Need to operate within a tight budget
 Bolster reputation for service excellence
Needs Assessment
Demographics:
Number of Employees: 6,000
Female: 10%
Male: 90%
Average Age: 40
Average Length of Service: 14 years
Average Earnings: 46,000
Employees with wage earning spouse: 60%
Single Employees: 20%
Employees with Children under the Age of 16: 40%
Single Parents: 12%
Employees with Elder Care or Disabled Adult Needs: 25%
Three Top Employee Work/Life Issues
 Care for children and elders
 Financial and retirement planning
 Stress
Tofu To Go
Health fast-food chain, going national
Key Business and Human Resource Issues:




Balancing employee retention and employee costs
Expand the business by opening new locations nationally
Keep expenses, including employee pay, down
Recruiting a skilled, motivated work force with proximity to stores
Needs Assessment
Demographic:
Number of Employees: 20,000
Female: 65%
Male: 35%
Average Age: 28
Average Length of Service: 2 years
Average Earnings: 18,000
Employees with wage earning spouse: 30%
Single Employees: 50%
Employees with Children under the Age of 16: 15%
Single Parents: 12%
Employees with Elder Care or Disabled Adult Needs: 10%
Three Top Employee Work/Life Issues:
 Child care costs are a major concern
 Managers not willing to relocate
 Younger employees want more educational opportunities and greater
benefits flexibility
St. Anguish Health, Inc.
General hospital, multi-location within one metropolitan area
Key Business and Human Resources Issues:
 Response to manages care; contract with the primary care and
affiliation with referral sources
 Falling reimbursements causing need to lower costs dramatically
 Decrease rate of turnover, especially at professional level
 Need to recruit physicians and key nurse positions from distant major
cities
Assessment Needs
Demographics:
Number of Employees: 5,000
Female: 75%
Male: 25%
Average Age: 35
Average Length of Service: 7 years
Average Earnings: 30,000
Employees with wage earning spouse: 50%
Single Employees: 40%
Employees with Children under the Age of 16: 25%
Single Parents: 12%
Employees with Elder Care or Disabled Adult Needs: 8%
Three Top Employee Work/Life Issues:
 Need for quality child care
 Supervisors are not sensitive to Work/Life needs
 Need to reduce high levels of stress
Argula Computer
Personal computer manufacturer, middle tier
Key Business and Human Resource Issues:
 Retain current work force
 Provide stimulating and challenging work for new product developers
 Position company and products as innovative
Needs Assessment
Demographics:
Number of Employees: 15,000
Female: 50%
Male: 50%
Average Age: 34
Average Length of Service: 4 years
Average Earnings: $49,000
Employees with wage earning spouse: 45%
Single Employees: 45%
Employees with Children under the Age of 16: 15%
Single Parents: 8%
Employees with Elder Care or Disabled Adult Needs: 10%
Three Top Employees Work/Life Issues:
 Reduce stress and burnout; provide more time-saving amenities at
work site
 Unreliable dependent care arrangements
 More flexibility in work hours and locations
Runway Airlines
A new national airline with low cost and fast service
Key Business and Human Resource Issues:
 Provide high frequency service with emphasis on low cost operations
 Friendlier service in the air (and at the gate) to diffuse “no frills”
service image
 Connecting strategy offering national service
Needs Assessment
Demographics:
Number of Employees: 10,000
Female: 50%
Male: 50%
Average Age: 30
Average Length of Service: 5 years
Average Earnings: $25,000
Employees with wage earning spouse: 30%
Single Employees: 50%
Employees with Children under the Age of 16: 10%
Single Parents: 5%
Employees with Elder Care or Disabled Adult Needs: 18%
Three Top Employee Work/Life Issues:
 Flexibility of benefits
 Opportunities around the country
 Less stress desired
Knowledge College
Private College, one location within metropolitan area
Key Business and Human Resource Issues:
 Attract a full spectrum of the nation’s talent, including women and
minorities, for the student, faculty, and staff populations
 Boost the motivation and productivity of faculty at all levels while
streamlining the curriculum
 Reengineer administrative and support functions to control costs and
bolster service quality
Needs Assessment
Demographics:
Number of Employees: 3,000
Female: 60%
Male: 40%
Average Age: 39
Average Length of Service: 12 years
Average Earnings: $45,000
Employees with wage earning spouse: 60%
Single Employees: 30%
Employees with Children under the Age of 16: 35%
Three Top Employee Work/Life Issues:
 Need for quality child care
 Help finding care for elders
 Low morale and stress
Neutrino Gas and Electric
A diversified regional utility company
Key Business and Human Resources Issues:
 Reduce costs without compromise to safety and the environment
 Reorient employees from a regulated focus to a customer focus
 Develop better understanding of profitability of various customer
segments
Needs Assessment
Demographics:
Number of Employees: 7,000
Female: 21%
Male: 79%
Average Age: 42
Average Length of Service: 15 years
Average Earnings: $40,000
Employees with wage earning spouse: 55%
Single Employees: 30%
Employees with Children under the Age of 16: 15%
Single Parents: 8%
Employees with Elder Care or Disabled Needs: 21%
Three Top Employee Work/Life Issues:
 Time loss because of few affordable child care options
 Help finding care for elders
 Help coping with stress and change in what was a stable industry
Pompeii Insurance
General insurance covering life and property/casualty
Key Business and Human Resource Issues:
 Rationalize scope of business activities (product lines and geographic
presence) to improve focus on core business
 Increase agent retention
 Increase productivity; reduce turn-around time of claims payment
Needs Assessment
Demographics:
Number of Employees: 35,000
Female: 70%
Male: 30%
Average Age: 32
Average Length of Service 5 years
Average Earnings: $27,000
Employees with wage earning spouse: 45%
Single Employees: 20%
Employees with Children under the Age of 16: 25%
Single Parents: 15%
Employees with Elder Care or Disabled Adult Needs: 20%
Three Top Employee Work/Life Issues:
 Need care for children and elders
 Help paying for care
 More flexibility in work schedule and locations
Tortoise Telecommunications
A large regional telephone company with cellular and publishing interests.
Key Business and Human Resource Issues:
 More competitive, more innovative, stronger customer service
orientation
 Ability to deal with diverse technologies linked to customer needs
 Ability to partner and work with outsiders
Needs Assessment
Demographics:
Number of Employees: 30,000
Female: 25%
Male: 75%
Average Age: 40
Average Length of Service: 15 years
Average Earnings: $42,000
Employees with wage earning spouse: 60%
Single Employees: 25%
Employees with Children under the Age of 16: 16%
Single Parents: 10%
Employees with Elder Care or Disabled Adult Needs: 24%
Three Top Employee Work/Life Issues:
 Help dealing with elders
 Less stress wanted
 Inexpensive child care needs
Channel Surf
Advertising Agency
National ad agency focused on Fortune 500 clients
Key Business and Human Resource Issues:
 Immediate response to client needs
 Fresh, creative talent is key to success
 Have to work well as a broad, multidisciplinary team
Needs Assessment
Demographics:
Number of Employees: 12,000
Female: 45%
Male: 55%
Average Age: 31
Average Length of Service: 6 years
Average Earnings: $55,000
Employees with wage earning spouse: 45%
Single Employees: 40%
Employees with Children under the Age of 16: 12%
Single Parents: 4%
Employees with Elder Care or Disabled Adult Needs: 5%
Three Top Employee Work/Life Issues:
 Work long and unpredictable hours—very stressful
 Unhappy with managers’ lack of understanding
 No time to get chores done
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Regular & Backup
Child Care Program
$150,000
Education &
Manager Training
$100,000
Elder Care
Resource and
Referral
$100,000
Elder Care
Resource and
Referral
$100,000
Fitness and Health
Program
$150,000
Alternative Work
Arrangements
$50,000
Relocation
Package
$50,000
Life Cycle
Account
$100,000
Education and
Manager Training
$100,000
Dependent Care
Reimbursement &
Subsidy Program
$50,000
Life Cycle
Account
$100,000
Relocation
Package
$50,000
Employee
Assistance Program
(EPA)
$100,000
Alternative Work
Arrangements
$50,000
Education and
Manager Training
$100,000
Regular & Backup
Child Care Program
$150,000
Dependent Care
Reimbursement &
Subsidy Program
$50,000
Dependent Care
Reimbursement &
Subsidy Program
$50,000
Education &
Manager Training
$100,000
Employee
Assistance Program
(EPA)
$100,000
Concierge
Service
$50,000
MANAGEMENT CARD
Question 1
To help an employee with his or her difficulty managing work and family responsibilities what is
the first thing a manager should do?
a.
Draw from the experience of other employees with similar issues to help solve the problem.
b.
Listen, while encouraging the employee to describe the problem.
c.
Give the employee a copy explaining the arrangements are permitted and offer to help in
any way possible
b.
Listen. Listening is the first step toward coming up with a solution. Developing
listening skills is a key part of management training for implementing work/life
programs.
If correct, you may purchase—at 50% discount—an Education and Manager Training Program
(for $50,000) or receive $25,000 from the bank.
MANAGEMENT CARD
Question 2
Two employees have been sharing a job. One claims to be working more than her planned time
and assuming most of the responsibility for the work. What should the manager do?
a.
Observe both employees occasionally to see who is really working more.
b.
Meet with both employees to discuss concerns, clarify responsibilities and develop a plan
that both can agree to.
c.
Have an HR representative meet with them to solve the issues.
b. Meet with both employees. Job sharers often need help communicating, planning and
evaluating the plan. The managers ongoing input can help keep the arrangement running
smoothly. Developing skills to facilitate such a discussion is critical to effectively managing
flexible work arrangements.
If correct, you may purchase—at 50% discount—an Education and Manager Training Program
(for $50,000) or receive $25,000 from the bank. If you chose a or c you, you may purchase and
Education and Manager Training Program at cost.
MANAGEMENT CARD
Question 3
An employee’s elderly parent lives several hundred miles away and is seriously ill, but it appears
that death is not imminent. Should the supervisor allow the employee to take time to visit
although it is the busiest time of the year and the employee is leading a project with an imminent
deadline?
a.
Yes, refusal would set up a “no-win” situation.
b.
Yes, but tell him that this is an exception and he should make himself available for the next
time there’s a rush.
c.
No, but suggest he call the EAP or elder care resource and referral service.
a.
Yes. Employees need to feel they can respond to a family crisis. Denying the request
could create more stress for the employee and make him angry with the manager and
the organization and cause other employees to think the organization “doesn’t care.”
This could negative impact moral and productivity more then the absence of one
employee.
If correct you may purchase any program at a 50% discount or receive $20,000 from the bank.
Print
Management
Cards on
orange
paper
MANAGEMENT CARD
Question 4
A key sales representative had been planning to attend an important conference in another city.
The day before he is scheduled to leave, his three-year-old comes down with the chicken pox.
The employee says he wants to stay home with his child. What should you do?
a.
Find out if he has backup care at home. If he does, encourage him to attend the conference.
If he does not and cannot arrange care, get someone else to take his place.
b.
Work with him to arrange for someone else to go on his place.
c.
Tell him he has to go, and offer to provide paid backup childcare.
a.
Find out about backup care. If the employee feels comfortable that his child will be
cared for, encourage him to go.
If correct you may purchase at a 50% discount—an Education and Manager Training Program
(for $50,000), a Regular and Backup Child Care Program (for $75,000), or receive $25,000
from the bank. If you chose b, you may purchase either program at 20% discount (for $80,000 or
$120,000 respectively), or receive $10,000 from the bank
MANAGEMENT CARD
Question 5
You have an older employee who seems to be experiencing memory problems that are affecting
his work. He will be eligible for retirement in about a year. What should you do?
a.
Ask another employee to watch his work.
b.
Give him lighter work so he can continue work until retirement.
c.
Discuss your concern and encourage him to contact the EAP for assistance.
c. Discuss your concern and encourage him to contact the EAP for assistance. Be frank
with the employee so that he can get appropriate help early.
If correct, you may purchase—at a 50% discount—an Employee Assistance Program (for
$50,000) or receive $25,000 from the bank. If you chose b, you may purchase an Employee
Assistance Program at a 25% discount (for $75,000) or receive $10,000 from the bank.
MANAGEMENT CARD
Question 6
Your work group consists of one pregnant employee who has to make frequent doctor visits, one
employee with an aging mother who just broke her hip, and one who wants to study for a
doctorate. All of them want flexible schedules. What should you do?
a.
Draw up a rotating schedule so everyone gets a chance to work early or late.
b.
Let the group draw up a schedule for your approval, taking into account the coverage of
business demands.
c.
Tell them the department is too small for flextime, and they will have to cover their needs
with vacation days.
a.
Let the group draw up a schedule for your approval, taking into account the coverage
needed. The size of the work is not as important as their level of motivation, which will
be higher when they feel their needs outside the workplace are being met.
If correct, you may purchase—at 50% discount—an Alternative Work Arrangement Program
(for $25,000) or receive $10,000 from the bank. If you chose a or c, you may purchase an
Alternative Work Arrangement Program at cost.
MANAGEMENT CARD
Question 7
An employee who is an average performer wants to work at home one day a week. What should
you do?
a.
Deny the request. This is a discretionary program and not an entitlement, and is best uses as
a reward for high performance.
b.
Grant the request. The employee may prove to be more productive given the scheduling
option.
c.
Grant the request on condition that her work improves.
a.
Grant the request without condition. Experience has shown that working at home
makes many employees more productive. Since the employee wants to try a new way of
working, it is worth developing a work plan together that will encourage improvement.
You may have responsibility to monitor work output and can terminate the
arrangement if it is not working.
If correct, you may purchase—at 50% discount—an Alternative Work Arrangements Program
(for $25,000) or receive $10,000 from the bank.
MANAGEMET CARD
Question 8
Maria is your first choice for a sales position which requires travel 50% of the time. However,
she has a three- year- old child. Connie has no children and would be a good second to Maria.
Who should get the position?
a.
Maria
b.
Connie
c.
Maria, but only if she assures you that child care will not be a concern.
a.
Offer the position to Maria. A job candidate’s family situation is not relevant to the
selection decision, and if used as the determining factor, could be discriminatory. If
Maria declines, you may offer the job to Connie.
If correct, you may purchase any program at a 50% discount or receive $10,000 from the bank.
MANAGEMENT CARD
Question 9
Management training programs about work/life issues should emphasize:
a.
Treating employees equally regardless of their circumstances.
b.
The importance of using effective communication skills in handling work/life issues.
c.
The importance of always having a prepared answer if an employee asks for an unusual
arrangement.
a.
The importance of using effective communication skills in handling work/life issues.
Effective communication skills are central to implementing and gaining the advantages
of work/life programs. Employees should not be treated the same, as their needs are
different; they should, however, be treated fairly.
If correct, you may purchase—at a 50% discount—an Education and Manager Training
Program (for $50,000) or receive $20,000 from the bank.
MANAGEMENT CARD
Question 10
An employee comes to you saying he is stressed out after completing an intense project. What is
likely to be the most helpful to him regardless of employer?
a.
A “mental health” day off.
b.
A bonus
c.
The option to switch to an entirely different project.
a.
A “mental health” day off. Mental health days may be taken as part of paid time off or
a vacation day in recognition that people need some breathing space from intense work
and deadlines. Taking a day to rest mentally can reduce the chances of becoming sick
after an intense work period. A bonus is a reward for work well done, but it, or a new
project, would not alleviate the problem of stress.
If correct, you may purchase—at 40% discount—a Paid Time off Program (for $30,000), a
Fitness and Health Program (for $90,000), or receive $25,000 from the bank. If you chose b, you
may receive $10,000 from the bank.
MANAGEMENT CARD
Question 11
Your organization’s management is concerned that if they implement alternative work
arrangements, such as work-at-home, most employees will want them and this could disrupt
productivity. Is this a valid concern?
a.
Yes. When alternative work arrangements are implemented, it is difficult for managers to
handle so many employees on different schedules and in different locations.
b.
No. Only a small percentage of employees with the option actually like it.
c.
Maybe. There has not yet been research in this area.
a.
No. While a small percentage of eligible employees have actually opted for alternative
work arrangements, businesses are finding that the productivity gains and
administrative savings of at home workers and flexible schedules offer more
opportunities than disruptions. In the future people may telecommute to meet
changing business needs.
If correct, you may purchase—at a 50% discount—an Alternative Work Arrangements Program
(for $25,000) or receive $10,000 from the bank.
MANAGEMENT CARD
Question 12
A high-level and highly desirable prospective employee has told you that she is in the process of
adopting a child, and doesn’t know exactly when she may receive her new baby. What is the
most important point to make with her?
a.
Your organization’s dependent care reimbursement subsidy applies to adoptions.
b.
Your organization’s alternative work arrangements will allow for flexibility once she is
notified that the child is available.
c.
Your organization’s regular and backup child care program will be helpful.
b. Your organization’s alternative work arrangements will allow for flexibility once she has
the child. Choices a and c also apply to any child, but it is reassuring for the employee to
know that the company can accommodate the often uncertain timing of adoption that will
be most reassuring to her.
If correct, you may purchase—at 50% discount—an Alternative Work Arrangements Program
(for $25,000)and Education and Manager Training program (for $50,000), or receive $10,000
from the bank. If you chose a or c, you may purchase either programs at cost.
MANAGEMENT CARD
Question 13
An employee expecting a baby expresses the concern that if he/she takes advantage of the
Family and Medical Leave Act (FMLA), there will be bias limiting his/her future chances for
advancement in the organization. What should your response be?
a.
Acknowledge the concern, but reassure the employee that work record and commitment
upon return to work are what really count.
b.
Acknowledge the concern, and ask the employee to reassess whether it’s prudent to take
advantage of the FMLA at this point in his/her career.
c.
Suggest ways in which the employee could work part-time without resorting to leave.
a.
It is important to acknowledge the concern—which is widespread. Assure the person
that you look forward to his/her return and renewed commitment, and remind him/her
of your responsibility to ensure that taking a legally allowable leave is not used as a
criterion in making advancement decisions.
If correct, you may purchase any program at a 50% discount or receive $25,000 from the bank.
MANAGEMENT CARD
Question 14
An employee has been with you for less than one year but has accrued some paid time off. He
has injured his arm weightlifting and needs to have surgery. He will be off for about a week.
How do you handle this?
a.
b.
c.
a.
Have him use FMLA time and let him choose if he wants to use paid time off or
not.
Do not have him use FMLA time but have him use the paid time off that he has
accrued.
Tell him he can only have the day off for surgery and that you work with him and
his doctor to get him back to work.
Since this employee has not been employed with your company for one year, he
is .not eligible for FMLA. In this case, he should use his accrued paid time off.
If correct, you may purchase – at a 50% discount – a Paid Time Off Program (for $25,000), or
receive $15,000 from the bank.
MANAGEMENT CARD
Question 15
One of the managers in your area has informed you that he has AIDS and may require periodic
absences from work due to associated health problems. What is the first thing you should do?
a.
Contact the EAP for assistance in how to communicate with the staff about AIDS in the
workplace to overcome fears.
b.
Make sure your organization has an AIDS policy and that is has been communicated to
employees.
c.
Tell the manager to explain the situation to the staff.
a.
Make sure your organization has an AIDS policy and that it has been communicated to
employees. The manager should be treated as all other employees if he is not posing a
threat.
If correct, you may purchase—at a 50% discount—an Education and Manager Training
Program (for $50,000), purchase any program at a 25% discount, or receive $10,000 from the
back. If you chose a, you may purchase the above program at cost.
MANAGEMENT CARD
Question 16
You have observed a pattern increasingly abusive behavior directed at others in one of your
employees. He seems to be carrying a grudge about past incidents and has talked openly about
individuals “getting what’s coming to them.” How do you handle this?
a.
Advise the other employees to stay out of his way because of his potentially dangerous
behavior.
b.
Contact the EAP counselor for advice about approaching him without involving you and
anyone else in the department.
c.
Speak to him carefully, emphasizing that the company will continue to pay his benefits if he
chooses to take a leave of absence to rest.
b. Contact the EAP and alert those trained to handle such problems about the situation.
The employee will show many warning signs of someone who could lost control and move
from aggression to violence. It is not advisable to let the situation continue, nor to provoke
him by abruptly changing his status.
If correct, you may purchase—at a 50% discount—an Employee Assistance Program (for
$50,000), or receive $20,000 from the bank.
MANAGEMENT CARD
Question 17
Your staff routinely work long hours without complaint and their performance has, overall, been
high. Lately though, it seems the whole team, yourself included, has been slipping—there have
been several missed deadlines, arguments about assignments, and other strains. What could you
do to help relieve their stress?
a.
Give the team a pep talk about maintaining their high performance.
b.
Let them know you are taking time at lunch to break away and relax, and encourage them to
go with you.
c.
Say nothing. The temporary strain will pass.
b. Letting them know you are taking lunch-time breaks will give them the message that it’s
okay and necessary to relax in order to keep performing well. Fitness and Health programs
usually include “wellness” sessions—offering talks, moderate exercise, and stress reduction
techniques—that help employees erase the stress of demanding work.
If correct, you may purchase—at 50% discount—a Fitness and Health Program (for $75,000) or
receive $25,000 from the bank.
MANAGEMENT CARD
Question 18
An employee is coming in late because her ex-husband has lost his job and is behind on child
support payments. Those payments were used for baby-sitting services. Now the employee has
to depend on friends who are not always reliable. What should you say?
a.
b.
c.
Tell her you sympathize with her plight, but be firm.
Encourage and help the employee to start a Parents’ Support Group.
Take time to plan the situation with her. Give her a few weeks to find reliable services.
Tell her you will support her child care search with flexibility during a limited time
period.
c.
Taking time to plan the situation with her demonstrates your concern for the
individual and allows you to find out exactly what she requires. Perhaps it’s as
simple as a half hour flex in the morning. By setting a time limit to her search, you
are balancing business needs with realism. Choice b is also helpful. Choice a is
unrealistic – people’s lives intrude on work.
If you chose b or c, you may purchase any program at a 50% discount or receive $20,000
from the bank.
MANAGEMENT CARD
Question 19
An excellent employee tells you that her husband has been out of work for almost a year, but has
now landed a position where he is on the road all week and only home on weekends. Her
adolescent son is acting up in school because of the changes at home, and she says she just can’t
work overtime for a while until this is settled. Overtime is expected of everyone in your group.
What do you do?
a.
b.
c.
a.
Accommodate her. See if several other members of the work group can cover her
overtime for the next two months.
Offer her a leave of absence under the Family and Medical Leave Law.
Suggest reduced hours. She needs to be at home with her son.
Accommodate her. There is no perfect solution for situations such as these except
managerial understanding and a wait and see attitude. Ask her how long she thinks she
will be “off rotation”, and trust her. She is an excellent employee.
If correct, you can purchase – at a 50% discount – an Education and Manager Training
Program (for $50,000) or receive $25,000 from the bank.
MANAGEMENT CARD
Question 20
Fred has been with the organization over thirty years in a service position. His parents are in
failing health. He spends time phoning them and occasionally leaves early to run their errands.
Younger employees are complaining that Fred is not carrying his weight and they have more of a
burden. What do you do?
a.
b.
c.
a.
Ask him to call the elder care resources and referral service to help him work through
this issue and identify resources. Meanwhile, allow him some flexibility.
Permit Fred his flexibility, but tell other employees about his problem situation so they
will not be resentful.
Encourage Fred to retire. He owes it to his parents.
Fred needs temporary flexibility and help with resources for elder care. It is bad
management practice to tell other employees about a personal issue and unwise to
counsel employees to retire for personal issues.
If correct, you may purchase – at a 50% discount – an Elder Care Resource and Referral
Service (for $50,000), an Employee Assistance Program (for $50,000), or receive $25,000
from the bank.
Cut out and print on Blue Paper – Attach to the back of Memo Cards
MEMO:
MEMO:
MEMO:
MEMO:
MEMO:
MEMO:
MEMO:
MEMO:
MEMO:
MEMO:
MEMO:
MEMO:
Cut out and print on blue paper – Attach to the back of Memo Cards
MEMO:
MEMO:
MEMO:
MEMO:
MEMO:
MEMO:
MEMO:
MEMO:
MEMO:
MEMO:
MEMO:
MEMO:
WORK/LIFE
Question 1
What is the single largest line item cost in the annual budget of a childcare center?
a.
b.
c.
Staff
Rent
Liability
a.
Staff. Once the facility is built, about 75% of the operational costs goes toward staff.
If correct, you may purchase—at 30% discount—a Child Care Resource and Referral Service
(for $70,000), a Regular and Backup Child Care Program (for $105,000), or receive $10,000
from the bank.
WORK/LIFE
Question 2
In dependent care reimbursement account (flexible spending account):
a.
b.
c.
Monies passing through the account are not taxed
The employee’s child care center need not be licensed
Employees may carry over expenses from one year to the next
a.
Monies passing through the account are not taxed. Child care centers receiving the monies
must be licensed; family home care providers, if not licensed or registered, must provide
their Social Security numbers. There is a “use it or lose it” clause; expenses must be incurred
within the plan year.
If correct, you may purchase—at 20% discount—a Dependent Care Reimbursement and Subsidy
Account (for $40,000), a Child or Elder Care Resource and Referral Service (for $80,000), or
receive $10,000 from the bank.
WORK/LIFE
Question 3
How much can an employer save in health care costs for each premature birth that is prevented
by implementing prenatal care education for employees?
a.
b.
c.
Zero
$30,000
$60,000
d.
$60,000. The average cost for the birth and care of an extreme pre-term infant over $70,000,
compared with $10,000 for the average full-term birth. Prenatal care, which includes
education and medical care is often included in a wellness program, can prevent many such
cases.
If correct, you may purchase—at a 40% discount—a Fitness and Health Program (for $90,000),
or receive $10,000 from the bank.
WORK/LIFE
Question 4
The Family and Medical Leave Act of 1993 applies to employers with:
a.
b.
c.
More than 25 employers within 75 miles
50 or more employees within 75 miles
Any number of employees
b. The Family and Medical Leave Act, applies to employers with 50 or more employees within
75 miles. The Law requires allowing for a 12-week unpaid leave of absence for qualifying
employees to care for a new or adopted child, ill parent, spouse or child, or for the employee’s
own disability. To be covered, employees must have worked for their employer for at least 1
year and 1,250hours during the last year.
If correct, you may purchase—at 40% discount—a Paid Time Off Program (for $30,000), an
Education and Manager Training Program (for $60,000), or receive $10,000 from the bank.
WORK/LIFE
Question 5
In the past 15 years, leisure time of Americans has:
a.
b.
c.
Stayed about the same
Decreased by 15%
Increased by 15%
b. Decreased by 15%. In the past 15 years leisure has shrunk by 40% from 27 to 17 hours per
week.
If correct, you may purchase—at 30% discount—a Paid Time Off Program (for $35,000), a
Concierge Service (for $35,000), or receive $10,000 from the bank.
WORK/LIFE
Question 6
In which country do mothers spend the most time with their four-year –olds?
a.
b.
c.
United States
Nigeria
Belgium
a.
Mothers in the United States spend the most time with their four-year-olds—an average of
11 hours per day. Mothers in Nigeria spend 10 hours; Mothers in Belgium spend 5 hours.
If correct, you may purchase—at a 20% discount—a Paid Time Off Program ( for $40,000), or
receive $10,000 from the bank.
WORK/LIFE
Question 7
In comparison to managerial men whose wives stay at home, men whose wives are in the work
force:
a.
b.
c.
Earn less
Earn more
Earn about the same
a.
Earn about 20% less. Known as the “daddy penalty”, several studies that have confirmed
this suggest that men whose wives are in the workforce may hit a “glass ceiling” because
they do not fit the traditional mold of the male executive with wife at home.
If correct, you may purchase—at a 20% discount—an Education and Manager Training
Program (for $80,000), or receive $15,000 from the bank.
WORK/LIFE
Question 8
What percentage of all Fortune 500 industrial and service company managers are women?
a.
b.
c.
5%
15%
25%
a.
5%. According to the Federal Glass Ceiling Commission Report, only 5% are women. The
bipartisan commission reported that 97% of the senior managers at 1,500 industrial Fortune
1000 and Fortune 500 corporations are white and the majority are male.
If correct, you may purchase any program at a 20% discount or receive $10,000 from the bank.
WORK/LIFE
Question 9
What country has the highest percentage of working mothers?
a.
b.
c.
United States
China
Spain
a.
China has 98% of its mothers working, while the U.S. is somewhere in the middle with 50%
and Spain at the bottom with only 35% of its mothers working.
If correct, you may purchase any program at a 20% discount or receive $10,000 from the bank.
WORK/LIFE
Question 10
What percentage of U.S. companies have reported an increase in the demand for work/family
benefits over the last two years?
a.
b.
c.
87%
67%
47%
a.
87%. In a recent survey, nearly 9 out of 10 companies surveyed, reported an increase in
employee demands for work/family benefits over the last two years.
If correct, you may purchase any program at a 40% discount, or receive $20,000 from the bank.
WORK/LIFE
Question 11
What percentage of the workforce are substance abusers?
a.
b.
c.
2%
12%
22%
a.
12% of the workforce. Substance abuse costs U.S. companies an estimated $10 billion a year
in the absenteeism, higher health care costs, lost productivity and other costs.
If correct, you may purchase—at a 20% discount—an EAP (for $80,000), an Education and
Manager Training Program (for $80,000), or receive $25,000 from the bank.
WORK/LIFE
Question 12
Which age group in the U.S. labor force will have the largest percentage increase between 1992
and 2005?
a.
b.
c.
Ages 16 to 24
Ages 25 to 54
Ages 55 and older
c. The 55 and older age group will increase by 38%. The 25 to 54 age group will increase by
15%. The 16 to 24 age group will increase by 18%.
If correct, you may purchase any program at a 30% discount or receive $15,000 from the bank.
WORK/LIFE
Question 13
Which industry most encourages telecommuting?
a.
b.
c.
Insurance firms
Health care firms
High tech firms
c. High tech firms—44% of them—encouraged telecommuting followed by 33% of insurance
firms, and 20% of health care firms.
If correct, you may purchase—at a 40% discount—an Alternative Work Arrangements Program
(for $30,000), or receive a $5,000 from the bank.
WORK/LIFE
Question 14
Executives for the country’s largest companies take work home:
a.
b.
c.
Every day
Just once a week
Several times a week
c. Several times a week. 91% of senior managers said they take work home several times a week.
More than one third bring work home every day.
If correct, you may purchase—at a 30% discount—an Alternative Work Arrangements Program
(for $35,000), or receive $10,000 from the bank.
WORK/LIFE
Question 15
What percentage of women would refer to stay home with their families?
a.
b.
c.
10%
30%
50%
c. 50%. However, more than 8 in 10 employed women said staying home would mean financial
sacrifices and one in three said the sacrifices would be major.
If correct, you may purchase—at a 10% discount—and Alternative Work Arrangements Program
(for $45,000), or receive $15,000 from the bank.
WORK/LIFE
Question 16
Approximately what percentage of workers today work part-time?
a.
b.
c.
5%
20%
35%
b.20%. Approximately 1 in 5 workers is a part-time employee; roughly two-thirds of those are
women. The number of women working part time has risen dramatically. From 1980 to 1981,
women part-time workers increased from 11.8 million to 13.6 million. Part-time employment for
me rose from 6.4 million to 6.7 million during the same period.
If correct, you may purchase any program at a 20% discount or receive $20,000 from the bank.
WORK/LIFE
Question 17
By the year 2010 the life span of women is expected to be how many years longer than men?
a.
b.
c.
The same as men
7 years longer
15 years longer
b. 7 years longer. The life expectancy of women is projected to reach 81.3 years in 2010,
moving upward from 78.5 years in 1989. Men’s life expectancy is also on the rise, and is
projected to increase from 71.8 years in 1989 to 74.4 years in 2010.
If correct, you may purchase any program at a 20% discount or receive $20,000 from the bank.
WORK/LIFE
Question 18
One of the fastest growing work/life benefits offered by employers is:
a.
b.
c.
Adoption assistance
Concierge services
Fitness centers/gym subsidies
Answer:
a. Adoption assistance. 31% of employer’s offer this benefit compared to 21% in 1994 as
reported in the Hewitt Work/Life Survey.
Source: Leonard, B. (2000). Recipes for part-time benefits. HRMagazine, 45 (4), 56-62.
If correct, you may purchase – at a 40% discount – a Life Cycle Account (for $60,000) or an
Adoption Assistance Program (for $30,000), or received $15,000 from the bank.
WORK/LIFE
Question 19
In a recent survey by SHRM, 49% of respondents indicated offering which type of healthcare
benefits?
a.
b.
c.
Wellness programs
EAPs
Mental health insurance
Answer:
a. Wellness programs. EAPs are offered by 66% of respondents and mental health
insurance is offered by 76% of respondents.
Source: 2000 SHRM Benefits Survey. Retrieved on September 10, 2000 from the World
Wide Web: shrm.org/survey/results/2000benefits.pdf
If correct, you may purchase – at a 20% discount – an Employee Assistance Program (for
$80,000). An Education and Manager Training Program (for $80,000), or receive $10,000
from the bank.
WORK/LIFE
Question 20
Eldercare givers often exhibit counterproductive work behavior such as: late arrival, early
departure, mental and emotional distractions, and excessive personal phone calls. This results in
an estimated annual cost to employers of:
a.
b.
c.
$37 million
$11 billion
$29 billion
Answer:
d. Distractions and counterproductive work behavior as a result of employees’ eldercare
responsibilities cost employers an estimated $29 billion as reported by MetLife Mature
Market Group.
Source: Faught, L. (1999). Who’s minding the seniors? Employees, that’s who. Employee
Benefit Plan Review, 53(8), 46-47.
If correct, you may purchase – at a 50% discount – an Elder Care Resource and Referral
Service Program (for $70,000), a Dependent Care Reimbursement and Subsidy Program
(for $35,000), or receive $10,000 from the bank.
WORK/LIFE
Question 21
Which type of dependent care benefit do employers most frequently provide to their employees?
a.
b.
c.
Child care referral service
Dependent care reimbursement account
Long term care insurance
Answer:
b. 64% of employers offer dependent care reimbursement accounts to their employees.
17% offer childcare referral services and 35% offer long term care insurance.
Source: 2000 SHRM Benefits Survey. Retrieved on September 10, 2000 from the World
Wide Web: shrm.org/survey/results/2000benefits.pdf
If correct, you may purchase – at a 20% discount – a Dependent Care Reimbursement and
Subsidy Account (for $40,000), or receive $10,000 from the bank.
WORK/LIFE
Question 22
More employees are in two wage earner families than ever before. What percentage of the
partners each works full-time?
a.
b.
c.
60%
75%
83%
Answer:
b. As reported in the 1997 Families and Work Institute’s National Study of the Changing
Workforce, in 75% of two wage earner families, each partner works full-time. The
affect of which leaves less time for taking care of children and other household
responsibilities.
Source: Anonymous. (1998). Work/life balance: A key to productivity. Employee Benefit
Plan Review, 53(3), 30-31
If correct, you may purchase – at a 20% discount – an Alternative Work Program (for
$40,000), a Paid Time Off Program (for $40,000), a Concierge Service (for $40,000), or
receive $15,000 from the bank.
WORK/LIFE
Question 23
What is the top reason why workers turn to EAPs for assistance?
a.
b.
c.
Work related stress
Marital and relationship problems
Depression
Answer:
c. The U.S. Department of Labor reports that 37% of employees seeking assistance
through EAPs do so because of depression. Other reasons include marital or
relationship problems (22%), family problems (10%), work related stress (8%), and
legal assistance (6%).
Source: Dobbs, K., Gordon J., & Stamps, D. (2000). EAPs cheap but popular perk.
Training 37 (2) 26
If correct, you may purchase – at a 20% discount – an EAP (for $80,000), an Alternative
Work Arrangements Program (for $40,000), an Education and Manager Training Program
(for $80,000), or receive $10,000 from the bank.
WORK/LIFE
Question 24
In flexible spending accounts:
a.
b.
c.
Pre-tax dollars can be set-aside for parking and qualified mass transit or vanpooling
expenses
The employee’s childcare center need not be licensed
Employees may carry over expenses from one year to the next
Answer:
a. The Transportation Equity Act for the 21st Century (TEA) which passéd in 1997 as part
of Section 132 of the IRS code, allows for pre-tax dollars to be set aside for parking and
qualified mass transit or vanpooling expenses. Childcare centers receiving the monies must be
licensed and home care providers, if not licensed or registered, must provide the Social Security
numbers. There is a “use it or lose it” clause; expenses must be incurred within the plan year.
Source: Connelly, B. (2000). FSAs for the future. Compensation and Benefits Review, 32(1), 61-64
If correct, you may purchase – at a 20% discount – a Dependent Care Reimbursement and
Subsidy Account (for $40,000), a Child or Elder Care Resource and Referral Service (for
$80,000), or receive $10,000 from the bank.
WORK/LIFE
Question 25
SHRM benefit surveys have shown an upward trend in the number of employers offering
domestic partner benefits from 6% in 1997 to 10% in 2000. Considering health benefits that are
offered to domestic partners, what is the estimated participation rate of employees?
a.
b.
c.
3-4%
1.5 – 2%
.5 - 1%
Answer:
d. Only an estimated .5 – 1% of employees utilize health benefits for domestic partners.
This participation rate is much lower than the 3-4% participation rate predicted by
employers.
Source: Wells, S.J. (1999). A benefit built for 2. HRMagazine, 44(8), 68-74
If correct, you may purchase – at a 20% discount – Domestic Partner Benefits (for $30,000),
an Education and Manager Training Program (for $60,000), or receive $15,000 from the
bank.
WORK/LIFE
Question 26
In a recent survey of 6,000 workers, what percent said they’d stay with their current employer even without a pay raise – if the employer offered flexible work hours?
a.
b.
c.
33%
65%
51%
Answer:
d. 51% of respondents would remain with their current employer even without an annual
raise jus to have the option of flexible work hours as reported by Randstad of North
America.
Source: Boehl, S., Stamps, D., & Stratton, J. (2000). The increasing value of flexible time.
Training, 37(7), 32.
If correct, you may purchase – at a 40% discount –an Alternative Work Arrangements Program
(for $30,000), an Education and Manager Training Program (for $60,000), or receive $10,000
from the bank.
WORK/LIFE
Question 27
The increase in employment-based health insurance coverage since 1994 is mainly due to:
a.
b.
c.
Health benefits offered to domestic partners
More companies offering health insurance benefits
More children being covered under health plans
Answer:
c. The percentage of children covered by an employment-based health plan increased from
53.1% in 1994 to 60.2% in 1998. Over the same time period, the increase for adults went from
66.1% to 66.9%
Source: Employee Benefits Research Institute. (1999). EBRI health care research: 2000 findings.
Retrieved on September 4, 2000 from the World Wide Web: ebri.org/healthfindings.htm
If correct, you may purchase – any work life program at cost, or receive $10,000 from the bank.
WORK/LIFE
Question 28
What percent of families with children under the age of six, with work-related childcare needs,
do men maintain?
a.
b.
c.
4%
10%
8%
Answer:
a. 4%. In 1999, 15.2 million families had children under the age of six. Of these families, the
following were likely to have work-related childcare needs: 50% of married couples with two
wage earners; 15% of families maintained by women; and 4% of families maintained by men.
If correct, you may purchase – at 20% discount – a Regular and Backup Child Care Program
(for $120,000), a childcare Resource and Referral Service (for $80,000), or receive $15,000
from the bank.
WORK/LIFE
Question 29
Employers are now offering a wide variety of benefits to ease the burdens associated with
business travel. What percentage of employers give compensatory time for time spent on travel?
a.
b.
c.
22%
12%
8%
Answer:
a. 22% Employers also offer other business travel benefits such as: employee keeping
frequent flier miles (67%), paid long distance calls to home (65%), paid dry cleaning on
travel (21%), paid airline club membership (12%), and additional pay for weekend
travel (8%).
Source: 2000 SHRM Benefits Survey. Retrieved on September 10, 2000 from the World
Wide Web: shrm.org/survey/results/2000benefits.pdf
If correct, you may purchase – at a 30% discount –a Concierge Service (for $35,000), a Life
Cycle Account (for $70,000), or a Business Travel Program (for $70,000), or receive $15,000
from the bank.
WORK/LIFE
Question 30
For some employers, recognizing societal shifts may be at the root of the decision to offer
domestic partner benefits. In 1980 the U.S. Census Bureau estimated that there were 1.6 million
unmarried – couple households. What was that number estimated to be in 1998?
a.
b.
c.
3.4 million
2.8 million
4.2 million
Answer:
c. 4.2 million
Source: Wells, S.J. (1999). A benefit built for 2. HRMagazine, 44(8), 68-74.
If correct, you may purcase – at a 10% discount – an Education and Manager Training Program
(for $90,000), or a Domestic Partner Benefits Program (for $45,000), or receive $20,000 from
the bank.
WORK/LIFE
Question 31
Two fundamental shifts in the workplace seem to be driving an increase in part-time workers: (1)
the aging of the workforce, and (2) a movement to balance work/life issues. What percent of the
Nation’s labor force works part-time?
a.
b.
c.
10.2%
13.6
16.9%
Answer:
b. 13.6% of the workforce, representing approximately 19 million people work part-time,
according to the U.S. Bureau of Labor Statistics.
Source: Leonard, B. (2000). Recipes for part-time benefits. HRMagazine, 45(4), 56-62
If correct, you may purchase – at a 10% discount –an Alternative Work Arangements Program
(for $45,000), a Paid Time Off Program (for $45,000), or receive $10,000 from the bank.
WORK/LIFE
Question 32
In 1990, a survey of large corporations indicated that only 9.8% of respondents offered job
sharing as an employee benefit. What percent of companies offered this benefit in 1998?
a.
b.
c.
31%
23%
40%
Answer:
a. According to a Hewitt Associates survey, 31% of respondents offered job sharing as a
an employee benefit in 1998.
Source: Caminiti, S. (1999). Fair shares. Working Woman, 24(10), 52-56
If correct, you may purchase – at a 30% discount –a Paid Time Off Program (for
$35,000), an Alternative Work Arrangements Program (for $35,000), or receive $10,000 from
the bank.
WORK/LIFE
Question 33
In 1997, more than 70% of persons who did some work at home were:
a.
b.
c.
Single parents
Married-couples
Single
Answer:
b. The U.S. Bureau of Labor Statistics reports that married couple families comprised of
more than 70% of persons who did some work at home. The work-at-home rate for
married parents was abouthe same as the rate for married persons without children.
Source: U.S. Bureau of Labor Statistics. Work at home in 1997. Retrieved on September 7,
2000 from the World Wide Web: stats.bls.gov/news.release/homey.toc.htm
If correct, you may purchase – at a 30% discount –an Alternative Work Arrangements
Program (for $35,000), an Education and Manager Training Progrram (for $70,000), or receive
$15,000 from the bank.
WORK/LIFE
Question 34
In 1991, 1.9 million employees said they did some telecommuting from home and received pay
for it. How many employees did some telecommuting from home in 1997?
a.
b.
c.
2.5 million
3.6 million
2.8 million
Answer:
b. 3.6 million employees said they did some telecommuting from home in 1997,
representing an increase of 89% since 1991.
Source: U.S. Bureau of Labor Statistics. Work at home in 1997. Retrieved on the world wide
web, September 7, 2000: stats.bls.gov/newsreels.htm
If correct, you may purchase – at a 40% discount – an Alternative Work Arrangements Program
(for $30,000), or receive $25,000 from the bank.
WORK/LIFE
Question 35
Approximately, what percent of working dads with children under the age six indicate that they
would give up some of their pay if it meant spending more time with their family?
a.
b.
c.
62%
71%
59%
Answer:
b. 71% of working fathers and 73% of working mothers indicated that they would give up
some of their pay to spend more time with their families according to the Radcliffe
Public Policy Center.
Source: Parenting. (2000, September). P. 70
If correct, you may purchase – at a 20% discount – a Paid Time Off Program (for $40,000), a
Concierge Service (for $40,000), or receive $10,000 from the bank.
WORK/LIFE
Question 36
What percentage of 1,020 employers surveyed had an education reimbursement program?
a.
b.
c.
65%
78%
97%
Answer:
d.
Hewitt Associate’s annual survey of 1, 020 U.S. employers revealed that 97% of
employers have an education reimbursement program.
Source: Salopek, J.J. (1999). Work-life benefits on the rise. Training and Development, 53(10),
12.
If correct, you may purchase – at a 20% discount –an Education and Manager Training Program
(for $80,000), or receive $15,000 from the bank.
WORK/LIFE
Question 37
What percentage of workers have children under 18 that live with them?
a.
b.
c.
46%
58%
63%
Answer:
a. A full 46% of workers have children under 18 who live with them at least part time.
Source: Traynor, J.B. (1999). Total life planning: A new frontier in work-life benefits.
Employee Benefits Journal, 24(4), 29-32
If correct, you may purchase – at a 40% discount –a Regular or Backup Childcare
Program (for $90,000), or receive $30,000 from the bank.
WORK/LIFE
Question 38
Which of the following is NOT a benefit of having a work/life program?
a.
b.
c.
Improved moral
A significant impact on the bottom line
Better health coverage
Answer:
d. Deloitte & Touche credits work-life balance programs for improving morale, greater
employee loyalty, and a significant impact on their bottom line.
Source: Traynor, J.B. (1999). Total life planning: A new frontier in work-life benefits.
Employee Benefits Journal, 24(4), 29-32
If correct, you may purchase – at a 30% discount –a Life Cycle Account (for $70,000) , or
receive $20,000 from the bank.
WORK/LIFE
Question 39
By how many years has the life expectancy gone up, since 1900?
a.
b.
c.
25 years
30 years
35 years
Answer:
b. Life expectancy for babies born in 1998 in the United States has increased nearly 30
years over infants born in 1900, from about 47 to 77.
Source: Smith, J. (2000). U.S. population evens out. Insight on the News, 16(30), 33.
If correct, you may purchase – at a 20% discount –a Life Cycle Account (for $80,000) , or
receive $15,000 from the bank.
WORK/LIFE
Question 40
Which of the following types of perpetrator is the biggest threat to workplace violence?
a.
b.
c.
Current or former employees
Random Acts of Violence
Disgruntled customers or clients
Answer:
d. 45% involve disgruntled customers or clients. 30% involve current or former
employees. 25% involve random acts of violence.
Source: Carcione, S.G. (2000). Workplace violence: What you don’t know could hurt you.
Buildings, 94(46-48
If correct, you may purchase any program at a 20% discount or receive $10,000 from the bank.
WORK/LIFE
Question 41
The most common 401(k) retirement plan match found by Buck Consultant’s survey was 50
cents per dollar up to a maximum of what percent of an employee’s salary?
a.
b.
c.
5%
6%
7%
Answer:
b. The survey found that 85% of employers provide a company match. The most common
match is still 50 cents per dollar up to maximum of 6% of an employee’s salary.
Source: Anonymous. (1998). Employees take control of retirement plans. HR Focus, 75(12), 5.
If correct, you may purchase – at a 30% discount –any program or a Financial Services
plan at a 50% discount (for $50,000) or receive $25,000 from the bank.
WORK/LIFE
Question 42
How many workers relocate each year for job-related reasons?
a.
b.
c.
400,000
500,000
600,000
Answer:
b.
According to the Employee Relocation Council (ERC), upwards of half a million
workers relocate annually for job-related reasons
Source: Eby, L.T. & Allen, T.D. (1998). Perceptions of relocation services in relocation decision
making. Group and Organization Management, 23(4), 447-469
If correct, you may purchase – at a 20% discount –a Relocation Package (for
$120,000), or receive $20,000 from the bank.
WORK/LIFE
Question 43
The U.S. Census Bureau predicts that the number of people over the age of 85 will ____ by the
year 2020.
a.
b.
c.
Double
Triple
Quadruple
Answer:
b.
One in nine baby boomers will live at least 90 years and those 85 and older will triple in
number by 2020.
Source: Anonymous. (2000, August). Forecasting elder care trends for the 21 st century. USA
Today.
If correct, you may purchase any program at a 40% discount, or receive $20,000 from the bank.
WORK/LIFE
Question 44
Which of the following services was not ranked in the top four for relocation assistance?
a.
b.
c.
Spouse employment assistance
Home-selling assistance
Real estate assistance
Answer:
a.
In a study done by Eby and Allen, the top four ranked services were home selling
assistance, cost-of-living adjustments, real estate assistance, and visits to the new area.
Source: Eby, L.T. & Allen, T.D. (1998). Perceptions of relocation services in relocation decision
making. Group and Organization Management, 23(4), 447-469
If correct, you may purchase a Relocation Package at a 50% discount (for $75,000), or receive
$10,000 from the bank.
WORK/LIFE
Question 45
On average, how much will employees lose due to elder caregiving?
a.
b.
c.
$422,000
$659,000
$879,000
Answer:
b.
On average, elder caregiving cost employees nearly $659,000 over their lifetime in lost
wages, Social Security and pension contributions according to a 1999 study conducted
by the MetLife Mature Market Institute in New York.
Source: Wells, S.J. (2000). The elder care gap. HRMagazine, 45(5), 38-46
If correct, you may purchase any program at a 30% discount or receive $15,000 from the bank.
WORK/LIFE
Question 46
Which option is used most when employees need to provide elder caregiving?
a.
b.
c.
Sick days/vacation time
Decreased hours
Leave of absence
Answer:
a. Sick days/vacation time accounts for 64% of the type of leave used for elder caregiving.
Source: Wells, S.J. (2000). The elder care gap. HRMagazine, 45(5), 38-46
If correct, you may purchase – at a 50% discount –an Eldercare Resource and Referral
Program (for $50,000), a Dependent Care Reimbursement and Subsidy Program (for $25,000),
or receive $20,000 from the bank.
WORK/LIFE
Question 47
According to a survey by Infonetics Research, what percentage of large companies provide
remote-access services to employees who work away from the office?
a.
b.
c.
75%
80%
85%
Answer:
d.
According to a survey by Infonetics Research, 85% of large companies provide remoteaccess services to employees.
Source: Travis, P. (2000, June 19). Remote access advances cautiously. Informationweek(791),
159-160.
If correct, you may purchase an Alternative Work Arrangements Program for $30,000 or receive
$5,000 from the bank.
WORK/LIFE
Question 48
How much money have employers lost per employee in unscheduled absences last year?
a.
b.
c.
$490
$602
$732
Answer:
b. According to a survey by CCH Incorporated, employers lost as much as $602 per
employee in unscheduled absences last year.
Source: Anonymous. (2000). Don’t let unscheduled absences wipe you out. Workforce, 79(6),
34
If correct, you may purchase – at a 30% discount –an Alternative Work Arrangements
Program (for $35,000), or receive $10,000 from the bank.
WORK/LIFE
Question 49
What percentage of women are pulling at least half of their families income?
a.
b.
c.
35%
50%
57%
Answer:
b.
Today, 75% of women with children under 18 are members of the workforce, and 50%
of working women are pulling in half of their families’ income.
Source: Media Insight: working mother magazine. (2000, June 5). PR News 56(23), 1.
If correct, you may purchase – at a 10% discount –an Alternative Work Arrangements
Program (for $45,000), or receive $15,000 from the bank.
WORK/LIFE
Question 50
What can help reduce unscheduled absences?
a.
b.
c.
A traditional sick leave policy
Paid leave banks
Traditional work schedules
Answer:
b. Traditional sick leave policies that provide time off for illness don’t allow employees to
juggle personal responsibilities. As an alternative, paid leave banks allow employees to
plan so that workplace accommodations can be made in advance.
Source: Anonymous. (2000). Don’t let unscheduled absences wipe you out. Workforce, 79(6),
34
If correct, you may purchase – at a 50% discount –a Relocation Package (for $75,000), or
receive $25,0000 from the bank.
WORK/LIFE
Question 51
What does workplace violence cost businesses annually?
a.
b.
c.
$36 billion
$42 billion
$51 billion
Answer:
a.
A recent survey of corporate security professionals listed workplace violence as the No.
1 threat to U.S. business. A report reveals that workplace violence cost businesses $36
billion annually.
Source: Carcione, S.G. (2000). Workplace violence: What you don’t know could hurt you.
Buildings, 94(7), 46-48.
If correct, you may purchase any program at a 20% discount or receive $20,000 from the bank .
WORK/LIFE
Question 52
What percentage of HR professionals indicated that violent incidents occurred in their offices?
a.
b.
c.
57%
43%
66%
Answer:
a.
Fifty-seven percent of HR Professionals who participated in the 1999 SHRM survey on
workplace violence indicated that violent incidences occurred at their offices during the
2 ½ year period ending June 1999.
Source:
Flynn, G. (2000). Employers can’t look away from workplace violence. Workforce, 79(7), 6870.
If correct, you may purchase any program at a 20% discount or receive $20,000 from the bank.
WORK/LIFE
Question 53
According to the 2000 SHRM Benefits Survey, what percentage of employers offer retirement
planning services?
a.
b.
c.
35%
47%
58%
Answer:
b. Forty-seven percent of employers, particularly larger organizations, offer retirement
planning services and 27% offer general financial planning.
Source: 2000 SHRM Benefits Survey. Retrieved on September 10, 2000 from the World Wide
Web: shrm.org/survey/results/2000benefits.pdf
If correct, you may purchase a Financial Services Program at a 25% discount (for $75,000) or
receive $25,000 from the bank.
Cut out and print on green paper – attach to back of work/life cards
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Memo 1
From your CEO:
Memo 2
From a manager:
Memo 3
From you insurance carrier:
I want to show stockholders
that the organization is
offering innovative benefits
that meet the wide range of
our employees’ needs, yet
contain costs.
Once again, our key
management team has to work
80 hours a week under intense
pressure. A concierge service
will enable employees to meet
their personal obligations,
such as dry cleaning,
transportation for children,
shopping, etc.
We ill lower your rates if you
have a fitness center on site.
If you have a Life Cycle
Account, receive $50,000. If
not you may purchase one at a
20% discount (for $80,000).
Memo 4
From sales research:
Women in sales have been
found to play the significant
part in the success of our
business. Focus groups have
shown that they will be most
effective if they can work at
home.
If you have and Alternative
Work Arrangements Program,
receive $50,000. If not, you
may purchase one at a 40%
discount (for $30,000).
If you have a Fitness and
Health Program, receive
$50,000. If not, you may
purchase one at a 50%
discount (for $75,000).
If you have a Concierge
Service, receive $10,000. If
not, you may purchase one at
a 20% discount (for $40,000).
Memo 5
From your executive
secretary:
Memo 6
From a supervisor:
I have a parent with
Alzheimer’s, and don’t know
where to turn for help.
A systems whiz who is
planning to retire would stay
longer if she had part-time
work.
If you have an Elder Care
Resource and Referral
Service, receive $25,000. If
not, you may purchase one at
cost (for $100,000).
If you have an Alternative
Work Arrangements Program,
receive $30,000. If not, you
can purchase one at cost (for
$50,000).
Memo 7
From a manager:
Memo 8
From a vice president:
Memo 9
From your supervisor:
Several of our employees will
be living away from home on
a major assignment for two
months. To help them find
housing and recreation and
cope with chores at home, we
need a concierge service.
I’ve noticed that Alternative
Work Arrangements happen
informally at organizations.
Some employees say it is
unfair to have such informal
arrangements.
My highest performing
employee has an aging parent
and wants to work at home
two days a week.
If you have an Alternative
Work Arrangements Program,
receive $30,000. If not, you
may buy at cost (for $50,000)
or pay $10,000 in lost
productivity.
If you have a Concierge
Service, receive $30,000. If
not, you may purchase one at
a 40% discount (for $30,000).
If you have an Alternative
Work Arrangements Program,
receive $20,000. If not you
may purchase one at cost (for
$50,000).
Memo 10
From the Finance Department:
Memo11
From the CEO:
Memo 12
From the Management Team:
We have analyzed the
numbers and conclude that
$100,000 has been saved this
year in lower employee
absenteeism rates by
providing the back-up child
care program.
Our employee attitude survey
has shown that customer
satisfaction is strongly
correlated with employee
satisfaction. It has also been
the demonstrated that our
work/life programs have
improved employee
commitment and productivity,
and have a strong correlation
to employee satisfaction. Not
surprisingly, our
organization’s profits are up.
We are challenging the fact
that you have implemented
work/life benefits and
programs. They are too “soft”
and do not provide any return
investment.
If you have a Regular and
Backup Child Care Program,
receive $80,000. If not, you
may purchase one at cost (for
$150,000).
Receive $20,000, plus $10,000
for each work/life program
you have in place.
If you have an Education and
Manager Training Program,
receive $30,000. If not, you
may purchase one at cost (for
$100,000).
Memo 13
From the Executive
Committee:
Memo 14
From the CEO:
Memo 15
From HR:
Our employees have low
morale. I know we are
downsizing. But do something
about morale.
Please note that employees at
our corporate headquarters
now have access to on-site
child care.
If you have a Fitness and
Health Program, receive
$50,000. If not, you may
purchase one at a 40%
discount (for $90,000).
If you have an EAP, receive
$20,000. If not, you may
purchase one at cost (for
$100,000).
If you have a Child Care
Resource and Referral Service
(for the field locations),
receive $30,000. If not, you
may purchase one at cost (for
$100,000).
Memo 16
From the Legal Department:
Memo 17
From a supervisor:
Memo 18
From your project team:
As of today, child care
workers go on strike.
Two employees—one with a
very young child and one with
a disabled spouse—want to
share one job in accounting.
The benefit we would value
most is tuition assistance to
help pay for our children’s
college education.
If you have an Alternative
Work Arrangements Program,
receive $25,000 in time saved.
If not, you may purchase one
at cost (for $50,000).
If you have a Life Cycle
Account, you are able to
include this benefit without
spending extra money; receive
$10,000. If not, you may
purchase one at cost (for
$100,000).
We are concerned about rising
rates of heart disease among
employees.
If you have a Regular and
Backup Child Care Program,
receive $100,000. If not, you
may purchase one at cost (for
$150,000).
Memo 19
From a manager:
Memo 20
From HR:
Two employees whom I want
to relocate have spouses with
careers who will need
assistance finding new jobs.
Please note that a small
number of our employees
prefer a dependent care
subsidy to other benefits. With
a Life Cycle Account we can
offer this in lieu of other
standard benefits.
If you have a Relocation
Package, receive $25,000. If
not, you may purchase one at
cost (for $150,000).
If you have a Life Cycle
Account, receive $25,000, for
raising employee morale at
little cost to the organization.
If not, you may purchase one
at 25% discount (for $75,000).
Memo 21
From the Communications
Department:
We are pleased to announce
that our organization has been
included in the list of “Best
Companies for Working
Mothers.”
For every work/life program
you have, receive $10,000.
Memo 22
From a Vice President:
Memo 23
From a Benefits Manager:
Memo 24
From Human Resources:
To make it easier for our
employees to do banking, we
now have an on-site ATM.
Fifty percent of our workforce
benefited from the Dependent
Care Reimbursement
Accounts this past calendar
year.
We have currently suspended
an employee for making
comments concerning
violence. He will be having a
fitness for duty test done by
someone through our EAP.
If you have a Financial
Services Program, receive
$20,000. If not, you may
purchase one at cost (for
$100,000).
Memo 25
From a supervisor:
If you have a Dependent Care
Reimbursement and Subsidy
Account, receive $15,000. If
not, you may purchase one at
cost (for $40,000).
Memo 26
From a Human Resources
Manager:
I have an individual in my
department that will need to
use some paid time off to care
for his sister who was recently
in a car accident.
We will be holding a training
session on dealing with
conflict between employees
for all supervisors.
If you have a Paid Time Off
Program, receive $20,000. If
not you may purchase one at
$40,000.
If you have an Education and
Manager Training Program,
receive $15,000. If not, you
may purchase one for $90,000.
If you have an Employee
Assistance Program, receive
$25,000. If not, you may
purchase one at 25% discount
(for $75,000).
Memo 27
From manager:
We have just added spousal
employment assistance to our
relocation program.
If you have a Relocation
Program, receive $20,000. If
not, you may purchase one for
$125,000.
Memo 28
From a manager:
Memo 29
From a divisional manager:
Memo 30
From a supervisor:
One of my employees is preoccupied with a teenage child
who is chemically dependent.
He needs assistance in finding
a treatment program for his
child and in helping his family
cope with the challenges.
One of my employees has
requested an extended two-hour
lunch every Wednesday so he
can cover childcare
responsibilities while his spouse
attends graduate school.
One of my employees has
been diagno sed with cancer
and needs time away from
work for radiation and chemotherapy treatments.
If you have a Regular and
Backup Child Care Program,
receive $50,000; if not you may
purchase one at cost (for
$150,000). Or if you have an
Alternative Work Arrangement
Program, receive $10,000, if not,
you may purchase one at cost
(for $50,000).
If you have a Paid Time Off
Program, receive $25,000 or
you may purchase one at cost
for $50,000).
Memo 31
From the Human Resources
Department:
Memo 32
Memo 33
From the Human Resources
Department:
The Nation’s divorce rate is at
an alarming rate of 60%.
Employees are turning to their
employers for help coping
with marital, financial, and
family issues.
The number of employees in our
organization with domestic partners
has risen to 15%. To increase
awareness and understanding of
unique work/life issues faced by
these employees, we will be
requiring training for all managers.
If you have an EAP in place,
receive $30,000. If not, you
may purchase one at cost (for
$100,000).
If you have an Employee
Assistance Program, receive
$75,000 or you may purchase
one at cost (for $100,000).
From the Human Resources
Department:
If you have a Domestic Partner
Benefits Program in place, receive
$20,000; if not, you may purchase
one at cost for $50,000.
We are pleased to announce
that we are now offering
Adoption Assistance services.
If you have an Adoption
Assistance Services Program
in place, receive $10,000; if
not, you may purchase one at
cost for $50,000.
Memo 34
From the Controller:
In addition to the travel
benefits we currently offer,
you now may use your
frequent flyer miles for
personal use.
If you have a Business Travel
Program in place, receive
$30,000; if not, you may
purchase one at cost for
$50,000.
Print on ORANGE paper – attach to back of Management Cards
MANAGEMENT
MANAGEMENT
MANAGEMENT
MANAGEMENT
MANAGEMENT
MANAGEMENT
MANAGEMENT
MANAGEMENT
MANAGEMENT
MANAGEMENT
MANAGEMENT
MANAGEMENT
MANAGEMENT
MANAGEMENT
MANAGEMENT
Newsflash 1
Incredibly cheap supersonic
travel becomes in reality,
making relocation much
quicker and easier globally.
Newsflash 2
Corporate tax laws change to
the advantage of work/life
initiatives.
Each team with a Relocation
Program receives $50,000.
Teams without a Relocation
Program my purchase one at
cost (for $150,000).
Each team receives $20,000
for each of the following
programs is has: a Dependent
Care Reimbursement and
Subsidy Account, a Life Cycle
Account, and an Alternative
Work Arrangements Program.
Newflash 4
The Violence Against Women
Act goes into effect.
Employers need to rethink
their role in guarding against
workplace violence.
Newsflash 5
A new Clean Air Act limits
automotive traffic.
Organizations must, under
law, seek to limit their
liability.
Each team with an EAP or
Education and Manager
Training Program receives
$75,000. Teams without an
EAP or Education and
Manager Training Program
may purchase one at a 25%
discount (for $75,000) or pay
$20,000.
Each team with an Alternative
Work Arrangements Program
receives $100,000. Teams
without an Alternative Work
Arrangements Program may
purchase one at cost (for
$50,000) or pay $10,000.
Newsflash 3
The Family and Medical
Leave Act (FMLA) is
amended. Employees can now
take 6 to 12 weeks as paid
time off.
Each team with a Paid Time
Off Program, receives
$30,000. Teams without Paid
Time Off Program may either
purchase one at cost (for
$50,000) or pay $10,000.
Newsflash 6
The longevity gene is
discovered. Average life
expectancy goes up to 150
years.
Each team with an Elder Care
Resource and Referral Service
receives $75,000. Teams
without and Elder Care
Resource and Referral Service
can purchase one at a 25%
discount (for $75,000) or pay
$20,000 in lost productivity.
Newflash 7
Stock markets crash, falling
like dominoes! Massive
layoffs follow, with few safety
nets in place.
Each team forfeits $50,000
(or, if they have less than that,
all their cash).
Newsflash 8
Free-market reformers obtain
a free hand worldwide and
immediately declare a policy
of open borders, free travel,
free trade and free markets.
Global business flourishes.
Newsflash 9
The shift in world weather
patterns causes killer
hurricanes in the South and
severe earthquakes in the West
causing major damage.
Work/life programs help
employees cope.
Each team receives $50,000.
Each team receives $10,000
for each program it possesses.
Newsflash 10
The Information Highway
becomes a reality, forever
transforming alternative work
arrangements.
Each team with an Alternative
Work Arrangements Program
receives $100,000.
Newsflash 11
A new study finds that
working out for 30 minutes, 3
times per week, reduces the
chance of a heart attack by
65%.
Each team with a Fitness and
Health Program receives
$60,000.
Newsflash 12
We are in another baby boom
stage. The average family has
gone from having 2.5 children
to having 4 children.
Each team with a Childcare
Resource and Referral Service
receives $50,000.
Newflash 13
Interest rates have dropped in
half for those buying a new
home.
Each team with a Financial
Services Plan receives
$30,000.
Newsflash 16
A new law offers tax
incentives to employers if they
provide on-site or near-site
childcare for their employees.
Each team with a Regular or
Backup Child Care Program
receives $10,000. Teams
without this program may
purchase one at a 10%
discount (for $135,000) or pay
$10,000.
Newsflash 14
The U.S. Bureau of Labor
Statistics recently announced
that the life expectancy age
has increased to 87 for men
and 90 for women.
Each team with an Elder Care
Resource and Referral Service
receives $60,000.
Newsflash 17
A federal law just passed
which legalizes same-sex
marriages. All employers
must now offer the same
benefits to same-sex spouses
as they offer to opposite-sex
spouses.
Each team that has a Domestic
Partner Benefits Program
receives $15,000. All other
teams must pay $15,000.
Newsflash 15
In your town, there has just
been another high school
shooting rampage. Many of
the parents of the students that
were shot work for your
company. The EAP will be
helpful in dealing with their
loss.
Each team with an Employee
Assistance Program receives
$50,000. .
Newsflash 18
The IRS Tax Code 26, Section
125 has been amended to
allow monies in flexible
spending accounts to be
carried over into the next year.
Each team with a Dependent
Care Reimbursement &
Subsidy Program receives
$20,000. Other teams may
purchase one at cost for
$50,000 or pay $10,000.
Newsflash 19
The physical health of
U.S.workers is reported to be
declining due to high pressure
on the job, managing a hectic
lifestyle, inadequate exercise,
and poor eating habits. The
federal government is now
encouraging employers to
offer fitness and health
programs to help employees
maintain their health and
prevent illnesses.
Newsflash 20
A recent nationwide survey
revealed that a relocation
package ranks in the top 5
benefits most sought after by
employees when accepting a
new job. To remain
competitive in the race to
attract top talent to the area,
the Chamber of Commerce is
offering to help subsidize
employer relocation package
programs.
Each team with a Fitness and
Health Program receives
$50,000. Other teams may
purchase one for a 20%
discount ($120,000) or pay
$15,000.
Each team that has a
Relocation Package Program
in place receives $25,000.
Other teams can purchase the
program at cost for $150,000
or pay $15,000.
Newsflash 21
Romania has lifted their heavy
restrictions on overseas
adoptions. The waiting time
for adoption has decreased by
6 months.
Each team that has an
Adoption Assistance Program
receives $25,000. Other teams
can purchase the program at
cost for $50,000.
Print on Yellow Paper – Attach to Newsflash Cards
NEWSFLASH!
NEWSFLASH!
NEWSFLASH!
NEWSFLASH!
NEWSFLASH!
NEWSFLASH!
NEWSFLASH!
NEWSFLASH!
NEWSFLASH!
NEWSFLASH!
NEWSFLASH!
NEWSFLASH!
NEWSFLASH!
NEWSFLASH!
NEWSFLASH!