Chapter 16 Practice Test

a telephone reference from a former supervisor of the applicant

Human Resource managers increasingly advise which of the following as the best approach for obtaining a legally sound and reliable reference?

360-degree evaluation.

Human Resources has recently provided training for and implemented a new performance appraisal system that includes input from managers, peers, and staff. This approach is typically known as

employee gender

Human Resources provide training for new supervisors. It includes discussion of the Equal Pay Act, which was passed to eliminate discrimination based on which of the following?

job evaluation.

Human Resources use a systematic procedure to determine the relative worth of a position to the organization. When this approach is used, compensation for the position is most likely based on

current job description. Job descriptions should be reviewed and updated before beginning the hiring process.

After receiving a completed requisitions to fill positions within the HIM Department, Human Resources can be most effective in recruiting qualified applicants with the assistance of a

OSHA

Jason, an HIM educator, plans to lecture on department design and the legislative act or agency that was created to ensure that workers have a safe and healthy work environment. Which of the following legal issues will he describe?

promising employees a pay increase or promotion if they vote against the union

A union is engaged in an organizing campaign in a hospital facility. Which activity should management personnel AVOID during this time?

motivators

According to Frederick Herzberg, challenging work, recognition of workers and their accomplishments, and employee self-improvement are examples of

unity of direction. All three are among Fayol's 14 principles, though unity of direction refers to all workers being aligned toward one single outcome.

All of the following principles are illustrated in an organizational chart EXCEPT

Provide training to develop an EHR implementation work team.

Amanda, an EHR project manager, wants to increase her implementation staff's problem-solving skills. Which of the following approaches is likely to have the best and most long-lasting results?

Gather all the facts prior to meeting with the employee. Even though a serious incident such as this could result in termination of an employee, it is important to gather all the facts prior to meeting with the employee to substantiate any claims.

As HIM director, you receive a call from the CEO informing you that she has received a complaint from a patient. The patient reported that one of the coders in your department revealed his diagnosis to his neighbor. What action is recommended?

Handle the situation as you would any other disease that affects an employee's work.

As an HIM supervisor, one of your employees reports that a coworker has returned from lunch on numerous occasions with the smell of alcohol on his breath. What is the best approach in handling this problem?

threatening to fire the employee

As manager of release of information, you supervise an employee who has been a correspondence clerk for many years. Her performance has gradually diminished and has become substandard. What method would most likely prove to be INEFFECTIVE in assisting this employee in improving her performance?

independently identifies required work products.

As telecommuting becomes more common, HIM supervisors will increasingly need to evaluate employees for these virtual office opportunities. Typical criteria include all the following EXCEPT that the employee

Share with employees the facts because she knows them from the meeting. Managers should not attempt to "water down" information, even if it is bad news. Fueling the grapevine can also lead to additional misinformation. Managers should make every effort to communicate factual information to their employees in a calm and timely manner.

As the manager of the billing department, Jessica has heard from her employees that rumors have been circulating throughout the hospital concerning centralization and layoffs. At a meeting with the CFO, all departments were asked to cut back 15%. What should Jessica tell her employees?

4,686 To determine the number of hours needed to perform a volume of work or "service units," in this case discharges (15,620) are multiplied by the "time standard" (18 minutes) and then divided by the number of minutes per hour (60). (15,620 x 18) = 281,160 divided by 60 = 4,686.

At Great Plains Regional Hospital, record processing takes approximately 18 minutes. If there are 15,620 discharges for the month, how many staff hours are needed for this volume of work?

it provides a contractual obligation to continued employment.

At Orientation a new employee receives the Employee Handbook. All of the following information about the Employee Handbook is true, EXCEPT that

shown as a staff position. Although the person in the position is outsourced, the organizational chart would show this "position" as a "staff" position.

Charles Jones is employed as a regional coding consultant by a corporate hospital chain. In the organization chart, this position would be

determine the source of the conflict.

Chris and Amy, two coders on your team, have come to you complaining that Jane, the discharge clerk, is deliberately holding back charts, causing a coding backlog. You are not sure Jane is really the cause of this problem because Chris and Amy have a history of blaming others for their work-related delays. To determine if Jane is truly a "problem employee" it would be best to first

telecommuting

Christina is a pharmacy tech who recently earned her RHIA. She is interviewing to become a representative of an international pharmaceutical firm. She would work from home, log in to the corporate website several times a day, and make calls on various pharmacies in her territory. She would visit headquarters about once a quarter. This proposed work arrangement can best be described as

Do not intervene: creative solutions often come from conflict.

Conflict is inevitable. What is the LEAST effective way to manage conflict?

document specific performance levels. Without proper documentation, an evaluation of "needs improvement" will be difficult to justify

Dana has prepared a performance appraisal for one of her employees. As the HIM director reviews the evaluation, he notes that the employee received an overall rating of "needs improvement." After reading the comments, the director asks Dana to document specific performance improvement recommendations. Dana is unable to do so because she is basing her assessment on her memory of incidents that have occurred over the past year. The director suggests that Dana reassess the employee's evaluation because, ideally, performance appraisals should occur

Emma failed to interview enough applicants.

Emma Miller, RHIA, interviewed one applicant for the new position of data analyst and subsequently hired the applicant. During the 20-minute interview, she told the applicant about the department and hospital and what the job entailed. Much to Emma's disappointment, this newly hired employee did not work out. What went wrong?

open and honest communication. Weekly department meetings, having an employee handbook, and written policies and procedures are all part of the necessary open and honest communication.

Employee turnover is expensive and stressful on staff and reflects poorly on managers. The best defense against employee dissatisfaction is

a project-based independent contractor.

Employers are required to report the status of employees to the federal government. You plan to hire an ICD-10 trainer for six months with the skills to perform the training. This employee would likely be reported as

bona fide occupational qualification

Employers may be able to demonstrate that age is a reasonable requirement for a position. What is an exception to the Age Discrimination in Employment Act (ADEA) called?

run or control chart.

Eva Pulaski supervises the electronic document management (EDM) section. She is preparing a report that includes a graphic that displays data over time and provides an excellent visualization of quality and quantity trends. This style of a report is called a(n)

work simplification.

Fareeda's methods improvement objectives are to use an organized approach to determine how to accomplish a task with less effort in less time or at a lower cost while maintaining or improving the quality of the outcome. Frequently, methods improvement is referred to as

Americans with Disabilities Act

Federal legislation has a significant impact on the workplace. Which of the following requires employers to make reasonable accommodations for individuals to perform essential job functions?

unity of command

Holly is the day supervisor who works from 7:00 AM to 4:00 PM. Kim is the evening supervisor who works from 2:00 PM to 11:00 PM. Sarah is a transcriptionist who works from 10:00 AM to 7:00 PM, which overlaps the day and evening shifts. Sarah asked Holly, the day supervisor, if she could leave early for personal reasons. Holly said Sarah could leave early if Kim, the evening supervisor, agrees. Which theory of management does this situation violate?

safety

Gary's primary concern is job continuity and adequate health insurance for his large family. What level of Maslow's hierarchy of needs does Gary operate from?

position or job description. A well-written job description includes what and how health information is used in a position. The job description would be the document Gina would review for choosing appropriate training levels for staff members in different positions.

Gina is the HIPAA Privacy and Security Officer and primary trainer for a regional health system. In determining how a certain department staff position uses health information, she must certainly review the

politely interrupt as necessary to seek clarification.

Grace Holt, RHIA, is the HIM Department Manager. She is reviewing interviewing techniques with Maria Hernandez, RHIT, as she prepares to interview for a new analyst. Grace recommends that Maria should

$40,650. Calculation: $15.00 x 2,080 hours per year = $31,200 x 27.5% = $8,580 Tuition waiver = 6 credits at $145 = $870 Therefore, $31,200, + $8,580 + $870 = $40,650

Gregg is a recent graduate who has applied for a Trauma Registry position at a Chicago hospital while he prepares to apply to graduate school. In making the decision, he considers the offer of $15 per hour for a 40-hour week, benefits of 27.5% of his salary, and tuition waivers of six credits per year at $145. He calculated that his total compensation, rounded to the nearest dollar, would be

flextime

Hannah arrives for work Monday through Friday any time between 7:00 and 9:00 AM, is on the job until at least 3:00 PM, and then may leave any time between 3:00 and 6:00 PM. Hanna's schedule is an example of

easing up on delegating

Health care is known for rapid change. Melissa, an RHIA who has just been hired as a systems analyst in Information Technology, understands the importance of being a positive change agent. Which of the following approaches would be LEAST likely to support her approach?

spreadsheet with grids identifying who needs what type of training A spreadsheet with grids identifying who needs what type of training would help in defining the department privacy and security training plan.

In developing a training "to-do list," Susan is reviewing the staff and what general training and specialized training topics would be necessary. What tool would be most helpful in organizing this information?

rating scales.

In your department, employee performance is rated using a continuous scale range of unsatisfactory through average to outstanding. Some other departments use a discrete system in which the supervisor assigns "fails to meet standards," "meets standards," and "exceeds standards." Both systems being used are

Changes in work schedules must be approved in advance and depend on departmental operations.

In your new position as director of Health Information Services, you have noticed that department supervisors arbitrarily allow employees to make up missed time due to absences. You decide that you need a policy to reinforce the attendance policy and cut down on tardiness and absences. Which policy statement would support your overall departmental goals?

Fair Labor Standards Act

Julian supervises the department's coding section. He notices that the coding technician is working 30 additional minutes each day before clocking in at her scheduled starting time. After discussing her timecard with her, he discovers that she is starting work early in order to check the unbilled account report. Under which act are you required to pay her for all hours worked?

ensuring any job the employee is qualified for upon return.

Keith is director at a medical center that includes a daycare center and has several employees who have young children. He knows that it is important to be familiar with the provisions of the Family Medical Leave Act (FMLA), which includes all the following provisions EXCEPT

esteem

Kimberly Wolf wants a Mercedes and the position of vice president of Information Services. She feels that achieving these goals will provide her with a sense of achievement, prestige, and reputation in the eyes of others. At what level of Maslow's hierarchy of needs is she operating?

deal with the issue as if it were a bona fide grievance.

Krista combined her HIM and legal education and is now a risk manager. An employee has a complaint that may be considered a grievance. She should listen to the employee and then

improving the organization.

LaToya Evans has accepted a new position and has given her current manager one month's notice. Human Resources has made an appointment with LaToya to discuss her benefits, investment plan, and an exit interview. The primary value of an exit interview is

28% Madison attended 2 hours on Friday and 8 hours on Saturday minus 1.5 hours lunch for a total of 8.5 hours. She is an RHIA, which requires 30 hours of continuing education every two-year cycle. 8.5/30 = 28.3. The question asks for a whole number, so the answer is 28%. Tip: You can do a reasonableness check. 8.5 hours is almost one-third of the total, so the percent should be close to, but less than, 33%.

Madison Taylor, RHIA, will be attending an AHIMA conference on information governance Friday from 7:00 PM to 9:00 PM and Saturday from 8:30 AM to 4:30 PM with 90 minutes for lunch. This represents ___ of her hours for her continuing education cycle. (Report a whole number.)

5.0 To determine the number of employees needed for a specific position, you must first determine how much time is being spent on work currently being done. The "service units," in this case discharges (600), are multiplied by the "time factor," 20 minutes. (600 x 20 = 12,000 minutes) Because this problem's time factor is in minutes, you must also compute the number of available minutes per week. The "actual hours" in this case, 40 hours, is multiplied by 60 (60 minutes per hour) (40 x 60 = 2,400). The earned time, 12,000 minutes, is then divided by the actual minutes, 2,400, to determine the number of employees needed to perform a specific job duty. So, 12,000 divided by 2,400 = 5.

Mallory, data integrity unit supervisor, must determine the number of full-time employees (FTEs) needed to code 600 discharges per week. It takes an average of 20 minutes to code each record and each coder will work 40 hours per week. How many coders are needed?

behavioral interview.

Mark Beck is a new graduate preparing for an interview. In school, he had the opportunity to role-play a technique that requires applicants to give specific examples of how they have performed a specific task or handled a specific problem in the past. This technique is becoming more popular and is known as a(n)

refer her to the Employee Assistance Program.

Mary Ellen Smith has been an excellent biller for the past 5 years. Lately, you have noticed that she has the highest error rate and the lowest productivity rate of the entire billing section. She also seems to be distracted and unhappy. You have a conversation with her and she confides that she is having many "personal problems" that are causing her enormous stress. As her supervisor, you

dependency

Miranda has decided to accept a position as a manager in a large health system. A key factor was the opportunity to work for a transformational leader. In determining whether the Health Information director is a transformational leader, which of the following characteristics would concern her?

outsourcing

Mission Health Systems has contracted with an agency to conduct recruitment and screening of potential candidates. This approach is called

A good orientation program can substitute for a job-specific departmental training.

Natalie was an orientation counselor in college and knows that a well-designed program can help those new to a setting feel comfortable. As a new manager, she continues her commitment and contributes to new employee orientation. Which of the following statements about orientation programs is NOT true?

independent contractor.

Niagara Falls Health Center needs occasional help in coding to remain current. Rena, the coding manager, is seeking an individual who is available evenings and weekends and will be responsible for his or her own actions. At a regional HIM meeting, Rena announces that she is looking for a(n)

"Yes, every employee deserves to know how he or she is performing and to set goals."

Nina is participating in Human Resources training for new supervisors and has a question for the presenter. "I have an employee who is at the top of the pay scale for her position. Do I still need to do a performance evaluation?" The presenter most likely answers,

rates the employee on the basis of a strong like or dislike of the person.

One of the most common rater biases that affect an employee's evaluation is the "halo effect," which suggests that the supervisor

all personal health information (PHI)

One of your new employees has just completed orientation, receiving basic HIPAA training. You are now providing more specific training related to her job. She asks whether the information she provided during the hiring process, as well as benefits claims, are also protected under HIPAA. Which of the following can you assure her that the Human Resources Department protects?

What was were her managers' personal impressions of her?

Rebecca, the revenue cycle manager, has received permission to check references for the candidate she would like to add to her team. Which of the following questions is the candidate's previous employer least likely to answer?

immigration.

Part of the employment application process is completing documentation required by the IRC. This compliance requirement is related to

put one person in charge of the meter.

Postage charges for Health Information Services have increased over the last quarter. As the director, you have seen mail envelopes that have been meter-stamped that did not appear to be official hospital business. The best course of action is to

Civil Rights Act.

Puget Sound Health System has set hiring goals and taken steps to guarantee equal employment opportunities for members of protected groups (e.g., American Indians, veterans, etc.). It is complying with

Refer her to the Employee Assistance Program.

Rachel's work performance has diminished over the last two weeks. In addition, she has uncharacteristic mood swings and has exhibited difficulty concentrating. She is also having difficulties with tardiness and attendance. As her supervisor, you meet with Rachel to discuss your concerns. She reveals that she is struggling financially. What action should you take?

the office environment is reengineered.

Research has shown that productivity increases with all of the following actions EXCEPT when

retaining authority to make key decisions. To be effective, authority needs to be delegated along with responsibility.

Rita Mizner, MBA, RHIA, is director of Information Services for Mt. Sinai Medical Center. She is well respected for a management style that empowers her staff. All of the following are characteristics of effective delegation, EXCEPT

suspension

Samantha is the evening discharge analysis clerk. As the evening supervisor, you personally trained her regarding the correct job procedures and policies. Within the last two months, Samantha has received an oral and written warning for failure to follow job procedures. Your facility utilizes a progressive discipline system. What is the next appropriate step?

42 Selena took 6 hours unpaid leave (40 - 6 = 34), but worked a holiday at double-time (8 x 2 = 16). Because 8 hours of the holiday are already figured in the work week, add an additional 8 hours for holiday pay. So, 34 + 8 = 42.

Selena works 40 hours per week at Rio Grande Radiology, which pays time-and-a-half for overtime and double-time for holidays. During the past week, Selena took six hours of unpaid personal leave and worked an eight-hour holiday. How many hours will Selena be paid?

40 and 70

Southwest Health System has numerous semiretired staff. The Human Resources Department has provided training regarding the Age Discrimination in Employment Act (ADEA). They emphasized that it protects employees and applicants between what ages?

Work with HR on a job evaluation and current wage and salary survey. A common and easy solution to this problem is to ignore the complaint, although this will not solve the problem; it will only prolong it. If the clerks complain that their job rate is too low, a job evaluation seeks to determine the position's relative worth to maintain pay equity within the organization, and a wage and salary survey helps in determining the market value of the position.

Summer is the document imaging manager. She has had a meeting with the scanning clerks. They are complaining that the pay rate for their position is too low in their facility. What would be the best way to deal with this complaint?

$18,470 Calculations: $37,540 x 123% = $46,174.20 HIM pays 40% or $46,174.20 x .40 = $18,469.68, rounded to $18,470

Tara is an RHIA who works at a large academic medical center. Her salary of $37,540 is paid 60% from research grants as clinical trial coordinator and 40% by HIM as a database manager. The hospital's fringe benefit rate is 23%. How much must the HIM director include in the budget (rounded to the nearest dollar) to cover Sarah's database management role?

training content, training dates, and attendee names You are required to document the training content, dates, and attendees.

The HIPAA Privacy and Security Rule requires that training be documented. What methods of documenting training efforts need to be used?

Decision making is accomplished more quickly.

The advantages of teams or committees over individuals in complex situations include all of the following EXCEPT:

that the extent depends on the level of the employee's authority.

The employee selection process increasingly involves a background check. All of the following are true EXCEPT

100 hours 200 x 30/60 = 100 hours total

The staff in the Human Resources Department is proposing a computer-based training program for 200 employees and needs to prepare a budget for the time and cost of the training. • The training program will be 30 minutes in length. • The employees can take the training online at any time. • There are 200 employees to be trained. • The rate of pay for 50 of the employees is $15.50 per hour. • The rate of pay for 50 employees is $12.00 per hour. • The rate of pay for the other 100 employees is $18.00.

$1,587.50

The staff in the Human Resources Department is proposing a computer-based training program for 200 employees and needs to prepare a budget for the time and cost of the training. • The training program will be 30 minutes in length. • The employees can take the training online at any time. • There are 200 employees to be trained. • The rate of pay for 50 of the employees is $15.50 per hour. • The rate of pay for 50 employees is $12.00 per hour. • The rate of pay for the other 100 employees is $18.00. How much should the training staff request in the budget for doing the computer-based training program?

$7.94 Calculate by time: $1,587.50 total cost for training/100 hours needed to train = $15.88 per hour/2 to get cost for 1/2 hour of training = 7.938 = $7.94 OR Calculate by employee: $1,587.50/200 employees = 7.938 = $7.94

The staff in the Human Resources Department is proposing a computer-based training program for 200 employees and needs to prepare a budget for the time and cost of the training. • The training program will be 30 minutes in length. • The employees can take the training online at any time. • There are 200 employees to be trained. • The rate of pay for 50 of the employees is $15.50 per hour. • The rate of pay for 50 employees is $12.00 per hour. • The rate of pay for the other 100 employees is $18.00. What would be the average cost for training an employee?

in-depth training and interaction are desired. In-depth training and interaction are best obtained in an instructor-led classroom style of training. "There are three shifts of employees to train," "you want to minimize the cost for training," and "employees from all departments must be trained" are disadvantages of instructor-led training. Instructor-led training becomes expensive and time intensive when scheduling and training many shifts of employees from all departments.

The teaching method selected by an instructor influences the student's ability to understand the material. Instructor-led classrooms work best when

skill

The transcription area has an opening for a transcriptionist with demonstrated skill in medical and surgical reports. Which of the following types of tests should be administered?

HR recruiters refer employees for new opportunities within the organization.

There are a variety of approaches to career development. Which of the following is NOT one of the recognized strategies?

a graduate of a 2-year community college HIT program, RHIT eligible, with 1 year of outpatient coding experience

There is an opening for a coder in a 150-bed acute care hospital. The position requires someone who can code from a wide variety of medical records using both ICD and CPT. Of the following candidates interviewing for this position, which would be the most appropriate to hire?

Assist Tina in developing her career goals.

Tina, the Coding Supervisor at Highlands Hospital, has heard rumors that her facility is starting a coding training program. Rumor also has it that the HIM Director is trying to recruit the coding supervisor from a neighboring hospital to head up the training position. Tina makes the following statement to the assistant director: "I'm obviously not good enough for the training position. Perhaps I should resign." How should the assistant director respond?

training manuals. Training manuals would help ensure consistency of coverage of the materials among trainers. "Meeting handouts and minutes" and "signed confidentiality statements acknowledging receipt and understanding of any training attended" serve to help in documenting the training that was given. "Ongoing training to keep the issues in front of the workforce" - in addition to initial training, the security rule requires ongoing training/reminders.

To ensure consistency of coverage among trainers, you may want to develop

job procedure.

Trevor is a new scanning technician. To fulfill your responsibility as a supervisor and to help him learn and complete his work correctly, the best training resource to use would be a

take the complaint seriously and begin a sexual harassment investigation.

Ty Ngynn is assistant director in Information Services. He has made an appointment with the director of Human Resources to discuss his recent trip to the state HIM meeting with his director, Wendy Richards. During the trip, Wendy repeatedly asked Ty to her room, suggesting they work on new plans for the department. When Ty declined, Wendy suggested it might not be worthwhile for him to attend future state meetings. The HR director should

physical exam

Under the Americans with Disabilities Act (ADA), prior to employment, it is illegal to require a

U.S. citizens must be given preference.

Under the Immigration Reform and Control Act, all of the following apply EXCEPT

academic organization

University Health Systems is focusing on fostering a learning environment in the organization. Which of the following characteristics is NOT required?

5.68% To calculate the absenteeism rate, use the following formula as suggested by the U.S. Department of Labor: Worker-days lost during period x 100 / (Avg. number of workers) (Number of days in period) = 25 x 100 / 20 x 22 = 5.68%

Use the following statistics from Utah Home Health to calculate the absenteeism rate. Month: January Number of employees 20 Number of workdays 22 Total work days lost 25

Turnover rate is reduced.

Using Donabedian's framework for quality assessment (structure, process, and outcome), which of the following is an appropriate human resource outcome?

Counsel her by encouraging self-analysis and problem-solving processes.

Virginia is the Record Processing Coordinator, which is a lead position. She has an excellent work record and is able to assist in most work areas of the department. She knows that she could easily get another job within the hospital for the asking. Recently, she has been arriving late and has been uncooperative in dealing with others. As her immediate supervisor, what is the BEST first step in dealing with this situation?

All answers apply. the seriousness of the problem the prior performance of the employee in question the frequency of the problem

When analyzing discipline problems, which of the following should be considered?

forced ranking

Which appraisal method places the employees into a set of ordered groups (e.g., top 10%, above average 20%, middle 40%) on the basis of a global measure?

physical/workstation security "Physical/workstation security" training would be appropriate for all employees in general orientation training. "Marketing issues" and "business associate agreements" are higher level functions that would not be performed by all new employees. "Job-specific training (e.g., patient's right to amend record)" would be better suited to training in the department in which the employee will work.

Which of the following HIPAA components would the general New Employee Orientation training most likely cover?

an RHIT who manages the Health Information Services department and is involved with planning and decision-making activities 90% of the time

Which of the following employees is exempt under the Fair Labor Standards Act?

Successful teams have a dominating leader.

Which of the following is NOT an advantage of teams?

Cheryl's job keeps her fully occupied all day. In fact, she frequently has to rush to get the work completed daily. Cheryl's supervisor decides to remove some responsibility from her job so she has less stress. Job enrichment involves assigning more challenging tasks and responsibilities without combining jobs, which is called job enlargement. Switching job tasks among employees is called job rotation. All of these are attempts to diversify work and motivate employees. Redesigning a job by removing responsibility, however, would probably not be a motivational factor.

Which of the following scenarios best describes job enrichment as a motivational technique?

asking for guidance from Human Resources and then acting.

Yanique is a new supervisor at a mental health facility. She discovers that one of her employees has shared her password with a coworker. This action violates policies and procedures and is the first occasion of difficulty with this employee. Disciplinary action should be taken by

Do you have family responsibilities that would keep you from remaining at a trial?

You are interviewing a candidate for a subpoena clerk position in the release of information section. Which of the following is the LEAST appropriate information to ask an interviewee to provide?

objectives of each functional area

You are preparing a training program for specific functional areas of the department (e.g., coding, transcription, etc.). Which of the following is the primary factor to consider in developing an effective training program?

The grievance procedure regulations stipulated in the union contract will be followed. It is illegal for an organization to fire an employee for filing a grievance. The union contract stipulates the policy and procedures for resolving grievances. You would need to refer to the union contract for any specific time boundaries.

You work in a unionized organization and have filed a grievance. Which of the following will most likely take place?

span of control

Your job description states that as assistant director of the HIM Department, you will supervise day-to-day operations for the record processing, transcription, and release of information areas. What principle of management is described?

cafeteria benefit plan.

Your organization's employees consist of a mixture of women and men. The women are of all ages, some are single mothers, others are married women with no children, and still others are women who care for older parents at home. The men also have varying personal lifestyles. Human Resources has designed a new benefit program that allows employees to choose from an array of benefits based on their own needs or lifestyle. The new benefit program is called a(n)