Who should qualify for minimum wage protections, sick leave or any of the other benefits typically given employees?alformia's state Legislature is reopening that high-stakes,decades-long debate, as it prepares to vote on a proposal that would give hundreds of thousands of contract workers, such as drivers of ride haling companies, new benefits by legally relassfyig them as employees. If it passes, the state's narrower definition of "contractor" would trigger a host of other changes for companies that would then have to pay for Social Security, workers' compensation and unemployment insurance. Large employers would also have to pay for health insurance. This would be a significant development in workplace law and could eventually have implications for workers and companies across the country.The proposed change is of keen interest to a rapidly growing population of contractors likeLeonardo Diaz. For most of the past 4 years, he has made a decent living working 40 to 50 hours a week driving for the ride-hailing companies. "I love interacting with people," says the father of four, who lives in Los Angeles. But more recently, Diaz has soured on his job. He says that both ride- haling companies cut his share of payments, reducing his take home pay to only $9 an hour,after taking the cost of gas, insurance and car repairs into account. But he says the bigger problem is that he is tired of working as a contractor and misses employee health and paid leave benefits he used to recive when he worked as a valet. "We don't get any holiday pay, "Diaz says."If we get sick, you know, nobody's going to pay for our doctors," Contractors like Diaz make up a fast-growing part of the workforce. And any company in California using them could be affected.The impact of the new law would reverberate beyond the state."Everyone is looking to California right now and they're all following it with bated breath because they recognize that likely whatever happens in California is going to sweep across the country," says Monique Ngo-Bonnici, an attorney in California. The proposal expands on a landmark California Supreme Court ruling last year that extended wage protections to more workers and narrowed the definition of "independent contractor." The. legislative proposal expands on that ruling and would give workers benefits like paid sick leave and protections under anti-discrimination laws. Ngo-Bonnici argues that the, California proposal would put big constraints on workers and companies alike. Speically, it would mean more workers will be put on shifts, which in certain municipalities must be scheduled weeks in advance . - - -giving workers far less flexibiliy, she says.One ride-hailing company confirms it would have to revamp its operations in the state drivers are redassified as employees." We would need far fewer drivers than we currently have."says Adrian Durbin, a company spokesman. And those that remained would have a much more rigid work schedule. Durbin says those Big companies pushed California lawmakers for a middle ground that would grant independent contractors a narrower set of benefits, like minimum wage guarantees, without making them ullledged employees. Which of the following is NOT included in the legislative proposal?A. Companies to pay for workers' compensation.B. Companies to pay for workens' insurance.C. Companies to raise the minimum wage.D. Companies to provide holiday pay.
Who should qualify for minimum wage protections, sick leave or any of the other benefits typically given employees?
alformia's state Legislature is reopening that high-stakes,decades-long debate, as it prepares to vote on a proposal that would give hundreds of thousands of contract workers, such as drivers of ride haling companies, new benefits by legally relassfyig them as employees. If it passes, the state's narrower definition of "contractor" would trigger a host of other changes for companies that would then have to pay for Social Security, workers' compensation and unemployment insurance. Large employers would also have to pay for health insurance. This would be a significant development in workplace law and could eventually have implications for workers and companies across the country.
The proposed change is of keen interest to a rapidly growing population of contractors like
Leonardo Diaz. For most of the past 4 years, he has made a decent living working 40 to 50 hours a week driving for the ride-hailing companies. "I love interacting with people," says the father of four, who lives in Los Angeles. But more recently, Diaz has soured on his job. He says that both ride- haling companies cut his share of payments, reducing his take home pay to only $9 an hour,after taking the cost of gas, insurance and car repairs into account. But he says the bigger problem is that he is tired of working as a contractor and misses employee health and paid leave benefits he used to recive when he worked as a valet. "We don't get any holiday pay, "Diaz says.
"If we get sick, you know, nobody's going to pay for our doctors," Contractors like Diaz make up a fast-growing part of the workforce. And any company in California using them could be affected.
The impact of the new law would reverberate beyond the state.
"Everyone is looking to California right now and they're all following it with bated breath because they recognize that likely whatever happens in California is going to sweep across the country," says Monique Ngo-Bonnici, an attorney in California. The proposal expands on a landmark California Supreme Court ruling last year that extended wage protections to more workers and narrowed the definition of "independent contractor." The. legislative proposal expands on that ruling and would give workers benefits like paid sick leave and protections under anti-discrimination laws. Ngo-Bonnici argues that the, California proposal would put big constraints on workers and companies alike. Speically, it would mean more workers will be put on shifts, which in certain municipalities must be scheduled weeks in advance . - - -giving workers far less flexibiliy, she says.
One ride-hailing company confirms it would have to revamp its operations in the state drivers are redassified as employees." We would need far fewer drivers than we currently have."says Adrian Durbin, a company spokesman. And those that remained would have a much more rigid work schedule. Durbin says those Big companies pushed California lawmakers for a middle ground that would grant independent contractors a narrower set of benefits, like minimum wage guarantees, without making them ullledged employees.
Which of the following is NOT included in the legislative proposal?
alformia's state Legislature is reopening that high-stakes,decades-long debate, as it prepares to vote on a proposal that would give hundreds of thousands of contract workers, such as drivers of ride haling companies, new benefits by legally relassfyig them as employees. If it passes, the state's narrower definition of "contractor" would trigger a host of other changes for companies that would then have to pay for Social Security, workers' compensation and unemployment insurance. Large employers would also have to pay for health insurance. This would be a significant development in workplace law and could eventually have implications for workers and companies across the country.
The proposed change is of keen interest to a rapidly growing population of contractors like
Leonardo Diaz. For most of the past 4 years, he has made a decent living working 40 to 50 hours a week driving for the ride-hailing companies. "I love interacting with people," says the father of four, who lives in Los Angeles. But more recently, Diaz has soured on his job. He says that both ride- haling companies cut his share of payments, reducing his take home pay to only $9 an hour,after taking the cost of gas, insurance and car repairs into account. But he says the bigger problem is that he is tired of working as a contractor and misses employee health and paid leave benefits he used to recive when he worked as a valet. "We don't get any holiday pay, "Diaz says.
"If we get sick, you know, nobody's going to pay for our doctors," Contractors like Diaz make up a fast-growing part of the workforce. And any company in California using them could be affected.
The impact of the new law would reverberate beyond the state.
"Everyone is looking to California right now and they're all following it with bated breath because they recognize that likely whatever happens in California is going to sweep across the country," says Monique Ngo-Bonnici, an attorney in California. The proposal expands on a landmark California Supreme Court ruling last year that extended wage protections to more workers and narrowed the definition of "independent contractor." The. legislative proposal expands on that ruling and would give workers benefits like paid sick leave and protections under anti-discrimination laws. Ngo-Bonnici argues that the, California proposal would put big constraints on workers and companies alike. Speically, it would mean more workers will be put on shifts, which in certain municipalities must be scheduled weeks in advance . - - -giving workers far less flexibiliy, she says.
One ride-hailing company confirms it would have to revamp its operations in the state drivers are redassified as employees." We would need far fewer drivers than we currently have."says Adrian Durbin, a company spokesman. And those that remained would have a much more rigid work schedule. Durbin says those Big companies pushed California lawmakers for a middle ground that would grant independent contractors a narrower set of benefits, like minimum wage guarantees, without making them ullledged employees.
Which of the following is NOT included in the legislative proposal?
A. Companies to pay for workers' compensation.
B. Companies to pay for workens' insurance.
C. Companies to raise the minimum wage.
D. Companies to provide holiday pay.
B. Companies to pay for workens' insurance.
C. Companies to raise the minimum wage.
D. Companies to provide holiday pay.
参考解析
解析：文章第一段就提到，如果这项提议通过，对于工人的补偿及保险方面都会得到改善，只有D未提到。所以答案选D.
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If we have given you any cause() dissatisfied , we should be glad to know of it .A. to beB. ofC. forD. to
The EMP table contains these columns:You need to display the employees who have not been assigned to any department.You write the SELECT statement:What is true about this SQL statement?() A. The SQL statement displays the desired results.B. The column in the WHERE clause should be changed to display the desired results.C. The operator in the WHERE clause should be changed to display the desired results.D. The WHERE clause should be changed to use an outer join to display the desired results.
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In the first 24 hours after abandoning a vessel, water should be given only to personnel who are ______.A.sick or injuredB.wetC.AwakeD.thirsty
A good program should be（74）by programmers other than the person who wrote it.A.reliableB.understandableC.structuredD.blockeD
Who should qualify for minimum wage protections, sick leave or any of the other benefits typically given employees?alformia's state Legislature is reopening that high-stakes,decades-long debate, as it prepares to vote on a proposal that would give hundreds of thousands of contract workers, such as drivers of ride haling companies, new benefits by legally relassfyig them as employees. If it passes, the state's narrower definition of "contractor" would trigger a host of other changes for companies that would then have to pay for Social Security, workers' compensation and unemployment insurance. Large employers would also have to pay for health insurance. This would be a significant development in workplace law and could eventually have implications for workers and companies across the country.The proposed change is of keen interest to a rapidly growing population of contractors likeLeonardo Diaz. For most of the past 4 years, he has made a decent living working 40 to 50 hours a week driving for the ride-hailing companies. "I love interacting with people," says the father of four, who lives in Los Angeles. But more recently, Diaz has soured on his job. He says that both ride- haling companies cut his share of payments, reducing his take home pay to only $9 an hour,after taking the cost of gas, insurance and car repairs into account. But he says the bigger problem is that he is tired of working as a contractor and misses employee health and paid leave benefits he used to recive when he worked as a valet. "We don't get any holiday pay, "Diaz says."If we get sick, you know, nobody's going to pay for our doctors," Contractors like Diaz make up a fast-growing part of the workforce. And any company in California using them could be affected.The impact of the new law would reverberate beyond the state."Everyone is looking to California right now and they're all following it with bated breath because they recognize that likely whatever happens in California is going to sweep across the country," says Monique Ngo-Bonnici, an attorney in California. The proposal expands on a landmark California Supreme Court ruling last year that extended wage protections to more workers and narrowed the definition of "independent contractor." The. legislative proposal expands on that ruling and would give workers benefits like paid sick leave and protections under anti-discrimination laws. Ngo-Bonnici argues that the, California proposal would put big constraints on workers and companies alike. Speically, it would mean more workers will be put on shifts, which in certain municipalities must be scheduled weeks in advance . - - -giving workers far less flexibiliy, she says.One ride-hailing company confirms it would have to revamp its operations in the state drivers are redassified as employees." We would need far fewer drivers than we currently have."says Adrian Durbin, a company spokesman. And those that remained would have a much more rigid work schedule. Durbin says those Big companies pushed California lawmakers for a middle ground that would grant independent contractors a narrower set of benefits, like minimum wage guarantees, without making them ullledged employees. What can be the best title of the report?A. The Rise of Contract Workers: More Benefits Aro Needed.B. Contract Work with Benefits: Califormnia Might Provide a ModelC. The Dilemma of Gig Economy: More Workers but Fewer Benefits.D. The Future of Benefits: More Efforts for Legislation on Contract Workers
Who should qualify for minimum wage protections, sick leave or any of the other benefits typically given employees?alformia's state Legislature is reopening that high-stakes,decades-long debate, as it prepares to vote on a proposal that would give hundreds of thousands of contract workers, such as drivers of ride haling companies, new benefits by legally relassfyig them as employees. If it passes, the state's narrower definition of "contractor" would trigger a host of other changes for companies that would then have to pay for Social Security, workers' compensation and unemployment insurance. Large employers would also have to pay for health insurance. This would be a significant development in workplace law and could eventually have implications for workers and companies across the country.The proposed change is of keen interest to a rapidly growing population of contractors likeLeonardo Diaz. For most of the past 4 years, he has made a decent living working 40 to 50 hours a week driving for the ride-hailing companies. "I love interacting with people," says the father of four, who lives in Los Angeles. But more recently, Diaz has soured on his job. He says that both ride- haling companies cut his share of payments, reducing his take home pay to only $9 an hour,after taking the cost of gas, insurance and car repairs into account. But he says the bigger problem is that he is tired of working as a contractor and misses employee health and paid leave benefits he used to recive when he worked as a valet. "We don't get any holiday pay, "Diaz says."If we get sick, you know, nobody's going to pay for our doctors," Contractors like Diaz make up a fast-growing part of the workforce. And any company in California using them could be affected.The impact of the new law would reverberate beyond the state."Everyone is looking to California right now and they're all following it with bated breath because they recognize that likely whatever happens in California is going to sweep across the country," says Monique Ngo-Bonnici, an attorney in California. The proposal expands on a landmark California Supreme Court ruling last year that extended wage protections to more workers and narrowed the definition of "independent contractor." The. legislative proposal expands on that ruling and would give workers benefits like paid sick leave and protections under anti-discrimination laws. Ngo-Bonnici argues that the, California proposal would put big constraints on workers and companies alike. Speically, it would mean more workers will be put on shifts, which in certain municipalities must be scheduled weeks in advance . - - -giving workers far less flexibiliy, she says.One ride-hailing company confirms it would have to revamp its operations in the state drivers are redassified as employees." We would need far fewer drivers than we currently have."says Adrian Durbin, a company spokesman. And those that remained would have a much more rigid work schedule. Durbin says those Big companies pushed California lawmakers for a middle ground that would grant independent contractors a narrower set of benefits, like minimum wage guarantees, without making them ullledged employees. What would ride-haing companies do in response to the legislative proposal!?A. They would hire more drivers.B. They would abide by the proposal.C. They would negotiate with Lawmakers.D. They would give workers more flexibility.
Who should qualify for minimum wage protections, sick leave or any of the other benefits typically given employees?alformia's state Legislature is reopening that high-stakes,decades-long debate, as it prepares to vote on a proposal that would give hundreds of thousands of contract workers, such as drivers of ride haling companies, new benefits by legally relassfyig them as employees. If it passes, the state's narrower definition of "contractor" would trigger a host of other changes for companies that would then have to pay for Social Security, workers' compensation and unemployment insurance. Large employers would also have to pay for health insurance. This would be a significant development in workplace law and could eventually have implications for workers and companies across the country.The proposed change is of keen interest to a rapidly growing population of contractors likeLeonardo Diaz. For most of the past 4 years, he has made a decent living working 40 to 50 hours a week driving for the ride-hailing companies. "I love interacting with people," says the father of four, who lives in Los Angeles. But more recently, Diaz has soured on his job. He says that both ride- haling companies cut his share of payments, reducing his take home pay to only $9 an hour,after taking the cost of gas, insurance and car repairs into account. But he says the bigger problem is that he is tired of working as a contractor and misses employee health and paid leave benefits he used to recive when he worked as a valet. "We don't get any holiday pay, "Diaz says."If we get sick, you know, nobody's going to pay for our doctors," Contractors like Diaz make up a fast-growing part of the workforce. And any company in California using them could be affected.The impact of the new law would reverberate beyond the state."Everyone is looking to California right now and they're all following it with bated breath because they recognize that likely whatever happens in California is going to sweep across the country," says Monique Ngo-Bonnici, an attorney in California. The proposal expands on a landmark California Supreme Court ruling last year that extended wage protections to more workers and narrowed the definition of "independent contractor." The. legislative proposal expands on that ruling and would give workers benefits like paid sick leave and protections under anti-discrimination laws. Ngo-Bonnici argues that the, California proposal would put big constraints on workers and companies alike. Speically, it would mean more workers will be put on shifts, which in certain municipalities must be scheduled weeks in advance . - - -giving workers far less flexibiliy, she says.One ride-hailing company confirms it would have to revamp its operations in the state drivers are redassified as employees." We would need far fewer drivers than we currently have."says Adrian Durbin, a company spokesman. And those that remained would have a much more rigid work schedule. Durbin says those Big companies pushed California lawmakers for a middle ground that would grant independent contractors a narrower set of benefits, like minimum wage guarantees, without making them ullledged employees.What can we know about Lconardo Daz?A. He is satisfied with his working condition.B. He finds it costly to drive a car in a big city.C. He quits his job as a driver duc to the low pay.D. He wants his work to be improved with benefits.
Text l Americans,we are told,believe in competition.But a shockingly large number of workers-30 million-are shackled by what are called"noncompetes,"which are agreements forbidding employees to leave their job to work for a competitor or to start their own competing business.And the number is growing fast.Once reserved for a corporation's most treasured rainmakers,noncompetes are now routinely applied to low-wage workers like warehouse employees,fast-food workers and even dog sitters.Like other anti-competitive practices,they poison our economy in larger,less perceptible ways.A report from the Treasury Department suggests that noncompetes should be banned for all employees,regardless of skill,industry or wage;they simply do more harm than good.Because laws governing noncompetes vary from state to state,we can analyze the effects of these kinds of contracts on wages,competition and labor mobility.The evidence shows wages in states that enforce noncompetes are 10 percent lower than in states that restrict their use.The Treasury Department concluded in its recent report that"by reducing workers'job options,noncompete agreements force workers to accept lower wages in their current jobs,and may sometimes induce workers to leave their occupations entirely,forgoing accumulated human capital."Workers shackled by noncompetes cannot rely on outside offers and free-market competition to fairly value their talents.Without incentives to increase wages in-house,companies can allow salaries to plateau.California and Massachusetts offer a case study within the high-tech industry.California strictly voids all noncompete agreements.Massachusetts,like most other states,enforces noncompetes.Both states enjoyed an early boom within the high-tech market,but California's Silicon Valley has continued growing,while Massachusetts has sputtered.In Massachusetts the enforcement of those agreements kept out new businesses by preventing people most likely to start new businesses-experienced former employees-from staying in the region.Meanwhile,in Silicon Valley,entrepreneurial activity flourished;thanks to California's refusal to enforce all noncompetes（including those from other jurisdictions）,it remains the tech center of the world.The best companies already realize the damaging effect of post-employment restrictions.Companies with little turnover risk becoming stagnant and short-sighted.In fact,relying on noncompetes rather than active recruitment and retention creates a market for lemons-a business will end up with employees who stay despite their unhappiness.Smart leaders treat departing employees as alumni,rather than sour exes in a divorce.But too many other employers have become increasingly inclined to bring disagreements with their former employees to court,relying on noncompetes rather than positive incentives to retain the best talent and reduce the competition.The liberty to move in the job market not only supports workers'choice,equality and wage growth but also creates the competition that catalyzes entrepreneurship,innovation and overall economic growth.If we want a healthy and free market,we should not shackle workers to the first business that offers them a job.Let them compete.Concerning departing employees,it Js wise for leaders to_____.A.treat them like a traitorB.respect their choice willinglyC.take legal actions against themD.manage to persuade them to stay
Text l Americans,we are told,believe in competition.But a shockingly large number of workers-30 million-are shackled by what are called"noncompetes,"which are agreements forbidding employees to leave their job to work for a competitor or to start their own competing business.And the number is growing fast.Once reserved for a corporation's most treasured rainmakers,noncompetes are now routinely applied to low-wage workers like warehouse employees,fast-food workers and even dog sitters.Like other anti-competitive practices,they poison our economy in larger,less perceptible ways.A report from the Treasury Department suggests that noncompetes should be banned for all employees,regardless of skill,industry or wage;they simply do more harm than good.Because laws governing noncompetes vary from state to state,we can analyze the effects of these kinds of contracts on wages,competition and labor mobility.The evidence shows wages in states that enforce noncompetes are 10 percent lower than in states that restrict their use.The Treasury Department concluded in its recent report that"by reducing workers'job options,noncompete agreements force workers to accept lower wages in their current jobs,and may sometimes induce workers to leave their occupations entirely,forgoing accumulated human capital."Workers shackled by noncompetes cannot rely on outside offers and free-market competition to fairly value their talents.Without incentives to increase wages in-house,companies can allow salaries to plateau.California and Massachusetts offer a case study within the high-tech industry.California strictly voids all noncompete agreements.Massachusetts,like most other states,enforces noncompetes.Both states enjoyed an early boom within the high-tech market,but California's Silicon Valley has continued growing,while Massachusetts has sputtered.In Massachusetts the enforcement of those agreements kept out new businesses by preventing people most likely to start new businesses-experienced former employees-from staying in the region.Meanwhile,in Silicon Valley,entrepreneurial activity flourished;thanks to California's refusal to enforce all noncompetes（including those from other jurisdictions）,it remains the tech center of the world.The best companies already realize the damaging effect of post-employment restrictions.Companies with little turnover risk becoming stagnant and short-sighted.In fact,relying on noncompetes rather than active recruitment and retention creates a market for lemons-a business will end up with employees who stay despite their unhappiness.Smart leaders treat departing employees as alumni,rather than sour exes in a divorce.But too many other employers have become increasingly inclined to bring disagreements with their former employees to court,relying on noncompetes rather than positive incentives to retain the best talent and reduce the competition.The liberty to move in the job market not only supports workers'choice,equality and wage growth but also creates the competition that catalyzes entrepreneurship,innovation and overall economic growth.If we want a healthy and free market,we should not shackle workers to the first business that offers them a job.Let them compete.In the author's view,noncompetes should be_____A.unconditionally abolished for workersB.specifically reserved for high talentsC.strictly limited to high-tech industriesD.only banned for those taking first jobs
Text l Americans,we are told,believe in competition.But a shockingly large number of workers-30 million-are shackled by what are called"noncompetes,"which are agreements forbidding employees to leave their job to work for a competitor or to start their own competing business.And the number is growing fast.Once reserved for a corporation's most treasured rainmakers,noncompetes are now routinely applied to low-wage workers like warehouse employees,fast-food workers and even dog sitters.Like other anti-competitive practices,they poison our economy in larger,less perceptible ways.A report from the Treasury Department suggests that noncompetes should be banned for all employees,regardless of skill,industry or wage;they simply do more harm than good.Because laws governing noncompetes vary from state to state,we can analyze the effects of these kinds of contracts on wages,competition and labor mobility.The evidence shows wages in states that enforce noncompetes are 10 percent lower than in states that restrict their use.The Treasury Department concluded in its recent report that"by reducing workers'job options,noncompete agreements force workers to accept lower wages in their current jobs,and may sometimes induce workers to leave their occupations entirely,forgoing accumulated human capital."Workers shackled by noncompetes cannot rely on outside offers and free-market competition to fairly value their talents.Without incentives to increase wages in-house,companies can allow salaries to plateau.California and Massachusetts offer a case study within the high-tech industry.California strictly voids all noncompete agreements.Massachusetts,like most other states,enforces noncompetes.Both states enjoyed an early boom within the high-tech market,but California's Silicon Valley has continued growing,while Massachusetts has sputtered.In Massachusetts the enforcement of those agreements kept out new businesses by preventing people most likely to start new businesses-experienced former employees-from staying in the region.Meanwhile,in Silicon Valley,entrepreneurial activity flourished;thanks to California's refusal to enforce all noncompetes（including those from other jurisdictions）,it remains the tech center of the world.The best companies already realize the damaging effect of post-employment restrictions.Companies with little turnover risk becoming stagnant and short-sighted.In fact,relying on noncompetes rather than active recruitment and retention creates a market for lemons-a business will end up with employees who stay despite their unhappiness.Smart leaders treat departing employees as alumni,rather than sour exes in a divorce.But too many other employers have become increasingly inclined to bring disagreements with their former employees to court,relying on noncompetes rather than positive incentives to retain the best talent and reduce the competition.The liberty to move in the job market not only supports workers'choice,equality and wage growth but also creates the competition that catalyzes entrepreneurship,innovation and overall economic growth.If we want a healthy and free market,we should not shackle workers to the first business that offers them a job.Let them compete.The word"shackled"（Line 2,Para.1）is closest in meaning to____.A.authorizedB.unitedC.guidedD.bound
资料：Gone are the days of “one-size-fits-all” employee benefits programs and here come newly designed and fully customized voluntary benefits. Voluntary benefits are on longer looked at as just a few “extras”, and are now becoming part of a comprehensive benefits package. Lot's take a look at how voluntary benefits have become more customized to meet the requirements of a more particular health care consumer.Voluntary Benefits Bolster Recruitment and Retention EffortsIt gives employees a chance to select extras that the standard health care plan doesn't offer, which can be highly attractive to today's consumers Employers can also use voluntary benefits to round out their health care plans with a menu of items that cover everything from family vision care to pet insurance. This helps companies to address the specific heath and financial needs of candidates, to help the stretch their future paychecks even further.The Advantages of Offering Voluntary Employee BenefitsIn terms of being adaptable to the needs of employees, there are very few benefits that are like voluntary plans. Voluntary plans cover many of the gaps that traditional health benefits do not cover. For example, a health care plan may require dental services for minors, but not for adults. The voluntary dental program can cover things like routine cleanings and other preventative measures that help support good oral health. Customizing Voluntary Benefit PlansThere are several areas where voluntary benefit plans exceed the customization options of other types of wellness and financial benefits. This is a continual trend that we will see more of. Financial wellness benefits can include budgeting software, company matched savings plans, employee purchase programs, discount cards, credit union access, and even short term financing to help employees who otherwise cannot get credit to purchase things they need. Some companies offer support for buying of leasing vehicles, pay off college loans, arrange for special discounts and deals on home rentals and purchases, and even provide access to tuition for college expenses.It can be inferred from the passage that, comparing with the traditional health benefits, voluntary plans______A.incur less cost by the company to offer benefit programs.B.cover many of the gaps that traditional health benefits do not cover.C.help employees who are dealing with tough personal and career matters.D.encourage employees to stay with their companies for longer periods of time.
共用题干Computer CrimesMore and more,the operations of our businesses,governments,and financial institutions are controlled by information that exists only inside computer memories.Anyone clever enough to modify this information for his purpose can reap substantial rewards.Even worse,________(46)It's easy for computer crimes to go undetected if no one checks up on what the computer h doing.________(47),the criminal may walk away not only unpunished but with a growing recommendation from his former employers.Of course,we have no statistics on crime that go undetected.But it's disturbing to note how many of the crimes we do know about were detected by accident,________(48)The computer criminals who have been caught may have been the victims of uncommonly bad luck.For example,________(49)Investigation revealed that the extra cards she was being asked to punch were for dishonest transactions.In another case,dissatisfied employees of the thief tipped off the company that was being robbed.Unlike other lawbreakers,who must leave the country,commit suicide,or go to jail,computer criminals sometimes escape punishment demanding not only that they not be charged but that they be given good recommendations and perhaps other benefits.All too often,their demands have been met. Why?________(50)that would result if the public found out that their computer had been misused.They hesitate at the thought of a criminalboasting in open court of how he juggled the most confidential records right under the noses of the company's executives,accountants,and security staff. And so another computer criminal departs with just the recommendations he needs to continue his crimes elsewhere._________（48）A:a certain keypunch operator complained of having to stay overtime to punch extra cards.B:It goes without saying that any one who breaks the law should be punished.C:Because company executives are afraid of the bad publicityD:a number of people who have done this and been caught at it have managed to get away without punishment.E:not by systematic inspections or other security procedures.F: But even if the crime is detected
Several remote sales employees， who have come into the office this week， report that they are unable to get on the Internet， but no other users have reported similar issues. The help desk hasescalated the issue and the case notes state that the users have IP addresses that begin with 169. Which of the following should the system administrator check FIRST？（）A、DHCP serverB、Network switchesC、DNS serverD、Core router
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Which of the following commands should be used to show the percentage of time that any given disk was busy？（）A、 psB、 tprofC、 iostatD、 vmstat
Which of the following commands should be used to monitor the average number of threads in the scheduler’s run queue for any given interval？（）A、 tprofB、 iostatC、 vmstatD、 filemon
单选题In the first 24 hours after abandoning a vessel , water should be given only to personnel who are（）.AthirstyBsick or injuredCwetDawake
单选题Defining employee “customer” segments meansAoffering some employees more and the other less.Brelating the customers to the employees’ benefits.Cvarying benefits according to different employees.Ddividing employees into different groups.
单选题According to the second paragraph, it is important for companies toAmeet changing demands of employees.Bcheck benefits as closely as they do with other investments.Cput more emphasis on talent investments.Dcut back on the investments in benefits.
单选题Any friction fit, tightness or adhesion of the part of any load being lifted should be broken by wedge or tapping and not by increasing the load on the applianceAccording to this sentence, （）Athe lifting appliance can always lift the freight within its rated loadBattention should be paid in order not to break the wedge when lifting cargoCsometimes the lifting work needs other assistance other than the lifting applianceDlifting work should be done with every part fit, tightness or adhesion
问答题Minimum wage is the lowest amount that employers can legally pay their workers per hour of labor. The first minimum wage law was passed in New Zealand in 1894. Since then, many other nations have adopted similar policies. In China, different provinces or cities have different minimum wages for their working citizens. These rates are not established randomly. In fact, they are the result of much research in economics, standard of living and inflation. Labor supply and the effects of unemployment are also considered when establishing a minimum wage. Some people support the policy of minimum wage, while others are against it. The following are opinions from both sides on this issue. Read the excerpts carefully and write your response in about 300 words, in which you should: 1. summarize briefly the opinions from both sides, and then 2. give your comment. Marks will be awarded for content relevance, content sufficiency, organization and language quality. Failure to follow the above instructions may result in a loss of marks. Many supporters of minimum wage say that it increases the standard of living and keeps people out of poverty. Those who are opposed to it tend to believe that it increases unemployment and harms less skilled workers. Minimum wage laws are established and upheld with certain goals. Those who support the laws believe that these goals are being adequately achieved and that this alone is enough justification to keep the laws in place. Minimum wage was initially established to reduce poverty. Establishing a minimum wage in China insures that people are paid properly for their work. Minimum wage also protects younger workers and minorities from being paid less than others to some extent. Supporters also believe that minimum wage stimulates consumption and thus puts more money into the economy by allowing low paid workers to spend more. They also believe that it may increase the work ethic of those who are paid little and thus benefit employers. It also encourages people to join the work force, rather than seek illegal means of earning money. People who are opposed to the idea of minimum wage believe that it is not accomplishing the goals designed to meet. In several instances, employment has decreased more than the increase in wages and thereby overall earnings are still reduced. Businesses are sometimes forced to hire fewer employees because they have to pay minimum wages. Thus, fewer people have jobs. Studies also show that very few low-wage workers actually come from families in poverty. Thus, minimum wage is more often imposed on the newly employed with the first job than on people who would otherwise be unemployed. Other opponents believe that it can cause inflation as businesses have to raise prices to accommodate the higher wages. They also believe it discourages further education of the poor.
单选题If employees have any health problem, they should _____.Atelephone the factoryBinform the Senior NurseCreport to their line managerDcontact the health and safety officer