December 2023 C8 Exam Dumps

Killexams C8 actual exam dumps includes latest syllabus of Business Acumen for Compensation Professional exam with up-to-date exam contents | complete pool of questions

C8 Detail

C8 PDF Exam Dumps and VCE

C8 Exam Included 3 Products;

  • C8 PDF Exam Questions and Answers : C8 PDF Questions and answers are complete pool of questions in PDF format that you can use on any operating system like Windows, MacOS, Linux etc or any device like computer, android phone, ipad, iphone or any other hand held device etc. You can print and make your own book to read anywhere you travel or stay. PDF is suitable for high quality printing and reading offline.
  • C8 Online Test Engine (OTE) : Our C8 Online Test Engine is updated at real time. Each and every question in the Worldatwork exam pool is added or removed in such a way that you do not need to download or update anything. It is just logging into your myAccount section and click on OTE icon and you will be able to take test using actual C8 exam questions and answers. It provides facility to maintain your test performance, history and graphs. You can see each of your mistake in the exam. You can learn the questions and answers like you do in the book. It supports all browsers, operation systems and devices like iOS iphone/ipad, android, Linux, Windows etc.
  • VCE Exam Simulator 3.0.9 : Killexams C8 Exam Simulator is full screen windows app that is like the C8 exam screen you experience in actual test center. This software provide you test environment where you can answer the C8 exam questions, take test, review your false answers, monitor your performance in the test.

C8 Exam Braindumps

We offer C8 Braindumps containing actual C8 exam questions and answers. These PDF Exam Dumps are very useful in passing the C8 exams at first attempt.

Real C8 Exam Questions and Answers

These C8 questions and answers are taken from the actual C8 question pool that candidate face in actual test. These real C8 exam QAs are exact copy of the C8 questions and answers you face in the exam.

C8 Practice Tests

C8 Practice Test uses the same questions and answers that are provided in the actual C8 exam pool so that candidate can be prepared for real test environment. These C8 practice tests are very helpful in practicing the C8 exam.

C8 Question pool update

C8 Questions and answers are updated on regular basis to reflect the latest changes in the C8 exam. Whenever any change is made in actual C8 test, we provide the changes in our C8 question bank.

Complete C8 Exam Collection

Here you can find complete Worldatwork exam collection where Questions and answers are updated on regular basis to reflect the latest changes in the C8 exam. Whenever any change is made in actual C8 test, we provide the changes in our C8 question bank.

Business Acumen for Compensation Professional Exam dumps C8 exam dumps contain complete question pool, updated in December 2023 including VCE exam simulator that will help you get high marks in the exam. All these C8 exam questions are verified by killexams certified professionals and backed by 100% money back guarantee.

C8 Business Acumen for Compensation Professional learner | [HOSTED-SITE]

C8 learner - Business Acumen for Compensation Professional Updated: 2023

Free C8 question bank
Exam Code: C8 Business Acumen for Compensation Professional learner November 2023 by team

C8 Business Acumen for Compensation Professional

Test Detail:
The WorldatWork C8 Business Acumen for Compensation Professional test is designed to assess the knowledge and skills of compensation professionals in understanding business acumen and its application to compensation practices. Here is a detailed description of the exam, including the number of questions and time allocation, course outline, test objectives, and test syllabus.

Number of Questions and Time:
The WorldatWork C8 test consists of multiple-choice questions. The exact number of questions and time allocation can be obtained from the official WorldatWork test documentation. Generally, the test is completed within a set time limit to test the candidate's knowledge and ability to apply business acumen concepts to compensation practices.

Course Outline:
The course for the WorldatWork C8 test covers various courses related to business acumen and its relevance to compensation professionals. The course outline may include the following key areas:

1. Introduction to Business Acumen for Compensation Professionals:
- Understanding the role of business acumen in compensation practices.
- Linking compensation strategies to business goals and objectives.
- Recognizing the impact of external factors on compensation decisions.

2. Financial Concepts and Analysis:
- Understanding financial statements and key financial metrics.
- Analyzing financial data to make informed compensation decisions.
- Applying financial analysis techniques to evaluate compensation programs.

3. Organizational Strategy and Structure:
- Understanding organizational structures and their impact on compensation.
- Aligning compensation programs with organizational strategy.
- Identifying key stakeholders and their influence on compensation decisions.

4. Industry and Market Analysis:
- Conducting industry and market research to inform compensation practices.
- Analyzing competitive compensation data and trends.
- Applying market data to design competitive compensation programs.

5. Business Metrics and Performance Measurement:
- Identifying key business metrics and performance indicators.
- Linking performance measures to compensation programs.
- Using data-driven approaches to measure the effectiveness of compensation practices.

Exam Objectives:
The objectives of the WorldatWork C8 test are to assess a candidate's proficiency in the following areas:

1. Understanding the importance of business acumen in compensation practices.
2. Applying financial concepts and analysis techniques to compensation decision-making.
3. Aligning compensation programs with organizational strategy and structure.
4. Conducting industry and market analysis to inform compensation practices.
5. Using business metrics and performance measurement to evaluate compensation effectiveness.

Exam Syllabus:
The test syllabus for the WorldatWork C8 test covers the courses mentioned in the course outline. The syllabus may include questions related to business acumen principles, financial analysis, organizational strategy, market analysis, and performance measurement as they relate to compensation practices.

Candidates should refer to the official WorldatWork test documentation and study resources for accurate and up-to-date information on the test format, content, and requirements. It is recommended to allocate sufficient time for test preparation, including studying the course materials, practicing application of business acumen concepts, and familiarizing oneself with relevant financial analysis tools and industry trends.
Business Acumen for Compensation Professional
Worldatwork Compensation learner

Other Worldatwork exams

C8 Business Acumen for Compensation Professional
T7 International Financial Reporting Standards for Compensation Professionals
T1-GR1 Total Rewards Management Exam includes latest and updated C8 VCE test with actual C8 test Questions Answers for new syllabus. Practice our Real C8 Questions and C8 braindumps to Boost your insight and pass your test with High Marks. We guarantee your achievement in the exam, covering every one of the points of exam. Killexams beyond any doubt with our exact questions.
Business Acumen for Compensation Professional
Question: 69
What question is answered by the organization’s mission statement?
A. What direction will we take?
B. How do we work?
C. Why are we in business?
D. How will we achieve our objectives?
Answer: C
Question: 70
What challenge is most likely faced by a business with low market share and high
growth potential?
A. Its ability to generate profits is unknown.
B. It is in the worst market position and has insufficient resources to continue
C. It is unclear how to best utilize the high cash flow to sustain growth.
D. Its excess resources are often used to develop other businesses that may not be
mission -critical.
Answer: A
Question: 71
Which of the following factors has the greatest impact on how aggressive a stance (high
vs. low) an organization will take in terms of where it positions itself against the market
with its compensation strategy?
A. The industry it operates in
B. The bottom line
C. The organizational headcount
D. The risk tolerance of compensation leaders
Answer: B
Question: 72
Regarding key competencies for financial management, HR management and resource
management, what sets top performers apart?
A. The level of formal education in each area
B. The ability to prioritize which is most critical in any given situation and allocate time
and resources accordingly
C. The ability to tie them together, distill key messages and make impactful decisions
D. Effective interpersonal and communication skills that can overshadow minor
deficiencies in any one area
Answer: C
Question: 73
Quarterly financial reports typically include data for a given quarter compared to what?
A. The previous quarter
B. The budget
C. The same quarter in the previous year, plus the current six-month or nine-month
cumulative comparables
D. The aggregate performance of the same quarter in the previous three years
Answer: C
Question: 74
An organization whose focus is on obtaining capital, marketing products or services,
sales growth and cash conservation is most likely to be in what stage of the business
A. Start-up
B. Growth
C. Mature
D. Decline
Answer: A
Question: 75
Which of the following best describes the most likely perspectives of different groups in
the organization that compensation professionals must be aware of?
A. Investors and Finance want to see money spent wisely. Legal must ensure
compliance, and HR and operating departments want to see their needs taken into
account to attract, retain and motivate a high quality workforce.
B. Operating departments and HR understand the company must live within its means
and Finance cannot allocate funds to a budget if it is likely that profitability will be
adversely affected.
C. Investors want to maximize gains and want to see compensation tightly controlled
and Legal needs to ensure that compensation plans do not attract undue scrutiny.
D. Operating departments view compensation as it applies to them, HR must balance
available resources to attract, retain and motivate employees and Finance knows the
value of a motivated workforce and will provide the budget necessary to achieve it.
Answer: A
Question: 76
Gross margin is which of the following, as percent of revenue?
A. Revenue minus cost of goods sold
B. Expenses plus taxes and depreciation
C. Gross profit minus expenses
D. Cost of goods sold
Answer: A
Question: 77
Regarding fixed and variable costs, what are Finance’s primary concerns?
A. Fixed costs must be kept to a minimum, but variable costs can fluctuate since they
tend to correlate with revenue.
B. Variable costs often have a heavier focus than fixed costs, which applies to all areas,
including compensation.
C. Fixed costs and variable costs are equally important and both should be kept to a
D. Fixed costs are not a concern because they cannot be changed, so the focus is
primarily on variable costs.
Answer: B
Question: 78
In what stage of the business lifecycle do companies typically begin standardizing
procedures through policy creation?
A. Start-up
B. Growth
C. Mature
D. Decline
Answer: B
For More exams visit
Kill your test at First Attempt....Guaranteed!

Worldatwork Compensation learner - 100% Guaranteed Search results Worldatwork Compensation learner - 100% Guaranteed How to Create a Desirable Compensation Plan

A robust compensation plan is crucial for attracting and keeping a quality team. A successful compensation strategy incorporates multiple elements beyond salary, including flexibility, employee benefits, paid time off (PTO) and much more. 

We’ll detail compensation plan elements and explain how to develop and implement a competitive compensation plan that can boost recruitment and retention efforts while ensuring equity and fairness. 

What is a compensation plan?

A compensation plan, also called a “total compensation plan,” encompasses all of the compensatory components of a company’s strategy: employees’ wages, salaries, benefits and total payment terms. Employee compensation plans also include raise schedules, fringe benefits, union perks and employer-provided vendor discounts.

A strategically designed compensation philosophy that is kept current, relevant and compliant supports critical components of your business, including the following:

  • Strategic plans
  • Budgeting and business goals
  • Industry-competitive challenges
  • Operating needs
  • Total reward strategies that support retention of the company’s top talent

When your business maintains a robust compensation program, you’ll enjoy the following benefits: 

  • A compensation plan can support your business strategy. A desirable compensation plan describes how your organization’s pay and compensation philosophies support your business strategy, industry competitiveness, operating objectives and staff needs.
  • A compensation plan can help with recruitment. A desirable compensation plan helps your business attract and retain top talent with the in-demand career skills that can take your business to the next level.
  • A compensation plan can boost employee motivation. A desirable compensation plan motivates employees to perform at high levels and exceed goals.
  • A compensation plan can keep your business competitive. A desirable compensation plan helps keep your business competitive in the marketplace in terms of base pay, incentives, total compensation and benefits opportunities.

When you’re writing a job offer letter, detail the position’s salary, commissions and pay schedule, and provide an overview of the benefits package and perks the employee will receive.

Why do companies need a compensation plan?

Companies need a thoughtful compensation program to stay competitive in their industry and attract and retain top talent. Employers that determine salaries and benefits without regard for industry data will slowly lose the talent game to competitors. Additionally, managing a workforce without a predetermined business budget is risky. Compensation programs allow for consistent and predictable budgeting and planning.

According to Payscale’s 2023 Compensation Best Practices Report, job seekers have the upper hand in today’s job market. To attract and retain the best workers, more organizations are focusing on building compensation packages that will help recruit employees in a tough labor market and keep them engaged and motivated. 

What is direct and indirect compensation?

There are two types of foundational compensation:

  • Direct compensation: Direct compensation includes salary, hourly pay, commissions and bonus pay.
  • Indirect compensation: Indirect compensation includes various benefits.

We’ll take a closer look at direct and indirect compensation.  

4 types of direct compensation

Most employers choose one type of direct compensation and stick to it. However, you can use various methods to compensate employees for their work. The exception is bonus pay, which is meant to be an addition to regular pay based on employee or company performance.

  • Salary: The most traditional form of salary is a monetary amount scheduled over one year. How often salaried employees are paid is another part of the compensation strategy. However, businesses typically pay their employees every two weeks. Salary is the most common method of direct compensation for exempt employees. An exempt employee is not eligible for overtime pay. They receive a base salary for their work instead of being paid an hourly rate; employers pay exempt employees for their job instead of the number of hours they work.
  • Hourly pay: Nonexempt employees are typically paid an hourly rate and are eligible for overtime pay; they’re guaranteed at least minimum wage. When an employee works over 40 hours in a workweek, their employer must pay them overtime. The hourly pay rate is typically a predetermined dollar amount per work hour. Hourly employees generally keep a timecard or clock in and out to begin and end their work shifts. During times of slow or reduced work or budget changes, nonexempt employees might not work as many hours as they did in previous weeks. Thus, a routine number of hours worked per pay period is not guaranteed.
  • Commission: Commission is when compensation is based on volume, production or a predefined performance level. This compensation type is also known as “piecework” or “piecemeal.” Paid commissions are usually based on the volume of services performed or products made, or are structured around sales volume. For example, a real estate agent who sells a house will receive compensation from that sale. It doesn’t matter how long or what work activities were necessary to sell the house, only that it was sold.
  • Bonus pay: Bonuses are used to motivate employees or increase their overall performance. Bonuses are a variable compensation method that’s commonly associated with sales professionals, who tend to be salaried or exempt personnel. For example, if a sales professional exceeds their quarterly target by a specific dollar amount based on a predetermined matrix, they will receive a commensurate bonus. Bonuses can also be paid for company performance or when hard-to-fill positions are filled with employees with unique or highly sought-after skills or experience. Holiday bonuses are another popular type of bonus.

When you’re deciding whether to pay employees a salary or an hourly wage, consider the type of work they’ll perform, applicable state laws and job market trends.

Types of indirect compensation

Indirect compensation can be any fringe benefit employers offer. Most commonly, it refers to the various insurance types employers offer in their employee benefits plans. For example, the employer may offer health insurance, dental insurance, life insurance, short- and long-term disability insurance and vision insurance. Employee retirement plans, like 401(k) plans, are another common form of indirect compensation.

Equity-based programs are another compensation offering. However, these aren’t typically offered within the small business realm. Equity-based compensation is generally some sort of share or stock in the company.

Other examples of indirect compensation include the following:

  • Disability income protection
  • Vacation days 
  • PTO
  • Paid holidays
  • Flexible work policies
  • Other forms of retirement benefits
  • Opportunities for advancement and career growth
  • Student loan assistance
  • Educational benefits
  • Assistance with child care expenses
  • Employee relocation packages
  • Company car
  • Company equipment (e.g., laptops, mobile phones)

How to develop and implement a compensation plan

There’s no one-size-fits-all strategy for developing a compensation plan. Rather, it’s best to approach it in terms of what’s right for your team. Here are some suggestions to guide you along the way.

  1. Create a compensation plan outline. Set an objective for your program and specific targets. Begin with job descriptions for each position on the team, and set a generalized budget for your personnel.
  2. Appoint a compensation manager. This position, usually filled by someone in human resources, aligns the program and researches what each position pays within the industry, how job classifications will be determined and how direct compensation will be selected.
  3. Craft a compensation philosophy. Determine how competitive you’ll be in your industry’s job market. Will you lead the market in direct compensation or offer modest pay with great benefits?
  4. Rank jobs and place them within a matrix. Outline what, if any, pay tiers should exist in pay structures for executives and sales employees, for example. You also should determine potential tiers within each job classification.
  5. Develop seniority grades within each job classification. It’s essential to develop opportunities for career advancement. For example, create levels or senior- and entry-level roles that may affect the compensation matrix but offer advancement for employees.
  6. Settle on salaries and hourly pay rates. After you outline your compensation platform, assign pay rates and salary ranges for each position and job classification. This is when you’ll fine-tune your organizational budget.
  7. Complete necessary policies. A compensation plan may affect policies related to payroll, fringe benefits and other pay-related matters. For example, companies often have policies for paid holidays, healthcare benefits, payroll administration and company-issued pay advances that must factor into — or at least align with — the company’s compensation policy. Ensure that all policies are updated and included in your employee handbook.
  8. Get approval or buy-in from your company’s other leaders. Once everything is in place, ensure that your company’s leadership team fully supports your compensation packages.
  9. Develop a communication plan. All of your employees should learn about the compensation program at the same time. Use several communication methods to share the plan (e.g., email, group gatherings, social media, flyers in common areas). Issue this messaging in multiple languages if not all of your employees speak English as a first language. You should also expect many questions. The complexities of total compensation are not easy to understand, and it’s essential for every employee to understand their compensation package.
  10. Monitor your compensation plan. Be prepared to keep tabs on and change employee compensation. Over time, adjustments will be necessary for you to remain legally compliant and competitive.

Commissions and bonuses are considered variable pay for sales employees. An employee’s base salary and variable pay are called the employee’s “pay mix.”

How can you ensure equity, fairness, legality and competitiveness?

Part of developing a compensation plan is ensuring it’s fair for all employees. This pertains to gender, culture, race and ethnicity, as well as to the skill sets and experience new team members bring to your company.

Before you unveil your compensation plan, address the following questions: 

  • Are the programs in your compensation policy legally compliant? Be mindful of labor laws, including state laws (which may include PTO or vacation regulations) and federal laws (such as the Affordable Care Act).
  • Is the overall program fair to all employees?
  • Do employees perceive the overall program as fair? In this case, perception is reality.
  • Is the overall program fiscally sound? Can you maintain the benefit offerings even if profits dip for a quarter or two?
  • Can your organization effectively communicate the overall program to employees?
  • Are the programs fair, competitive and in line with your overall compensation policies?
  • Is the compensation policy competitive? Will it help your organization attract and retain top talent in your industry?

It’s crucial to keep your compensation plan active and relevant by adjusting it as necessary to stay compliant and continue attracting and retaining excellent employees.

Tracking commissions, bonuses and other compensation types can be daunting, but the best payroll services can streamline calculations, determine taxes and minimize errors.

Resources for creating compensation plans

Consider the following compensation planning and design companies that can guide you toward a fair, desirable compensation plan: 

  • Culpepper and Associates: Culpepper and Associates offers compensation surveys and other services.
  • PeopleFluent: PeopleFluent provides talent management services.
  • Unit4: Unit4 offers comprehensive HR and financial software, including employee compensation management software.
  • Flex HR: Flex HR provides full-service consulting.
  • emPerform: emPerform offers all-inclusive employee performance management.

Performance management software can help with compensation management as well as succession planning and employee reviews.

Good compensation plans make good teams

A solid compensation plan should be a key component of any company’s strategy for attracting and retaining the best team members possible. There are many ways to offer a good compensation program to your employees based on your business needs and budget. Take the time necessary to develop a comprehensive program that works for your organization, and then communicate the plan effectively to everyone on your team. Do it right, and your employee morale and retention will increase substantially.

Natalie Hamingson contributed to this article. 

Patrick Proctor

Contributing Writer at

Patrick Proctor, SHRM-SCP, is certified as a senior professional in human resources. His more than 15 years of executive level leadership inform his work on inclusive and engaging workplace culture, as well as educating senior leadership teams about human capital management and organizational strategy. Patrick has written dozens of articles on global business, human resources operations, management and leadership, business technology, risk management, and continuity planning

Sun, 05 Nov 2023 10:00:00 -0600 en text/html
Compensation and evaluation

The University of Nevada, Reno is committed to a comprehensive, fair and equitable compensation program in order to fulfill its mission as a land-grant and Tier 1 research university.

This program will focus on attracting, retaining, motivating, and rewarding a diverse, qualified, creative, and dedicated workforce. It will reflect the values, characteristics and mission of the University of Nevada, Reno which, as a state-assisted institution, bears the responsibility of administering resources devoted to faculty compensation in an efficient and effective way. Classified staff compensation is governed by the Nevada Legislature and Governor's office.

The University recognizes the intrinsic value of benefits afforded to its employees in addition to direct salary compensation. These benefits include health and wellness benefits, retirement programs, quality of work-life as evidenced by workplace conditions, staff, competitive salary and benefits, job security, safety and opportunities for development, and a challenging, empowering, and professional environment conducive to a high level of achievement in the context of an internationally recognized university setting. Within the boundaries of financial feasibility, faculty compensation shall be externally competitive and internally equitable and shall be based upon professional preparation and performance as recognized in the context of departmental requirements and expectations.

All employees have an annual base salary or hourly pay rate. Base salary can be increased through cost-of-living adjustments and merit increases. Additionally, faculty are eligible for academic promotions, administrative in-grade promotions or promotions to a new grade, equity adjustments, and/or compression/salary assessment study adjustments that impact base salary.

Overload, supplemental salary adjustments, stipends and temporary adjustments are available under specified conditions and do not impact base salary. Supplemental pay — overload, supplemental salary adjustments and stipends — may not exceed 50% of base salary. An increase or decrease in base salary may also occur through a transfer, reorganization or demotion.

Wed, 24 May 2023 14:16:00 -0500 en-us text/html
Physician Compensation Report 2014

Medscape's 2014 Physician Compensation Report provides the most exact salary data from over 24,000 physicians across 25 specialties. See how much doctors are earning, learn about salary trends and find out how physicians are adapting to the new healthcare environment.

Mon, 13 Nov 2023 10:00:00 -0600 text/html
Deferred Compensation: Definition, Plans and Examples No result found, try new keyword!A deferred compensation plan allows you to put more money away for retirement, but it's important to know the differences between available plans as well as their risks. A deferred compensation ... Wed, 15 Nov 2023 10:00:00 -0600 text/html Business Owners’ Guide to Workers’ Compensation

Workers’ compensation insurance can help to protect your business and your employees when an employee is accidentally injured on the job. Each state has its own workers’ compensation laws for both employers and employees, so it’s important to know how the regulations affect your business.

What is workers’ compensation?

Workers’ compensation is an insurance program that provides benefits to employees who become injured or ill while doing their job. The insurance covers the employee’s medical costs, a portion of their lost wages while they were out of work, and their rehabilitation costs so they can return to work or find a new job.

Workers’ compensation insurance also protects the employer by limiting its liability for legal claims when an employee sues the business for an illness or injury caused by work-related incidents.

What does workers’ compensation cover?

Workers’ compensation covers the following expenses:

  • Wages lost when an employee needs time off from work to recover from their illness or injury
  • Medical expenses incurred by the employee to treat their illness or injury
  • Vocational rehabilitation and ongoing care costs for the employee if they require care to help them return to work
  • Death benefits (e.g., funeral expenses) if the employee passes away due to a work-related incident or illness

Some insurance policies do not provide workers’ compensation coverage across multiple states or when employees travel to different states. Under these circumstances, you need workers’ compensation insurance in each state where your employees work. 

Workers’ compensation is a no-fault system. When an employee receives compensation for their injury or illness, they give up the right to sue their employer. However, workers’ compensation will not cover your business if you purposefully harm an employee (e.g., assault, battery, fraud, defamation, emotional distress) or protect your business if your employee sues you for the following acts:

  • Gross negligence
  • Wrongful termination
  • Malicious intent
  • Discrimination
  • Failure to promote or provide bonuses

Some insurance policies do not provide workers’ compensation coverage across multiple states or when employees travel to different states. In these cases, you need workers’ compensation insurance in each state where your employees work.

Is there a cap on workers’ compensation?

As with any commercial liability insurance policy, workers’ compensation has a limit (or cap) on the amount a policy will pay out for a claim. However, workers’ compensation limits are structured differently than other types of insurance policies.

State governments determine which types of employers must carry workers’ compensation insurance, as well as the fines for not being covered, guidelines for reporting work-related injuries and medical care requirements. Workers’ compensation insurance policies provide limits on employer liability and employee benefits.

  • Employer liability: If an employee claims employer negligence, the employee can sue for damages and workers’ compensation benefits. Workers’ compensation would cover the employer’s legal fees and pay any amount awarded by the court to the employee. The policy limits how much the insurance company will pay depending on the amount the employer chooses when purchasing the insurance.
  • Employee benefits: Workers’ compensation would cover the employee’s lost wages, medical expenses and rehabilitation expenses, or death benefits to their dependents. There is no limit on the employee’s medical bills, but the state can impose limits on how much is paid in lost wages.

What injuries qualify for workers’ compensation?

Workers’ compensation covers medical costs or death benefits that result from employee injuries that occur while the employee is doing their job or acting on your behalf. Examples include injuries or illnesses related to the following:

  • Lifting or moving of boxes
  • Operation of heavy equipment
  • Repetitive motion
  • Deliveries
  • Falls or slips on a wet or icy floor
  • Exposure to hazardous chemicals
  • Burns from chemicals or hot materials
  • Violent or terrorist acts
  • Fires, floods and natural disasters

Different states exclude certain situations that can be covered by workers’ compensation. Here are some examples of employee actions that would not qualify for workers’ compensation:

  • Intentionally injures themselves
  • Gets injured in a fight with another employee
  • Becomes injured due to drug or alcohol intoxication
  • Gets injured or dies on the commute to work (but not in the course of doing their job)
  • Experiences emotional injury without an accompanying physical injury

How much does workers’ compensation insurance cost?

In all applicable states, employers pay for workers’ compensation insurance. The business pays a percentage of its total payroll costs. There are no employee payroll deductions for workers’ compensation insurance.

State laws determine the details involving workers’ compensation, including how much it costs. On average, it works out to $1 per $100 of payroll. Here are some factors that affect the cost of workers’ compensation insurance:

  • Amount of benefits provided by insurance
  • Types of injuries or illnesses covered by insurance
  • Types of benefits and employee care provided
  • Claims history
  • Risk level of different employees and industries
  • Workers’ compensation class codes

Reducing workers’ compensation insurance costs

Here are some ways employers can reduce their workers’ compensation insurance costs:

  • Evaluating and improving the safety of their work environment by checking equipment safety, repairing or replacing defective equipment, providing employees with safety gear, and supplying offices with ergonomic equipment
  • Training employees on workplace safety, providing tips on best practices and offering incentives for accident-free work
  • Helping injured employees return to their roles more quickly
  • Creating an employee wellness program to promote healthy living and fitness

Do employers have to carry workers’ compensation?

Most businesses with one or more employees require some form of insurance (except Texas, where workers’ compensation is optional). Whether your business and employees require this insurance will depend on the type of business and status of your employees. Each state has its own rules on what is covered, how it evaluates different issues, how injured employees receive medical care and which benefits an employee can receive.

The following types of employees are likely to be exempt from the workers’ compensation insurance requirement:

  • Family members who are employees
  • Part-time employees
  • Volunteers
  • Government employees
  • Commissioned employees
  • Independent contractors
  • Domestic workers in private homes
  • Some types of real estate agents and insurance professionals
  • Farm workers
  • Maritime workers
  • Railroad employees

How to get workers’ compensation

Businesses can purchase workers’ compensation insurance from state-funded programs or private insurance companies. Each state determines its workers’ compensation policy requirements. When you purchase a policy, provide the following information so the insurance provider can determine your coverage and costs:

  • Total number of employees
  • Number of employees requiring coverage
  • Type of work each employee performs
  • Total payroll

How to file a workers’ compensation claim

When an employee becomes injured or ill on the job, the first task is to make sure the employee receives proper medical treatment. This may include calling an ambulance to take the injured or ill employee to the hospital.

The employer and employee have a limited amount of time (usually between 10 and 90 days) to submit the paperwork that’s required for the employee to receive workers’ compensation benefits. The process for filing varies from state to state. However, if the claim is not filed within the required time, the claim can be denied.

When an employee is injured, the employer must do the following:

  • Provide the employee with the required paperwork for reporting the workers’ compensation cla
  • Provide directions on how to file for workers’ compensation
  • File the insurance claim with the insurance company
  • Report the employee’s injuries as required by state law

The employer must also provide the employee with information on their rights and workers’ compensation benefits, as well as the procedure for returning to work.

After the illness or injury occurs, the employee must take the following steps:

  • Inform the employer in writing of the details relating to the injury or illness (e.g., date, time, type of injury or illness, how it occurred)
  • File the formal workers’ compensation paperwork for a claim. In some cases, the employer is responsible for filing the paperwork for the workers’ compensation insurance carrier. However, the employee’s healthcare practitioner will also submit a medical report.

The employer and employee have a limited amount of time (usually between 10 and 90 days) to submit the paperwork that’s required for the employee to receive workers’ compensation benefits.

Information to include in a claim

A workers’ compensation claim should include the following information:

  • Company information (e.g., company name, account number and location, policy number)
  • Injured employee’s personal information (e.g., name, date of birth, age, address, phone number, Social Security number)
  • Details of the work-related incident (e.g., date, type of injury or illness, cause of injury or illness, estimated number of work days lost, expected return date, witnesses’ information)

How long do workers’ compensation claims take?

The time required to complete a workers’ compensation claim depends on state requirements, the time needed to investigate the claim and other factors. Once the employer files the claim, the insurance provider must determine whether to approve or reject the claim.

If the insurance provider approves the claim, the company will provide the affected employee with payment details. The insurance provider can deny the claim if the claim does not qualify for workers’ compensation benefits. The rest of the workers’ compensation process involves the employee, legal representation, medical professionals and insurance provider.

  • If the insurance provider denies the claim, the employee can opt to appeal the decision or ask the insurance provider to review their decision.
Mon, 06 Nov 2023 10:01:00 -0600 en text/html
Staffing & Compensation No result found, try new keyword!Overall, CEO compensation increased by 71.52% during that time. There was minimal change between 2020 and 2021. Median physician compensation across all specialties is $433,066. Those in ... Wed, 08 Nov 2023 10:00:00 -0600 en-US text/html Best Workers Compensation Insurance Of 2023

There are several facets of a workers comp policy, including:

Medical expenses

A workers compensation insurance policy offers coverage for injured or ill employees’ medical treatment when the cause relates to their job. This can include payment for doctor’s visits, emergency room visits, surgery, medication and ongoing care.

Medical expenses related to Covid might be covered, depending on your state and occupation. The National Council on Compensation Insurance tracks legislation related to workers comp coverage of Covid.

Lost wages

When an employee is injured or becomes ill because of their job, it often leads to time off for healing. During this time, your workers compensation insurance typically pays partial wages. This helps ensure the affected parties still have income during their recovery period.

Disability benefits

If your employee sustains a job-related injury or illness that results in a disability, full or partial disability benefits can help your employee pay their medical bills and supplement some of their lost wages.

Disability benefit classifications

Continuing care

If an employee has a work-related injury or illness that requires extended care, workers compensation insurance can help pay for ongoing care like physical therapy.

Death benefits

If the worst happens and your employee dies from a work-related injury or illness, your workers compensation insurance will usually cover funeral and burial expenses as well as survivor benefits for their beneficiaries

Tue, 31 Oct 2023 20:56:00 -0500 Les Masterson en-US text/html
Understanding and Utilizing Total Compensation Packages

Total compensation is an incredibly effective tool to utilize when attracting top talent and informing team members about the value of their benefits from your company. Understanding what total compensation is and how it works is essential to winning and retaining top talent. Additionally, it helps companies more thoroughly assess the total cost of a hire so they can budget accordingly.

What is total compensation?

Total compensation is the collective compensation you provide to your employees in return for their services. It includes the employee’s base salary (how much you pay the employee as either the hourly rate or their annual salary), the total dollar amount of the fringe benefits you offer (health insurance, paid time off, retirement plan, profit sharing, gym membership, etc.), bonuses and/or commissions.

Employers can show employees (or potential employees) the total value of the compensation and benefits they receive by supplying them with a total compensation document.

What are the differences between salary and total compensation?

Salary is the fixed sum employees are paid each pay period.

Total compensation encompasses the base salary the employee receives plus other money, such as paid time off and health insurance. In other words, salary is one element of an employee’s total compensation.

One reason a company may review one’s total compensation, as opposed to salary alone, is that any useful budget needs to reflect the cumulative costs of each employee.

What is total compensation vs. total rewards?

Total rewards address the policies, programs, and practices that provide employees with a valued and desired reward infrastructure. In addition to compensation, your workplace culture, quality of life, and work-life flexibility are all part of a total rewards program that’s essential to attracting and retaining top talent.

When it comes down to it, companies choose whether they want to reference “total compensation” or “total rewards” within their vocabulary. Although they do not have the same meaning, the overlap and similarities between the two commonly result in companies using one term or the other, but rarely both. 

What is included in total compensation?

The most common benefits employers include within their total compensation package, and statement, include, but are not limited to:

  • Annual salary or hourly rate of pay
  • Medical and dental benefits coverage (including employer-paid portions)
  • Healthcare flexible spending accounts or health savings accounts
  • Paid leave (vacation/sick/PTO, holiday, personal, bereavement, military pay, jury duty, etc.)
  • Short-term and/or long-term disability insurance
  • Life insurance
  • An employee assistance program
  • Top retirement plans
  • Educational assistance programs
  • Relocation expenses
  • Learning and development offerings
  • Career advancement opportunities

According to the U.S. Bureau of Labor Statistics, benefits (or non-salary-related compensation), on average, comprise roughly 30 percent of an employee’s total compensation.

Why is total compensation important?

Total compensation, and having an effective compensation management program, is important to winning and retaining talent within your industry. Employees are looking for, and expect to find, compensation packages that are comprehensive and meaningful to them.

If your company doesn’t offer a good benefits package, candidates may spurn your job offer for one from a company that is extending the benefits they want. And for your existing employees, they may leave for another job offering better benefits than what you offer.

Total compensation is discussed earlier in the recruiting process than it used to be. Applicants prefer to hear about compensation and benefits during the interview process now. One of the many reasons for this is the uniqueness of applicants’ needs. For example, student loan assistance, work flexibility, and career advancement are sought-after benefits, and if you’re willing to offer these perks to new hires, discussing these perks, along with the job duties, can ensure that you capture – and retain – candidates’ interest and enthusiasm throughout the recruiting and onboarding process.

How do you determine total compensation?

There are many formulas for determining total compensation. The truth is, many strategies can work, as long as the basic aspects are included. One way that organizations achieve this objective is with total compensation calculators.

In addition to the use of calculators, assess the value of each benefit you provide to your workers. Most of the common benefits have monetized values listed next to them. What portion do you pay for medical and/or dental insurance? How many paid time-off (PTO) days do employees get? How much is the company match for your retirement account?

How can payroll and HR software help you manage total compensation?

Since total compensation comprises many aspects, it can be tough to manage manually. Instead, robust payroll solutions and top-rated HR software can help manage and administer total compensation. The right systems streamline processes, ensure accuracy and provide valuable insights on compensation-related data.

Payroll processing automation

Manually calculating payroll can take hours or even days. Payroll and HR software can automate this process for you, saving you a significant amount of time and effort. Automating the calculation of salaries, taxes and deductions can also help reduce the risk of errors and ensure accurate payouts. If you are looking for software with comprehensive payroll features, check out our review of Gusto.

Bonus/commission calculation and distribution

If you have a bonus or commission program, you already know that calculating and distributing funds can be a complex and time-consuming process. Many HR software providers, like BambooHR (read our BambooHR review), offer performance management features to help track employee performance. That data can then be tied to performance-based bonuses. Payroll software can automate these bonuses and commissions for you, ensuring your employees are compensated fairly and accurately.

Employee benefits administration

HR software helps administer and track all employees’ benefits, including health insurance, retirement savings plans and paid time off. This ensures your employees are receiving the benefits they are entitled to. Most systems also have a guided enrollment feature to help employees select benefits. If benefits administration is a top priority for you, read our review of ADP. The HR solution has comprehensive offerings.

Compensation benchmarking and reporting

Payroll and HR software can be used to generate a variety of compensation reports, such as salary reports, bonus reports and benefits reports. These reports can help you to track your compensation trends, benchmark compensation against industry standards, identify potential areas of overpaying or underpaying, and make informed decisions about your compensation strategy. In our review of Paycor, you can learn more about how the HR software can help with reporting and analytics.

How do candidates assess total compensation?

Candidates are savvy when assessing job offers. Some add the cumulative value of all the benefits presented within a total compensation plan and divide that by the number of hours typically worked within a year to get the total compensation hourly rate. That is how some candidates compare apples to apples (if there are multiple job offers).

Here is an example:


Job offer No. 1

Job offer No. 1




Paid time off



Retirement Matching

50% matching first 5% of contribution = $1,875

No match

Gym membership

$50 per month ($600 annually)


Commute cost savings


$100 per month ($1,200 annually)




Hourly Rate Equivalent

$39.17 (based on 2,080 hours annually)

$39.04 (based on 2,080 hours annually)

Some fringe benefits are difficult to place a numeric value on, such as the ability to work from home or a highly flexible schedule. Putting a value on those benefits is difficult. For some, it is worth more than health insurance, while others may prefer to work a predictable schedule that never fluctuates.

Adding a summary or narrative section to your total compensation (or total rewards) statement can help paint this picture for candidates and employees alike. Customizing total compensation documents when soliciting top talent or hard-to-find subject matter experts (SMEs) is also recommended. If you can tailor your narrative to attract a specific candidate, it may prove to be more persuasive.

How do you market total compensation to employees?

Total compensation plans are an opportunity to promote your company to candidates and current employees through tangible data that shows the value they get when working for your organization.

For your existing employees, creating and implementing a total compensation (even better, your total rewards) program helps keep team members engaged, lowers turnover and increases a company’s return on investment.

Total compensation statements are the best tool for achieving this objective. A total compensation statement should be one or two pages long, and it should show what benefits are being offered to candidates or are enjoyed by employees.

Although the appearance can vary, the content is essentially the same. The goal is to list the totality of your compensation program. If you can itemize the cost of a benefit or perk, include it in your statement.

Skye Schooley contributed to this article.

Sun, 05 Nov 2023 10:00:00 -0600 en text/html
Deferred Compensation: Plans and Programs to Know

When it comes to compensation, the more you make, the more you pay — in taxes, that is.

So if your employer provides you with the option of deferred compensation, it can be an intriguing way to put off that tax burden. However, weighing all the benefits and drawbacks can help you determine if using deferred compensation fits in well with your overall financial plan.


Managing your wealth is hard. Zoe Financial makes it easy.

Find and hire fiduciaries, financial advisors, and financial planners that will work with you to achieve your wealth goals.

Paid non-client promotion

What is deferred compensation?

Broadly speaking, deferred compensation refers to any and all compensation plans that allow you to postpone a portion of your income to the future, reducing your current taxable income. This includes both qualified and nonqualified deferred compensation plans.

Qualified deferred compensation plans — 401(k)s, profit-sharing plans, incentive stock options, pensions — are protected by the Employee Retirement Income Security Act of 1974, which sets strict fiduciary standards for employee benefit plans. For instance, all employees must have plan access, there are restrictions on plan contribution amounts, and plan assets must be held in a separate trust account out of reach of creditors.

Here we focus solely on nonqualified deferred compensation plans, also called supplemental executive retirement plans or elective deferral plans, which are not required to follow ERISA guidelines. NQDC plans can offer further flexibility and options for the employee; however, this also means they carry additional risk.

These plans have been dubbed “golden handcuffs'' because they're often used as a retention tool for key talent or highly compensated employees. The significant reduction in taxable income is extremely attractive, or “golden.” Since plans may require that you stay with your employer to receive the deferred income, you’re “handcuffed” or heavily incentivized to remain with your company for the longer term.

One common type of deferred compensation is the 457 plan, which refers to employer-sponsored NQDC plans typically available to governmental employees (local and state) along with certain nongovernmental organizations, such as nonprofits.

How deferred compensation works

Those eligible to participate in a deferred compensation plan will generally need to adhere to certain procedures. To participate, there may be a defined enrollment period, and you’ll need to establish a written agreement with your employer designating details such as:

  • Amount of income deferred: Having a good forecast of your expected earnings is important, as you’ll need to decide how much income to withhold for the coming year. Usually, employees can elect to defer a portion of their salary, bonus or other eligible cash payments. Your plan may allow you to roll your elections over from year-to-year, or it may require that you make new elections each year.

  • Deferral period: You will also need to schedule when you’d like to receive your deferred income. You may be able to select a lump-sum distribution or installments spread across several years, starting in say five or 10 years’ time. You can weigh your options and strategically plan to have income distributed to meet expected financial goals, such as a child’s future tuition payments, or choose to wait until retirement.

» Other ways to save for college: Learn about 529 plans

  • Investments: Deferred compensation is an agreement that your employer will distribute your deferred income to you, at a later date, along with any investment growth you would have earned. Note: Your deferred compensation is not placed directly into an investment, but you designate investment choices for bookkeeping purposes. Your employer uses your choices as a benchmark to calculate the appropriate investment returns owed during the deferral period.

Benefits of deferred compensation

There are compelling reasons to consider NQDC plans, especially for highly compensated employees.

Tax advantages

When you defer receiving income, you also defer paying federal and state taxes on that income until it’s paid out to you. This can be especially appealing if you’re currently in a high tax bracket and expect to be in a lower tax bracket in the future. You can take advantage of reducing your present taxable income and scheduling your distributions to arrive in lower tax bracket years.

Not only do you benefit from deferring income taxes until later, but the money you’ve socked away in your deferred compensation plan grows tax-deferred as well. This means you’re not responsible for paying taxes on your investment growth until distribution.

Unlimited contributions

Since NQDC plans aren’t subject to ERISA standards, there’s no cap on your contribution amount. Traditional retirement plans and accounts can be insufficient for helping highly compensated employees adequately save for retirement. A supplemental NQDC plan can be an attractive way to generate additional retirement savings and income.

Goal targeting

With deferred compensation plans, employees can choose when to receive distributions. Your plan may allow you to schedule “in-service” withdrawals or distributions so you can access your deferred income prior to retirement to meet other financial goals or obligations. For example, at different points over the years, you may want to buy a new home or pay your child’s college expenses. You can schedule income distribution to meet those needs.


Compared with other retirement accounts such as 401(k)s or traditional IRAs, NQDC plans can offer more flexibility; there are no age restrictions on withdrawals and no required minimum distributions.


There are significant reasons to be cautious when deciding whether to move forward with an NQDC plan.

Loss potential

Since assets are not held in a separate trust and are commingled with company funds, you could suffer a complete loss if your company encounters financial hardship. And leaving your employer could mean forfeiture of your deferred income. Making sure to read through the fine print of your company’s NQDC plan can help you understand the risks and stipulations related to your future payout.

Because receiving the income you deferred isn't guaranteed, it’s critical to consider the financial health of your employer when deciding whether to participate in your NQDC plan. Advisors often suggest maxing out all other qualified plans before contributing to the NQDC plan (since qualified plans have ERISA protections) and considering short-term deferral periods if you have concerns about your company’s future outlook.

Nerd out on investing news

Subscribe to our monthly investing newsletter for our nerdy take on the stock market.

Withdrawal restrictions

After selecting your distribution date, it can be difficult to make any changes, so tread carefully when timing your deferral period. Many employees with access to NQDC plans may have additional forms of equity compensation with a timing element, such as restricted stock units or stock options. Taking a holistic approach can help you plan out your income stream and minimize your potential tax burden.

In addition, there are some limitations to NQDC plans compared with qualified retirement plans such as 401(k)s. Employees cannot take loans from their deferred compensation plan. And upon receiving plan distributions, funds cannot be rolled into an IRA or other tax-deferred retirement vehicle.

Investment restrictions

The range of investment options that you can designate for bookkeeping purposes varies from employer to employer. Some plans may offer as many investment choices as in your company’s 401(k) investment menu. Other plans may be more restrictive, offering only limited or expensive investment choices, or potentially only company shares. It could add risk to your overall investment portfolio if you’re overly exposed to your company’s stock or unable to sufficiently diversify your portfolio.

Tax changes

Some employees intend to change residency to a lower-tax state upon retirement and consider deferring compensation until they’ve done so. However, certain states base deferred compensation taxes on your elected payout period; for payout periods less than 10 years, you may be required to pay taxes to the state in which the compensation was earned.

And, the tax code changes all the time. When planning far ahead, it’s hard to know what to expect.

With deferred compensation plans, the devil is in the details. Though there are many benefits to participating, NQDC plans bear some important risks. Consulting with a trusted financial advisor to plan out your current and future financial situation can help you decide whether to take advantage of your deferred compensation plan.

Thu, 23 Sep 2021 10:38:00 -0500 en-US text/html
Lawsuit Challenges Federal Vaccine Injury Compensation Program

A recently filed lawsuit is challenging the constitutionality of the federal Countermeasures Injury Compensation Program (CICP).

In a complaint filed in the U.S. District Court for the Western District of Louisiana last month, attorneys for a group of plaintiffs alleging they have been seriously injured after they "did the right thing" and received a COVID-19 vaccine wrote that the CICP is the "epitome of a kangaroo court or a star chamber -- a proceeding that ignores recognized standards of law and justice, is grossly unfair, and comes to a predetermined conclusion."

The CICP is meant to provide compensation for serious injury or death as a result of the administration of a countermeasure, such as vaccines, to address a public health emergency, according to the Health Resources & Services Administration (HRSA), a division of HHS. Both HRSA and HHS are named as defendants in the case.

But the plaintiffs argued that the court should "strike down" the Public Readiness and Emergency Preparedness Act of 2005 that was used to create the CICP "to the extent it fails to provide basic due process protections, transparency, and judicial oversight."

"The CICP as it functions now is fundamentally inconsistent with Congress' intent," the complaint noted. "CICP claims are consistently lost, ignored, denied, or caught up in the years-long purgatory of government bureaucracy."

In an email to MedPage Today, Aaron Siri, JD, the managing partner of Siri & Glimstad, who is representing the plaintiffs, wrote that "leading up to when we filed, there had been hope that Congress was going to correct the serious issue of failing to provide often desperately needed support for those injured by COVID-19 vaccines."

However, to date, there has been little in the way of resolution or compensation for plaintiffs "wholly consumed by survival needs," but who "recognize the importance of the challenge they currently bring" to the court, the complaint noted.

As of October 1, there have been 12,233 CICP claims related to COVID countermeasures. The CICP has compensated six of those claims -- five for myocarditis and one for anaphylaxis.

Though the average payout related to COVID countermeasures has been less than $3,000, the CICP's average payout on injuries tied to the H1N1 flu vaccine was more than $198,000, according to the complaint.

"It's got legs," Katharine Van Tassel, JD, MPH, of Case Western Reserve University School of Law in Cleveland, told MedPage Today. "I think it's a good case."

A significant concern is that a lack of compensation will fuel anti-vaccination efforts, she explained, noting that she believes there may be similar legal challenges to the CICP's constitutionality that follow suit.

Renée Gentry, JD, director of the Vaccine Injury Litigation Clinic at George Washington University Law School in Washington, D.C., said that the "best way to preserve" an effective vaccination program is to "have a safety net under it."

"That's the real fear, that when the next pandemic comes ... now you've got a group of people who were pro-vaccine who now are going to think twice," she told MedPage Today.

Overall, the current lawsuit alleges that the CICP claims submission and review process is "shrouded in secrecy," including "undefined standards" and "no clear process or timeline" for review. The government also does not provide the opportunity for discovery nor does it identify expert witnesses in making determinations.

The CICP "appears unable to adequately compensate -- further evidence that the program is simply theatre," the complaint noted. "If COVID-19 claims were compensated at CICP's historical rate, CICP would face around $21.16 million in compensation outlays and $317.94 million in total outlays which is 72.1 times its current balance."

Furthermore, the CICP "fundamentally differs" from other compensation programs in its lack of judicial oversight, the complaint added. For instance, the National Childhood Vaccine Injury Act of 1986 -- which led to the National Vaccine Injury Compensation Program (VICP) -- is subject to judicial oversight from the U.S. Court of Federal Claims.

Since 1988, total compensation paid over the life of the VICP program is approximately $5 billion, according to HRSA data. (The program is funded by a $0.75 excise tax on vaccines recommended by the CDC for routine administration to children, while the CICP is backed by appropriated funds.)

Ultimately, the plaintiffs in the case are asking the court to declare unconstitutional the provisions that established the CICP, and prohibit these provisions from being enforced until all COVID vaccine injury claims are allowed to be brought to the U.S. Court of Federal Claims, or the CICP is reformed.

Neither HHS nor HRSA immediately responded to requests for comment on the lawsuit.

  • Jennifer Henderson joined MedPage Today as an enterprise and investigative writer in Jan. 2021. She has covered the healthcare industry in NYC, life sciences and the business of law, among other areas.

Mon, 13 Nov 2023 05:26:00 -0600 en text/html

C8 tricks | C8 study tips | C8 Questions and Answers | C8 test Questions | C8 book | C8 guide | C8 testing | C8 tricks | C8 learn | C8 information search |

Killexams test Simulator
Killexams Questions and Answers
Killexams Exams List
Search Exams

Online Test Engine (OTE)

Online Test Engine uses the actual questions and answers we take from actual exams. OTE is full screen test engine that provide you the experience of same test environment as you experience in test center.

C8 Exam Simulator (Desktop Software) Screens

Exam Simulator 3.0.9 uses the actual C8 questions and answers that make up braindumps. C8 Exam Simulator is full screen windows application that provide you the experience of same test environment as you experience in test center.

About Us

We are a group of Certified Professionals, working hard to provide up to date and 100% valid test questions and answers.

Who We Are

We are a group of Certified Professionals, working hard to provide up to date and 100% valid test questions and answers. Our team consists of Teachers, Technology Article writers, software developers and Certified Professionals. Our information sources is

What We Do

We provide actual questions and answers that we obtain from our authentic resources. This question bank contains up to date braindumps that help to pass exam at first attempt. We develop Exam Simulator for realistic exam experience. Exam simulator helps to memorize and practice questions and answers. We take premium exams from

Why Choose Us

Question bank that we provide is updated on regular basis. All the Questions and Answers are verified and corrected by certified professionals. Online test help is provided 24x7 by our certified professionals.


Happy clients




Exams Provided



Premium C8 Full Version

Our premium C8 - Business Acumen for Compensation Professional contains complete question bank contains actual exam questions. Premium C8 braindumps are updated on regular basis and verified by certified professionals. There is one time payment during 3 months, no auto renewal and no hidden charges. During 3 months any change in the exam questions and answers will be available in your download section and you will be intimated by email to re-download the exam file after update.

Contact Us

We provide Live Chat and Email Support 24x7. Our certification team is available only on email. Order and Troubleshooting support is available 24x7.

4127 California St,
San Francisco, CA 22401

+1 218 180 22490