After watching the Chapter 12 Supplemental video, "Chapter 12: On the Job Video: Stew Leonard's - Benefits," answer the following questions: How would you evaluate the benefits offered by Stew Leonard's? Is there anything you would suggest that could make the benefits package offered by the company more effective, especially in terms of costs? Are the benefits discussed in this video voluntary or mandatory? What benefits does Stew Leonard's legally have to provide? Elizabeth Arrellano, the HR Coordinator in Yonkers for Stew Leonard's, says that the company invests in employees but that they also measure the dollars they spend. In particular, she says they look at participation rates for activities and events and at claim dollars for health insurance. Why would these two figures be good ways of measuring whether or not Stew Leonard's investment in benefits was cost effective? What other metrics might the company want to evaluate to determine what payoffs Stew Leonard's was getting from its benefits program