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EMPLOYMENT BENEFITS
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Employee Benefit Programs
Part of Total Compensation Some Government Mandated Some Incentive Related Part of Cost of Doing Business Indirect Compensation
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Factors Contributing to Growth of Benefit
Discourage Unions Benefits not Always Taxed Easier to negotiate Than Wages Attitude of General Public
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Objectives of Benefit Programs
To Improve Morale To Meet Health and Safety Needs To Attract Good Employees To Reduce Turnover To Reduce Unionism To Maintain a Competitive Position To Enhance the Organization's Image
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Basis for Employee Benefits
Organizational Objectives Human Resources Objectives Employee Benefit Package Government Regulations Financial Resources Collective Bargaining Recruiting Competition Employee Participation Needs Providing Individual Benefits Communicating Benefits EMPLOYEES
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Employee Benefits Required by Law
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Types of Benefits Time-off (vacation, sickness, holidays, etc.)
Legal Social Security Medical Payments Retirement Paid Rest Periods (breaks) Life Insurance
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Categories of Employee Benefits
BENEFITS REQUIRED BY LAW Old age and survivors insurance (OASI) Unemployment insurance Workers’ compensation Leaves without pay
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Categories of Employee Benefits
PAYMENT FOR TIME NOT WORKED Holidays Vacations Sick leave Supplemental unemployment benefits (SUB) Jury duty, military service, and bereavement leaves
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Categories of Employee Benefits
INSURANCE Group life insurance Health care insurance Legal insurance
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Categories of Employee Benefits
RETIREMENT BENEFITS Pension plans Deferred compensation plans Pre-retirement counseling
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Categories of Employee Benefits
EMPLOYEE SERVICES Employee assistance program Counseling services Educational assistance plans Child care Elder care Food services Health services Legal services Financial planning Housing and moving expenses Transportation pooling/parking Purchasing assistance Credit unions Social and recreational services Awards
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Employee Benefit Costs
30-40% of the Annual Wages Fastest Growing Part of Total Compensation
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Typical Cost of Benefits
TYPES OF BENEFITS TOTAL PERCENTAGE, ALL COMPANIES Payments for vacations, sick leave, holidays, etc. 12.0% Legally required payments 10.0 % Medical and medically related benefit payments Retirement and savings (employer’s share) 7.0 % Paid rest periods, lunch periods, etc. 3.0 % Miscellaneous benefits 1.0% Life insurance .5% Total employee benefits as percent of payroll 43.5%
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Health Plan Costs Climb Higher Annually Average Annual Health Plan Costs Per Employee
$4000 $1500 COST YEAR
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Flexible Benefits Plan (Cafeteria Plans)
Benefit plan that enable individual employees to choose the benefits that are best suited to their particular needs.
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Flexible Benefit Plans
Employees Choose Cafeteria Plans Cost Attached Some Government Requirements
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Major Concerns Rising Costs Controlling Costs Legal Concern
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Pension Plans: Provide for Retirement Income
Federal Regulation - Not Total Coverage Reward for Long Service Originally Now Based on Earnings Philosophy
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Types of Pension Plans Contributory (joint pay)
Non-Contributory (employer pays) Classified by Amount of Benefits to be Paid
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Noncontributory Plan A pension plan where contributions are made solely by the employer.
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Defined Benefit Plan Amount is Specifically Defined
Years of Service Required Average Earnings During Certain Years Age at Retirement “Example: Average Annual Salary of Last 3-5 years x number of years of service”
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Defined Contribution Plan
Basis Upon Which the Employer Pays Paid to Thrift Plan, IRA, etc. Benefits Depends Upon Accumulation
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Federal Regulation (ERISA)
Employee Retirement Income Security Act Informed About Facts Benefits Defined Complex Law
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Vesting A guarantee or accrued benefits to participants at retirement age, regardless of their employment status at that time.
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Vesting Guarantee of Benefits Paid at Retirement
Regardless of Last Employment Non-revokable by Employer Vested After XX Years Complex Rules (ERISA)
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Vesting Provisions (General Plans)
General Provisions* 5-Year Vesting: An employee must receive nonforfeitable rights after five years of service to all accrued benefits derived from employer contributions. 3- to 7-Year Vesting: An employee must receive nonforfeitable rights after three years of service to 20 percent of accrued benefits derived from employer contributions. Nonforfeitable rights increase 20 percent each year until the employee is 100 percent vested in the employer-derived accrued benefits after 7 years of service.
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Social Security Insurance
Guarantee of Income Retirement, Disability, Unemployment Time Limits Complex Rules Dedicated Tax on Earnings
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Pension Funds Privately Managed $3 Trillion in Assets
Invested in Stocks and Bonds
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Unemployment Insurance
Defined Period (26 weeks) Register for Work Requirement Funded by Payroll Tax Amount Based on Wages Supplemental Unemployment Benefits (Private)
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Worker’s Compensation Insurance
Federal-or-state-mandated insurance provided to workers to defray the loss of income and cost of treatment due to work-related injuries or illness.
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Worker's Compensation Work Related Accident Compulsory Complex Law
Based on Wages Permanent or Partial Disability
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Health Care Insurance Partial Government Funded
Mostly Private Insurance
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Why Are Health Care Costs Skyrocketing?
Federal Regulation Changes in Pricing Advances in Medicine Malpractice Insurance Labor Costs Over Utilization of Facilities Elder Care Transplants/AIDS/Other
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Health Maintenance Organizations (HMOs)
Organizations of physicians and health care professional that provide a wide range of services to subscribers and dependents on a prepaid basis.
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Cost Containment Vehicles
HMO (Health Maintenance Organization) Group of Professionals Services for Fixed Amounts PPO (Preferred Provide Organization) Guarantees Cost Efficiency for Groups Employer Steers Employees to PPO
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Retirement Planning Programs
Company Pension Plans Social Security/Medicare Health Care Insurance Personal Financial Planning Legal Concerns Investments/Tax Planning Volunteerism Part-Time Employment Housing Options Relocation
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Silver Handshake An early-retirement incentive in the form of increased pension benefits for several years or a cash bonus.
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Decisions Relating to Pensions
ALTERNATIVES Philosophy Earned vs reward Source of funds Contributory vs non-contributory Amount of benefits Defined benefits vs defined contributions Custody of pension funds Insured vs trusteed plans Investment problems Protections against loss of funds Protection against loss of purchasing Where and where not to invest Tax consequences
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Benefit Links Hewitt Associates UCbencom
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