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HR emplyee benefits
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EMPLOYMENT
BENEFITS
Employee Benefit Programs
Part of Total CompensationSome Government MandatedSome Incentive RelatedPart of Cost of Doing BusinessIndirect Compensation4.unknownFactors Contributing to
Growth of Benefit
Objectives of Benefit Programs
To Improve MoraleTo Meet Health and Safety NeedsTo Attract Good EmployeesTo Reduce TurnoverTo Reduce UnionismTo Maintain a Competitive PositionTo Enhance the Organization's ImageBasis for Employee Benefits
Organizational
Objectives
Human Resources
Objectives
Employee
Benefit Package
Government
Regulations
EMPLOYEES
Financial
Resources
Collective
Bargaining
Recruiting
Competition
Employee
Participation
Employee
Needs
Providing Individual Benefits
Communicating Benefits
Employee Benefits Required by Law
1.unknownTypes of Benefits
Time-off (vacation, sickness, holidays, etc.)Legal Social SecurityMedical PaymentsRetirementPaid Rest Periods (breaks)Life InsuranceCategories of Employee Benefits
BENEFITS REQUIRED BY LAWOld age and survivors insurance (OASI)Unemployment insuranceWorkers compensationLeaves without payCategories of Employee Benefits
PAYMENT FOR TIME NOT WORKEDHolidaysVacationsSick leaveSupplemental unemployment benefits (SUB)Jury duty, military service, and bereavement leavesCategories of Employee Benefits
INSURANCEGroup life insuranceHealth care insuranceLegal insuranceCategories of Employee Benefits
RETIREMENT BENEFITSPension plansDeferred compensation plansPre-retirement counselingCategories of Employee Benefits
EMPLOYEE SERVICESEmployee assistance programCounseling servicesEducational assistance plansChild careElder careFood servicesHealth servicesLegal servicesFinancial planningHousing and moving expensesTransportation pooling/parkingPurchasing assistanceCredit unionsSocial and recreational servicesAwardsEmployee Benefit Costs
30-40% of the Annual WagesFastest Growing Part of Total CompensationTypical Cost of Benefits
TYPES OF BENEFITSTOTAL PERCENTAGE, ALL COMPANIESPayments for vacations, sick leave, holidays, etc.12.0%Legally required payments10.0 %Medical and medically related benefit payments10.0 %Retirement and savings (employers share)7.0 %Paid rest periods, lunch periods, etc.3.0 %Miscellaneous benefits1.0%Life insurance.5%Total employee benefits as percent of payroll43.5%Health Plan Costs Climb Higher Annually
Average Annual Health Plan Costs Per Employee
COST
YEAR
$4000
$1500
Flexible Benefits Plan
(Cafeteria Plans)
Flexible Benefit Plans
Employees ChooseCafeteria PlansCost AttachedSome Government RequirementsMajor Concerns
Rising CostsControlling CostsLegal ConcernPension Plans:
Provide for Retirement Income
Types of Pension Plans
Contributory (joint pay)Non-Contributory (employer pays)Classified by Amount of Benefits to be PaidNoncontributory Plan
A pension plan where contributions are made solely by the employer.Defined Benefit Plan
Amount is Specifically DefinedYears of Service RequiredAverage Earnings During Certain YearsAge at RetirementExample: Average Annual Salary of Last 3-5 years x number of years of service
Defined Contribution Plan
Basis Upon Which the Employer PaysPaid to Thrift Plan, IRA, etc.Benefits Depends Upon AccumulationFederal Regulation (ERISA)
Employee Retirement Income Security ActInformed About FactsBenefits DefinedComplex LawVesting
A guarantee or accrued benefits to participants at retirement age, regardless of their employment status at that time.Vesting
Guarantee of BenefitsPaid at RetirementRegardless of Last EmploymentNon-revokable by EmployerVested After XX YearsComplex Rules (ERISA)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.
Social Security Insurance
Guarantee of IncomeRetirement, Disability, UnemploymentTime LimitsComplex RulesDedicated Tax on EarningsPension Funds
Privately Managed$3 Trillion in AssetsInvested in Stocks and BondsUnemployment Insurance
Defined Period (26 weeks)Register for Work RequirementFunded by Payroll TaxAmount Based on WagesSupplemental Unemployment Benefits (Private)Workers 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.Worker's Compensation
Work Related AccidentCompulsoryComplex LawBased on WagesPermanent or Partial DisabilityHealth Care Insurance
Partial Government FundedMostly Private InsuranceWhy Are
Health Care Costs
Skyrocketing?
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.Cost Containment Vehicles
HMO (Health Maintenance Organization)Group of ProfessionalsServices for Fixed AmountsPPO (Preferred Provide Organization)Group of ProfessionalsGuarantees Cost Efficiency for GroupsEmployer Steers Employees to PPORetirement Planning Programs
Company Pension PlansSocial Security/MedicareHealth Care InsurancePersonal Financial PlanningLegal ConcernsInvestments/Tax PlanningVolunteerismPart-Time EmploymentHousing OptionsRelocationSilver Handshake
An early-retirement incentive in the form of increased pension benefits for several years or a cash bonus.Decisions Relating to Pensions
DECISIONSALTERNATIVESPhilosophyEarned vs rewardSource of fundsContributory vs non-contributoryAmount of benefitsDefined benefits vs defined contributionsCustody of pension fundsInsured vs trusteed plansInvestment problemsProtections against loss of fundsProtection against loss of purchasingWhere and where not to investTax consequencesBenefit Links
Hewitt Associates
UCbencom