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Accountability Tools
• HR strategic planning
J b d i ti • Job descriptions
• Performance appraisals
• Employee handbook p y
• Disciplinary & documentation procedures
Employment - Hire Wisely
• Provide a realistic job preview
C t li d d t li d • Centralized vs. decentralized
• Scripted interview questions
• Non–discriminatory practicesy p
• Creative approaches to recruiting
• Training - what interviewers can ask
Employee Orientation
• Planned, documented success focused
C i t ti• Company orientation
• welcome
• mission, vision, values & structure , ,
• operations, systems & benefits
• handbook
• Department orientation
• expectations
Employee Training
• Planned, documented & success focused
N d l i• Needs analysis
• Importance of training
• Productivityy
• Retention
• Types of training
• Skills
• Performance
• Growth• Growth
• Variety of training
Supervisor Training
• Management & leadership
• Policies & procedures• Policies & procedures
• HR legislation
• Interviewing & selection
• Performance feedback
• Discipline & termination
• Harassment
Performance Management
• Thorough performance system
T i i & h ld th ibl• Train supervisors & hold them responsible
• Effective appraisal tools
• Training & understandingg g
• Accountability & timeliness
• Ongoing feedback – no surprises
• Rewards & recognition
Employee Culture
• Culture
C i ti • Communication
• Fun in the workplace / morale
• Employee recognitionp y g
• Wellness programs
• Team development
• Profiles
Discipline & Termination
• Identify & address weak performers & policy violators
Ti l & i t ti • Timely & appropriate action
• Terminate employees appropriately
• Educate, coach & empower, p
• Document, document, document
Compensation Philosophy
• Total rewards approach
C h & h• Cash & non cash
• Competitive compensation
• Formal compensation structure p
• Industry & market surveys
• Employee comprehension
HR Compliance - Knowledge of HR Law
• Alphabet Soup
ADA• ADA
• EEO/AA
• FMLA/MN parentingp g
• FLSA – exempt/non exempt
• Sexual harassment
• State & federal postings
HR Compliance Resource
• Reliable information/resources
l i l ti• new legislation
• regulatory changes
• court cases
• Resources are:
• accessible
• timely
• affordable
Employee Benefits Strategy
• Long-range vision
ti d t HR t t g• tied to HR strategy
• relationship to compensation
• philosophy: need vs. equityp p y q y
• positioning
• cost containment
• compliance
• Employee needs & demographics
• Communication strategy• Communication strategy
Benefit Program Components
• Package approach - consider various models
C b fit • Core benefits program
• medical/dental
• life/disability y
• Wellness/health cost management
• retirement
• voluntary plans
• Competitive offerings and costs
Medical & Dental Plan Design
• Positioning
B fit d l / l d i• Benefit models/plan designs
• Consumer-driven plans
• Identifying plan components y g p p
• Cost containment considerations
• Contribution
• Eligibility
• Impact of healthcare reform
Life Insurance Design
• Flat or tied to salary
E t t 10 15 l• Experts suggest 10–15 x salary
• Table I – $50,000+
• Supplementalpp
• Dependent life
• Voluntary vs. employer paid
• MCN special program
Disability Plan Design
• PTO/sick leave
Sh t t di bilit • Short-term disability
• employer-paid
• group voluntary or list billg p y
• Long term disability
• MCN special program
Retirement Plan Design
• Type of plan
401K 403B• 401K, 403B
• Cost of plan
• internal investment fees
• billed fees
• restrictions on account
• deducted fees
• Communications/education
Voluntary Plans
• Flexibility & choice
V l t l• Voluntary menu examples
• dental & vision
• flex plansp
• Supplemental life
• spouse/child life
• Short & long term disability
• Accidental medical
• Cancer care• Cancer care
• Long term care
Section 125 Cafeteria Plan
• Tax advantages
Pl d i POP FSA d D fi d C t ib ti• Plan design POP, FSA, day care,Defined Contribution
• Administration
• in-house or out-source
• plan document
• form 5500
• nondiscrimination testing
COBRA Administration
• Training, HR, supervisors
R i d ti• Required notices
• general (initial)
• qualifying eventq y g
• unavailability
• termination
• conversion
• ARRA
• Consider outsourcing• Consider outsourcing
ERISA Documentation
• Plan document • Summary of material modificationPlan document
• Summary of plan description
• plan benefits & eligibility
Summary of material modification
• Summary of annual report
• Form 5500
• claims procedures
• statement of rights
l f i
• Fiduciary responsibility
• role of insurers
• information on COBRA &
other mandates
HIPAA Privacy & Security
• Privacy focus: “Protected Health Information”
plan doc ment amendment & certification• plan document amendment & certification
• business associate agreement
• privacy noticep y
• use & disclosure rules
• individual legal rights
• administrative requirements
• security
Benefits Compliance Resource
• Reliable information resources
Reso rce pro ides:• Resource provides:
• strategic planning
• budgeting help g g p
• new legislative rules/healthcare reform
• insurer/carrier changes
• employer/employee trends & surveys
• administrative/compliance requirements
• on-line support• on-line support
Healthcare Reform
2010
• Small-employer tax creditSmall employer tax credit
• Early retiree
• State high risk pool
• Automatic enrollment
• Dependent coverage to age 26
N f d 19• No pre-ex for under 19
Healthcare Reform (cont.)
2010 (cont.)
• No rescissionsNo rescissions
• No annual/lifetime limits
• No preventative services cost-sharing
• Emergency services parity
• Choice of providers
A l & t d d i• Appeals & extended review
Healthcare Reform (cont.)
2010 (cont.)
• Section 105 non-discriminationSection 105 non discrimination
• Annual rate review
• Consumer rebates
• Reporting on quality of care
• Information on plan to HHS
M di h• Medicare changes
• Indoor tanning
Healthcare Reform (cont.)
2011
• W-2 reportingW 2 reporting
• No over-the-counter reimbursements
• HSA penalty for non-health cost
• Simple cafeteria plans
• CLASS program
2012
• Notice of coverage requirementsg q
Healthcare Reform (cont.)
2013
• No Medicare Part D tax deductionNo Medicare Part D tax deduction
• $2,500 HFSA cap
• Notification of exchange
• Administrative simplification
• Tax on high-income individuals
M di l d d ti h g• Medical expense deduction change
Healthcare Reform (cont.)
2014
• Individual mandate & penalties• Individual mandate & penalties
• Exchange & subsidies
• Multi-state option
• Exchange coverage in cafeteria plans
• Employer mandate & penalties
A l i IRS• Annual reporting to IRS
• No pre-ex for any individual
• Waiting period – 90 days maximumWa t g pe od 90 days a u
• HIPAA wellness reward change
Healthcare Reform (cont.)
2014 (cont.)
• Nondiscrimination – healthNondiscrimination health
• Out-of-pocket limits
• Deductible limits
• Coverage during clinical trials
• Rating restrictions
E ti l b fit g• Essential benefits coverage
• Guaranteed access & renewal
2018
• “Cadillac plan” tax