5. EMPLOYEE BENEFIT PROGRAMS
• Part of a Total Compensation.
• Provided by the Government.
• Incentives.
• Part of Cost of doing Business.
• Indirect Compensation.
6. FACTORS OF GROWTH OF BENEFIT
• Discouraging Unions.
• Non taxable Benefits.
• Easier to negotiate wages.
• Attitude of general public.
7.
8. OBJECTIVE OF BENEFIT PROGRAMS
• Improve Morale.
• Meet Health and Safety Needs.
• Attract Good Employees.
• Reduce Turnover.
• Reduce Unionism.
• Maintain a Competitive Position.
• Enhance the Organization's Image.
10. BENEFITS REQUIRED BY LAW
Legally required benefits/Mandatory benefits
• Social Security.
• Unemployment Compensation.
• Worker’s Compensation.
• Family and Worker Leave Act.
11. VOLUNTARY BENEFITS
Health Insurance
• Traditional Health Insurance.
• Health Maintenance Organization. (HMO)
• Preferred Provider Organization. (PPO)
• Point-of-Service. (POS)
• Consumer Driven Health Plan. (CDHP)
12. HEALTH PLANS BY EMPLOYERS
Conventional
1%
HMO
17%
PPO
55%
POS
10%
HDHP/
CDHP
17%
13. RETIREMENT BENEFITS
• Pension plans.
i. Contributory (joint pay)
ii. Non-Contributory (employer pays)
• Pre-retirement counseling.
14. DEFINED BENEFIT PLAN
• Amount is Specifically Defined.
• Years of Service Required.
• Average Earnings During Certain Years.
• Age at Retirement.
15. DEFINED CONTRIBUTION PLAN
• Basis Upon Which the Employer Pays.
• Paid to Thrift Plan, IRA, etc.
• Benefits Depends Upon Accumulation.
16. PAYMENT FOR TIME NOT WORKED
• Holidays and Vacations.
• Disability ( Short and Long Term)
• Sick leave.
18. EMPLOYEE SERVICES AND FAMILY-FRIENDLY PLANS
• Employee assistance program
• Counseling services
• Child care
• Elder care
• Food services
• Health services
• Legal services
• Credit unions
• Educational assistance plans
• Financial planning
• Housing and moving expenses
• Transportation pooling/parking
• Purchasing assistance
• Social and recreational services
• Awards
19. FLEXIBLE BENEFIT PLANS
Benefit plan that enable individual employees to
choose the benefits that are best suited to their
particular needs.
• Employees Choose.
• Cafeteria Plans.
• Cost Attached.
• Some Government Requirements.
25. 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 10.0 %
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%
27. INCREASE IN COST OF HEALTHCARE
• Federal Regulation
• Changes in Pricing
• Advances in Medicine
• Malpractice Insurance
• Labor Costs
• Over Utilization of Facilities
• Elder Care
• Transplants/AIDS/Other
29. ADVANTAGES
• Helps retain the quality employees.
• Exemption of taxes by providing insurance.
• Employees stay happy with the current pay.
• Offering amenities at a lower cost.
• Insurance provisions allow employees
to be more productive.
31. DISADVANTAGES
• Difficulties in keeping benefits equal for
different job positions.
• Any single mistake in benefits might lead to
lawsuit or regulatory fine.
• Offering amenities requires legal help, which in
turn increases legal fees.
• Benefits need a better and bigger administration
to handle the employees.