PowerPoint Presentation by Charlie Cook The University of West Alabama 11 © 2010 South-Western, a part of Cengage Learning All rights reserved

© 2010 South-Western, a part of Cengage LearningAll rights reserved.© 2010 South-Western, a part of Cengage LearningAll rights reserved.

PowerPoint Presentation by Charlie CookThe University of West Alabama

PowerPoint Presentation by Charlie CookThe University of West Alabama

11

© 2010 South-Western, a part of Cengage Learning. All rights reserved. 11–2

Describe the characteristics of a sound benefits program.

Indicate management concerns about the costs of employee benefits and discuss ways to control those costs.

Identify and explain the employee benefits required by law.

Discuss suggested ways to control the costs of health care programs.

Describe benefits that involve payment for time not worked.

Chapter ObjectivesAfter studying this chapter, you should be able to


Discuss the recent trends in retirement policies and programs.

Indicate the major factors involved in the management of pension plans.

Describe the types of work/life benefits that employers may provide.

Chapter Objectives (cont’d)After studying this chapter, you should be able to


Requirements for a Sound Benefits ProgramRequirements for a Sound Benefits Program

Strategic Strategic Benefits Benefits PlanningPlanning

Allowing for Allowing for Employee Employee

InvolvementInvolvement

Benefits for a Benefits for a Diverse Diverse

WorkforceWorkforce

Providing Providing for for

FlexibilityFlexibility

Communicating Communicating Employee Benefits Employee Benefits

InformationInformation


The Chief Objectives of Benefits ProgramsThe Chief Objectives of Benefits Programs

• Improve employee work satisfactionImprove employee work satisfaction

• Meet employee health and security Meet employee health and security requirementsrequirements

• Attract and motivate employeesAttract and motivate employees

• Reduce turnoverReduce turnover

• Maintain a favorable competitive positionMaintain a favorable competitive position


Providing for FlexibilityProviding for Flexibility

•Flexible Benefits Plans (Cafeteria Plans)Flexible Benefits Plans (Cafeteria Plans) Benefit plans that enable individual employees Benefit plans that enable individual employees

to choose the benefits that are best suited to to choose the benefits that are best suited to their particular needs.their particular needs. A basic or core benefits package of life and health insurance, A basic or core benefits package of life and health insurance,

sick leave, and vacation ensures that employees have a sick leave, and vacation ensures that employees have a minimum level of coverage.minimum level of coverage.

Employees use “credits” to “buy” whatever other benefits Employees use “credits” to “buy” whatever other benefits they need.they need.


FIGURE

11.1Flexible Benefits Plans: Advantages and Disadvantages

ADVANTAGES

• Employees select benefits to match their individual needs.

• Benefit selections adapt to a constantly changing (diversified) workforce.

• Employees gain greater understanding of the benefits offered to them and the costs incurred.

• Employers maximize the psychological value of their benefits program by paying only for highly desired benefits.

• Employers limit benefit costs by allowing employees to “buy” benefits only up to a maximum (defined) amount.

• Employers gain a competitive advantage in the recruiting and retention of employees.

DISADVANTAGES

• Poor employee benefits selection results in unwanted financial costs.

• There are certain added costs to establishing and maintaining the flexible plan.

• Employees may choose benefits of high use to them that increase employer premium costs.


Communicating Benefits InformationCommunicating Benefits Information

•In-house publications (employee In-house publications (employee handbooks and organizational newsletters)handbooks and organizational newsletters)

•Group meeting and training classesGroup meeting and training classes

•Audiocassettes/videotapesAudiocassettes/videotapes

•Bulletin boardsBulletin boards

•Payroll inserts/pay stub messages Payroll inserts/pay stub messages

•Specialty brochuresSpecialty brochures

•Employee self-service systems (ESS)Employee self-service systems (ESS)


1Crafting an Effective Benefits Communication Program


2A Personalized Statement of Benefits Costs


Benefits IssuesBenefits Issues

Rising costs of providing benefits Rising costs of providing benefits

Benefits offered by other employeesBenefits offered by other employees

Concerns of ManagementConcerns of Management

Union demands for additional benefitsUnion demands for additional benefits

Tax consequences of benefitsTax consequences of benefits


Concerns of ManagementConcerns of Management

• The High Cost of Providing BenefitsThe High Cost of Providing Benefits According to a 2007 U.S. Chamber of Commerce study, According to a 2007 U.S. Chamber of Commerce study,

the cost of employee benefits averaged 42.7 percent of the cost of employee benefits averaged 42.7 percent of payroll.payroll.

The average distribution of these benefits was $21,527 The average distribution of these benefits was $21,527 per employee per year.per employee per year.

• Shifting Benefit Costs to EmployeesShifting Benefit Costs to Employees Shared ResponsibilityShared Responsibility

Employers to require employees to pay part of the costs of certain Employers to require employees to pay part of the costs of certain benefits (e.g., copayments or higher deductibles), especially benefits (e.g., copayments or higher deductibles), especially medical coverage.medical coverage.

Employees are paying a larger part of their retirement programs Employees are paying a larger part of their retirement programs through contributory pension plans or 401(k) saving plans.through contributory pension plans or 401(k) saving plans.


Types of Employee BenefitsTypes of Employee Benefits

Required By LawRequired By Law DiscretionaryDiscretionary

Health careHealth care

Unemployment InsuranceUnemployment Insurance

Workers’ CompensationWorkers’ Compensation

Payment for time not workedPayment for time not worked

SupplementalUnemployment Benefits

SupplementalUnemployment Benefits

Social SecuritySocial Security

Unpaid leave (FMLA)Unpaid leave (FMLA)

Life and LT care insuranceLife and LT care insurance

Retirements and pensionsRetirements and pensions


Social Security InsuranceSocial Security Insurance

Benefits paid are determined by an Benefits paid are determined by an individual’s life-time earningsindividual’s life-time earnings

Benefits paid are determined by an Benefits paid are determined by an individual’s life-time earningsindividual’s life-time earnings

Provides long-term disability benefitsProvides long-term disability benefitsProvides long-term disability benefitsProvides long-term disability benefits

Social Security Act (1935)A payroll tax on both employees and employers

Social Security Act (1935)A payroll tax on both employees and employers

Old Age and Survivors Insurance (OASI)Old Age and Survivors Insurance (OASI)Old Age and Survivors Insurance (OASI)Old Age and Survivors Insurance (OASI)

Must work 40 quarters in an occupation Must work 40 quarters in an occupation covered by Act to qualify for benefitscovered by Act to qualify for benefits

Must work 40 quarters in an occupation Must work 40 quarters in an occupation covered by Act to qualify for benefitscovered by Act to qualify for benefits


Unemployment InsuranceUnemployment Insurance

•Federal payroll tax on employer and Federal payroll tax on employer and employeeemployee Tax is refunded to states which individually Tax is refunded to states which individually

administer unemployment compensation administer unemployment compensation programs.programs.

Benefit weekly amounts vary from state to state.Benefit weekly amounts vary from state to state.

Involuntarily unemployed workers are eligible for Involuntarily unemployed workers are eligible for up to 26 weeks of unemployment benefits.up to 26 weeks of unemployment benefits.

Benefit is based on an employee’s recent Benefit is based on an employee’s recent earnings.earnings.

Unemployed workers are required to seek Unemployed workers are required to seek “suitable employment.”“suitable employment.”


Workers’ Compensation InsuranceWorkers’ Compensation Insurance

•Federal- or state-mandated insuranceFederal- or state-mandated insurance Funded by an employer payroll taxFunded by an employer payroll tax Provided to workers to defray the loss of Provided to workers to defray the loss of

income and cost of treatment due to work-income and cost of treatment due to work-related injuries or illness.related injuries or illness.

Factors influencing the employer’s insurance Factors influencing the employer’s insurance rate:rate: The risk of injury or illness for an occupationThe risk of injury or illness for an occupation

Each state’s level of benefits for injuries sustained by Each state’s level of benefits for injuries sustained by employees varies.employees varies.

The company’s frequency and severity of employee injuries The company’s frequency and severity of employee injuries (the company’s experience rating).(the company’s experience rating).


Workers’ Compensation InsuranceWorkers’ Compensation Insurance

Covers EmployersCovers EmployersCovers EmployersCovers Employers Covers EmployeesCovers EmployeesCovers EmployeesCovers Employees

Cost of injuryCost of injuryCost of injuryCost of injury

Negligent co-workersNegligent co-workersNegligent co-workersNegligent co-workers

Contributory negligenceContributory negligenceContributory negligenceContributory negligence

Temporary, Permanent,Temporary, Permanent,Partial or Total DisabilityPartial or Total DisabilityTemporary, Permanent,Temporary, Permanent,Partial or Total DisabilityPartial or Total Disability

Assumed employment riskAssumed employment riskAssumed employment riskAssumed employment risk

Survivor’s InsuranceSurvivor’s InsuranceSurvivor’s InsuranceSurvivor’s Insurance

Injury is a cost of doing businessInjury is a cost of doing businessInjury is a cost of doing businessInjury is a cost of doing business


Extension and Portability of Health CoverageExtension and Portability of Health Coverage

• The Consolidated Omnibus Budget Reconciliation The Consolidated Omnibus Budget Reconciliation Act of 1986 (COBRA)Act of 1986 (COBRA) Mandates that employers make health coverage—at the Mandates that employers make health coverage—at the

same rate the employer would pay—available to same rate the employer would pay—available to employees, their spouses, and their dependents on employees, their spouses, and their dependents on termination of employment, death, or divorce.termination of employment, death, or divorce.

The coverage must be offered for between 18 and 36 The coverage must be offered for between 18 and 36 months depending on qualifying guidelines.months depending on qualifying guidelines.

• Health Insurance Portability and Accountability Health Insurance Portability and Accountability Act (HIPAA) of 1996Act (HIPAA) of 1996 Grants employees the right to switch medical insurance Grants employees the right to switch medical insurance

between former and present employers with no gap in between former and present employers with no gap in coverage regardless of preexisting health condition once coverage regardless of preexisting health condition once the employees have earned twelve service credits at the the employees have earned twelve service credits at the former employeeformer employee


The Family and Medical Leave Act (FMLA) The Family and Medical Leave Act (FMLA)

•Provisions:Provisions: An employer must grant an eligible employee An employer must grant an eligible employee

up to 12 workweeks of unpaid leave in a 12-up to 12 workweeks of unpaid leave in a 12-month period for the following reasons:month period for the following reasons: Birth of and care for a newborn child. Birth of and care for a newborn child. Adoption or foster care placement of a child. Adoption or foster care placement of a child. Care for an immediate family member Care for an immediate family member Serious health condition of the employee.Serious health condition of the employee.

Employees retain their health benefits and Employees retain their health benefits and have the right to return to their job or an have the right to return to their job or an “equivalent job.”“equivalent job.”

Those caring for service members are entitled Those caring for service members are entitled to up to 26 weeks of leave,to up to 26 weeks of leave,


4“Your Rights”:

Another Federally Required

Poster

Note: Other federally required posters are reproduced in Chapters 3, 9, and 12.


The Older Workers Benefit Protection ActThe Older Workers Benefit Protection Act

•Older Workers Benefit Protection Act Older Workers Benefit Protection Act (OWBPA)(OWBPA) Prohibits age-based discrimination in early Prohibits age-based discrimination in early

retirement and other benefit plans by imposing retirement and other benefit plans by imposing strict guidelines on employers who seek to strict guidelines on employers who seek to have employees sign release forms waiving have employees sign release forms waiving their right to pursue age discrimination claims their right to pursue age discrimination claims under the ADEA.under the ADEA. The waiver must be voluntary and written in a manner that is The waiver must be voluntary and written in a manner that is

understandable to the parties involved.understandable to the parties involved. Employees have the right to consult with an attorney before Employees have the right to consult with an attorney before

signing the waiver.signing the waiver.


Healthcare Cost ContainmentHealthcare Cost Containment

•Health Maintenance Organizations (HMOs)Health Maintenance Organizations (HMOs) Organizations of physicians and health-care Organizations of physicians and health-care

professionals that provide a wide range of professionals that provide a wide range of services to subscribers and dependents on a services to subscribers and dependents on a prepaid basis.prepaid basis.

•Preferred Provider Organization (PPO)Preferred Provider Organization (PPO) Is a group of physicians establish an Is a group of physicians establish an

organization that guarantees lower healthcare organization that guarantees lower healthcare costs to the employer.costs to the employer.

Allows employees to select their doctor of Allows employees to select their doctor of choice from a list of participating physicians.choice from a list of participating physicians.


Cost Containment (cont’d)Cost Containment (cont’d)

•Consumer-Driven Health Plan (CDHP)Consumer-Driven Health Plan (CDHP) Is a high-deductible medical insurance plan Is a high-deductible medical insurance plan

financed by employer contributions to an financed by employer contributions to an employee’s limited individual healthcare employee’s limited individual healthcare spending accountspending account

Also known as:Also known as: Defined-contribution health plansDefined-contribution health plans Medical savings accounts (MSAs)Medical savings accounts (MSAs) Health savings accounts (HSAs)Health savings accounts (HSAs) Flexible spending accounts (FSAs)Flexible spending accounts (FSAs) Health reimbursement accounts (HRAs).Health reimbursement accounts (HRAs).


5Employer Methods for Containing Health Care Costs

• Preadmission certification for surgical procedures

• Financial incentives for outpatient surgery and testing

• Mail-order prescription drug program and medical drug discount cards

• Mandatory second opinions for surgical procedures

• Alternative approaches to health care treatment such as herbal therapy or homeopathy

• Educational programs encouraging health care consumers to assume more responsibility and accountability for the cost and quality of their health care

• Promoting Web sites or printed materials that list common conditions, treatment, drug prices, and effectiveness

• Implementation of step therapy programs

• Multitier hospital coverage networks that allow employees to choose from a variety of hospitals with small, moderate, and steep copayments at the point of service

• Use of variable copayments (for example, $10 for physician and $25 for specialists)

• Consolidation of health care plans offered by employers

• Requiring employees to pay an additional cost if a working spouse refuses coverage from his or her employer

• Customized health care benefits design allowing employees to purchase riders to increase the level of benefits provided

• Promotion of wellness and employee assistance programs

• Automated benefits functions

• Dependent audits to rid benefit rolls of ineligibles

• Implementation of a disease management program


Domestic Partner BenefitsDomestic Partner Benefits

•Domestic Partner (Apple Computer)Domestic Partner (Apple Computer) A person over age 18 who shares living quarters A person over age 18 who shares living quarters

with another adult in an exclusive, committed with another adult in an exclusive, committed relationship in which the partners are responsible relationship in which the partners are responsible for each other’s common welfare.for each other’s common welfare.

•A standard definition of domestic partnership A standard definition of domestic partnership contains the following:contains the following: A minimum age requirementA minimum age requirement A requirement that the couple live togetherA requirement that the couple live together A specification of financial interdependenceA specification of financial interdependence A requirement that relationship be a permanent A requirement that relationship be a permanent

oneone A requirement that each not be a blood relativeA requirement that each not be a blood relative


Payment for Time Not WorkedPayment for Time Not Worked

Sick leaveSick leaveSick leaveSick leave

Severance paySeverance paySeverance paySeverance pay Paid holidaysPaid holidaysPaid holidaysPaid holidays

Vacations with payVacations with payVacations with payVacations with pay

Time Not Time Not WorkedWorked


Other Discretionary BenefitsOther Discretionary Benefits

•Supplemental Unemployment Benefits Supplemental Unemployment Benefits (SUBs)(SUBs) A plan that enables an employee who is laid off A plan that enables an employee who is laid off

to draw, in addition to unemployment to draw, in addition to unemployment compensation, weekly benefits from the compensation, weekly benefits from the employer that are paid from a fund created for employer that are paid from a fund created for this purpose.this purpose.

SUB benefits are considered deferred SUB benefits are considered deferred compensation and not current earnings.compensation and not current earnings.

The fund is derived from employer The fund is derived from employer contributions based on the total hours of work contributions based on the total hours of work performed by employees.performed by employees.


Retirement ProgramsRetirement Programs

•Silver HandshakeSilver Handshake An early-retirement incentive in the form of An early-retirement incentive in the form of

increased pension benefits for several years or increased pension benefits for several years or a cash bonus.a cash bonus.

•Preretirement ProgramsPreretirement Programs CounselingCounseling SeminarsSeminars WorkshopsWorkshops Retirement tryoutsRetirement tryouts


FIGURE

11.2Trends Affecting Retirement

• The number of people age 65 and older tripled to about 34 million between 1940 and 1995.

• According to U.S. census projections, people age 65 and older are expected to number 86 million by 2050, an increase of 51 million since 2000.

• In 1960, 45.4 percent of male workers over age 65 were still in the labor force; in 1990, only 27.4 percent were still working. While the labor force participation rates of women between ages 55 and 64 have been rising, further increases are not expected.

• Eight baby boomers turn 50 every ten minutes.

• The U.S. net national savings rate was relatively stable at about 7 percent of GDP from 1951 to 1980. It has collapsed since 1980, most recently dropping to less than 1 percent of GDP.

• In 1900, the average life expectancy in the U.S. was 48; today, it is 80 for women and 75 for men. Virtually all of these gains can be attributed to improvements in public health and safety, such as clean water, refrigeration, seat belts, and routine vaccinations.


Types of Pension PlansTypes of Pension Plans

•Contributory planContributory plan Contributions to a Contributions to a

plan are made plan are made jointly by employees jointly by employees and employers.and employers.

•Noncontributory Noncontributory planplan Contributions to a Contributions to a

plan are made plan are made solely by the solely by the employer.employer.

•Defined-benefit planDefined-benefit plan The amount an The amount an

employee is to receive employee is to receive upon retirement is upon retirement is specifically set forth.specifically set forth.

•Defined-contribution Defined-contribution planplan The basis (amount) an The basis (amount) an

employer contributes employer contributes to the pension fund is to the pension fund is specified.specified.


Contemporary Pension Plan OptionsContemporary Pension Plan Options

•401(k) Savings 401(k) Savings PlansPlans A tax-deferred A tax-deferred

savings plan.savings plan. Employees save Employees save

through payroll through payroll deductions.deductions.

Employers may Employers may match a portion of match a portion of employee employee savings.savings.

•Cash-Balance Pension Cash-Balance Pension PlansPlans Employer contributes a Employer contributes a

percentage of percentage of employee’s pay each employee’s pay each year.year.

Account balance earns Account balance earns interest each year.interest each year.

Experts predict it will Experts predict it will replace traditional replace traditional pension plans.pension plans.


Federal Regulation of Pension PlansFederal Regulation of Pension Plans

•Employee Retirement Income Security Act Employee Retirement Income Security Act (ERISA)(ERISA) Private pension plans are subject to ERISA Private pension plans are subject to ERISA

regulations that provides standards and regulations that provides standards and controls for pension plans:controls for pension plans: Plans must comply IRS tax standards to qualify.Plans must comply IRS tax standards to qualify.

Plans must meet actuarial standards to qualify for Plans must meet actuarial standards to qualify for Pension Benefit Guarantee (PBGC) insurance.Pension Benefit Guarantee (PBGC) insurance.

Plans must meet Department of Labor standards Plans must meet Department of Labor standards for treatment of plan participants.for treatment of plan participants.


Federal Regulation of Pension PlansFederal Regulation of Pension Plans

•VestingVesting A guarantee of accrued benefits to participants A guarantee of accrued benefits to participants

at retirement age, regardless of their at retirement age, regardless of their employment status at that time.employment status at that time.

ERISA requires that plans must provide that ERISA requires that plans must provide that employees will have vested rights in their employees will have vested rights in their accrued benefits after certain minimum-years-accrued benefits after certain minimum-years-of-service requirements have been met.of-service requirements have been met.

•Pension Plans and UnderfundingPension Plans and Underfunding Inadequate funds to cover retirement Inadequate funds to cover retirement

obligations along with pension plan failures obligations along with pension plan failures could overwhelm the PBGC.could overwhelm the PBGC.


Employee ServicesEmployee Services

•Employee Assistance Programs (EAPs)Employee Assistance Programs (EAPs) Services provided by employers to help Services provided by employers to help

workers cope with a wide variety of problems workers cope with a wide variety of problems that interfere with the way they perform their that interfere with the way they perform their jobs.jobs. Typically provide diagnosis, counseling, and referral for Typically provide diagnosis, counseling, and referral for

advice or treatment for problems related to alcohol or drug advice or treatment for problems related to alcohol or drug abuse, emotional difficulties, and financial or family abuse, emotional difficulties, and financial or family difficulties.difficulties.

•Child and Elder CareChild and Elder Care Care provided to a child or an elderly relative Care provided to a child or an elderly relative

by an employee who remains actively at work.by an employee who remains actively at work.


FIGURE

11.3Work/Life Benefits: Balancing Work and Home Needs

• Child care/elder care referral services

• Time off for children’s school activities

• Employer-paid on-site or near-site child care facilities

• Flexible work hours scheduling

• Health club and wellness programs

• Employer-accumulated leave days for dependent care

• Customized training programs

• Subsidized temporary or emergency dependent care costs

• Extended leave policies for child/elder care

• Educational reimbursement

• Sick-child programs (caregiver on call)

• Work-at-home arrangements/telecommuting

• Partial funding of child care costs

• Customized career paths

• Part-time work schedules


AwardsAwardsAwardsAwards

Other Benefits and ServicesOther Benefits and Services

Recreational and Recreational and SocialSocial

Recreational and Recreational and SocialSocial

Credit UnionsCredit UnionsCredit UnionsCredit Unions

Food ServicesFood ServicesFood ServicesFood Services

Purchasing Purchasing AssistanceAssistance

Purchasing Purchasing AssistanceAssistance

Transportation Transportation PoolingPooling

Transportation Transportation PoolingPooling

On-Site Health On-Site Health ServicesServices

On-Site Health On-Site Health ServicesServices

Legal ServicesLegal ServicesLegal ServicesLegal Services

Financial Financial PlanningPlanning

Financial Financial PlanningPlanning

Housing and Housing and MovingMoving

Housing and Housing and MovingMoving


consumer-driven health plan

contributory plan

defined benefit plan

defined contribution plan

elder care

employee assistance programs (EAPs)

flexible benefits plans(cafeteria plans)

health maintenance organizations (HMOs)

noncontributory plan

preferred provider organizations(PPOs)

silver handshake

supplemental unemployment benefits (SUBs)

vesting

workers’ compensation insurance

Documents

PowerPoint Presentation by Charlie Cook The University of West Alabama 11 © 2010 South-Western, a part of Cengage Learning All rights reserved