1 / 11

Benefits

Benefits. OS652 HRM Fisher Nov. 2, 2004. Agenda. Presentation Key issues with benefits Employer vs. employee contribution Comprehensiveness Flexibility. Compulsory Benefits. Social Security Retirement Income Disability Income Medicare Survivor Benefits

phillip-turner
Télécharger la présentation

Benefits

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Benefits OS652 HRM Fisher Nov. 2, 2004

  2. Agenda • Presentation • Key issues with benefits • Employer vs. employee contribution • Comprehensiveness • Flexibility

  3. Compulsory Benefits • Social Security • Retirement Income • Disability Income • Medicare • Survivor Benefits • Workers’ Compensation (higher accident rates lead to higher premiums) • Unemployment Insurance • Unpaid Leave • Adds up to approximately 24% of salary

  4. Voluntary Benefits • Employers do not have to offer • Health Insurance • Retirement • Paid vacation, holidays • Can add up to an additional 20% of salary • Highest in manufacturing • Lowest in retail • Most employers do offer these benefits. Why?

  5. Health Benefits • 16% of Americans currently uninsured (approx. 43 million people) (www.factcheck.org) • Costs rising for everyone (11% in 2003) • Balancing costs of monthly premiums, co-pays, benefit caps, deductibles, prescription coverage • Average worker contributes $558/$3695 for single coverage, $2661/$9950 for family

  6. Trends in Health Care Benefits • Medical spending plans (pre-tax) • Higher employee premiums • Fewer plan choices • Fewer participating HMOs, doctors • Higher prescription drug costs • Surcharges for spousal coverage • Greater access to decision support tools to help employees make less expensive choices Source: Miller (Oct. 2004). Open enrollment: Benefit trends for 2005 may unnerve some Employees. Retrieved from www.shrm.org on October 28.

  7. Retirement Benefits: Defined Benefit • Amount of your retirement income is defined based on certain criteria • Years of service • Age • Funded vs. unfunded (vs. underfunded!) • ERISA governs pension issues • Cannot discharge workers to cut their pension benefits • Cannot eliminate pension for vested workers

  8. Retirement Benefits: Defined Contribution • 401(k) is most common defined contribution plan • Tax implications • Usually voluntary, which can cause problems • “Employer match” benefits • Average match was 2.5% of payroll in 2001 (www.workforce.com) • Down from 3.3% in 1997 • May vary based on seniority • Cash balance plans attempt to combine features of both

  9. Who is covered by employee benefits? • Traditionally, employee, spouse, and children • Married couples with kids now only 25% of households in the US • Part-time employees often not covered • Ikea, Wegman’s cover part time employees more broadly; report lower turnover • Domestic partner benefits • Opposite sex • Same sex • Extended family benefits

  10. Flexible vs. Fixed Benefits Programs Flexible (Cafeteria) • Employees select the benefits they want. • May be less costly. • Supports corporate diversity strategy. • Increased fairness perceptions. • But, administratively complex. Fixed • All employees receive the same benefits. • Simple administration. • But, one-size-fits-all approach may not meet employees’ needs.

  11. For next class • Topic: Labor relations • Read Chapter 16 • How does the presence of labor unions affect an organization’s approach to HR?

More Related