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HR 202 Chapter 12
1.
Compensation Chapter 12 The Benefit
Determination Process ©McGraw-Hill Education. All rights reserved. Authorized only for instructor use in the classroom. No reproduction or further distribution permitted without the prior written consent of McGraw-Hill Education.
2.
©McGraw-Hill Education. Benefits Mix A
first-class benefit plan includes a mix of these benefits. Education reimbursement. On-site child care services. Car cleaning. Financial counseling. Concierge services. Retirement benefits. Now consider the extra benefits at Google. 12 weeks paid leave for new parents – either gender. $500 in “Baby Bonding Bucks.” Liberal policies for volunteering. On-site fitness centers and medical care. Lavish paid daily lunches. College tuition reimbursement.
3.
©McGraw-Hill Education. Benefit Determination
Process Companies do not know if even ordinary benefits have positive payoffs. • Employees rate benefits a key factor in job satisfaction. • Yet, less than half are satisfied with their benefits. • There is a mismatch between cost to employer and perceived value to employee. Employee benefits can no longer be called “fringe benefits” but the cost has risen over time. • The average costs of benefits accounts for 30% of total compensation. • Benefits add 44 cents to every dollar of wages and salaries.
4.
©McGraw-Hill Education. Exhibit 12.1:
Total Hourly Compensation and Benefits Costs, U.S. Private Industry, by Establishment Size Jump to long image description.
5.
©McGraw-Hill Education. Exhibit 12.2:
Cost of Employer Benefits Over Time
6.
©McGraw-Hill Education. Why the
Growth in Employee Benefits Costs? Wage and Price Controls. • In WW II and the Korean War. Unions. • Began negotiating for benefits. • Several common benefits arose with unions. Employer Impetus. • Traced to concerns over satisfaction and productivity. • Without data about payoffs, benefits became a costly entitlement. Cost Effectiveness of Benefits. • Most benefits are not taxable. • Group-based plans may be had at a much lower rate. Government Impetus. • Worker’s compensation. • Unemployment insurance. • Social security. • Also laws such as the Employee Retirement Income Security Act (ERISA) and various IRS codes.
7.
©McGraw-Hill Education. Exhibit 12.3:
Example of Marginal Tax Rates for an Employee Salary of $80,000
8.
©McGraw-Hill Education. The Value
of Employee Benefits Employees consistently rank medical benefits as the most important benefit. A major concern is evidence that employees frequently undervalue the benefits provided. The perceived value of benefits rises when employers introduce choice through flexible benefit packages. Employers have to plan and design effective benefit programs. • They also need to communicate their value to employees.
9.
©McGraw-Hill Education. Exhibit 12.4:
Ranking of Employee Benefits
10.
©McGraw-Hill Education. Benefits Planning
and Design Issues Employers must decide the role of benefits in their overall compensation package. Planning should include strategies for ensuring external competitiveness and adequacy of benefits. • Firms conduct benefit surveys of competitors. • Ensuring benefits are adequate is a bit more difficult. • There is no magic formula. • The answer may lie in the relationship between adequacy and cost of effectiveness. • Employers are shifting increased benefit costs to employees through higher deductibles and co-pays.
11.
©McGraw-Hill Education. Benefit Administration
Issues Who should be protected or benefited? • Probationary periods, dependents, retirees, survivors, workers with disabilities, and even layoffs offer challenges. How much choice should employees have? • One extreme designs a benefits package for the average employee. • The other extreme is flexible benefit plans. • Flexible plans increase employee recognition of benefit value. • Companies may offer market-based, or customer-driven health care. • Basic issues of consumer-driven health care. • The employee pays a high deductible and coinsurance. • The inducement is for the employee to shop around for the lowest rate. How should benefits be financed?
12.
©McGraw-Hill Education. Exhibit 12.5:
Possible Options in a Flexible Benefit Package
13.
©McGraw-Hill Education. Benefit Administration
– Financing and Legal Issues How should benefits be financed? • Noncontributory – employer pays total costs. • Contributory – costs are shared between employer and employee. • Employee financed – employee pays total costs for some benefits. Are the benefits legally defensible? • Benefits have to comply with hundreds of arcane sections of the tax code among other things. • Benefit administrators may develop compliance checklists and conduct audits to ensure compliance with new and existing requirements.
14.
©McGraw-Hill Education. Components of
a Benefit Plan – Employer Factors Relationship to Total Compensation Costs. • Benefit costs are only one part of a total compensation package. Costs Relative to Benefits. • Adopt a broad, cost-centered approach. Competitor Offerings. • Determine external equity with a benefits survey. Role of Benefits in Attraction, Retention, and Motivation. • Benefit schedules favor longer-term employees. • For benefits to matter, they must meet employee needs. Legal Requirements. Absolute and Relative Compensation Costs
15.
©McGraw-Hill Education. Exhibit 12.7:
Factors Influencing Choice of Benefit Package
16.
©McGraw-Hill Education. Components of
a Benefit Plan – Employee Factors Equity. • Perceived fairness must be considered in determining employee needs – even if the perceived unfairness in not rational. • Beware the “bandwagon” effect of offering benefits to avoid hard feelings. Personal Needs of Employees. • One way to gauge preferences is to look at demographic differences. • Studies have revealed universal preference trends. • Employers may survey individuals about their needs. • Employers may offer a flexible benefit plan, or cafeteria-style plan. • Theoretically, this is ideal as employees identify benefits of greatest value to them and benefit managers are able to control costs.
17.
©McGraw-Hill Education. Administering the
Program: Communication Benefits communication revolves around four issues. • What is communicated. • To whom. • How it is communicate. • And how frequently. Efforts focus on identifying methods (how) of communication. • The employee benefit handbook. Effective communication should match the message with the appropriate medium. Failure to understand benefit components and their value is one of the root causes of employee dissatisfaction with benefits.
18.
©McGraw-Hill Education. Exhibit 12.12:
Employees Happy with Their Benefits versus Employees Happy with Communication about Their Benefits
19.
©McGraw-Hill Education. Administering the
Program: Claims Processing Claims processing arises when an employee asserts a specific event occurred and demand the employer fulfill a promise. A claims processor determines if the even actually occurred. • If the event occurred, the next step is determining eligibility. • If payment is not denied, the claims processor calculates payment. • It is important to coordinate benefits. • If multiple insurance companies are liable, a good processor can save 10-15% of a claim’s cost by ensuring joint payment.
20.
©McGraw-Hill Education. Administering the
Program: Cost Containment Employers audit their benefit options for cost containment opportunities. • Probationary periods. • Benefit limitations. • Co-pay. • Administrative cost containment. • Deny service on pre-existing conditions. • Negotiate lower fees by providers. • Develop programs that encourage wellness. • Outsource benefits and administration. • Self-insure. • Provide accommodations for employees returning to work after an illness or disability.
21.
©McGraw-Hill Education. Exhibit 12.13:
Basic Primer of Cost Containment Terminology Jump to long image description.
22.
Because learning changes
everything.® www.mheducation.com ©McGraw-Hill Education. All rights reserved. Authorized only for instructor use in the classroom. No reproduction or further distribution permitted without the prior written consent of McGraw-Hill Education. End of Chapter 12.
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