You are paying up to 30% of your payroll for benefits and pensions. Are you getting full value? Have you considered different funding arrangements? Have you considered flexible spending accounts? How about considering an ASO plan if you are over 100 employees? How about integrating a wellness program into your benefits program and receive a 20 to 1 payback in terms of reduced benefit costs, increased productivity, improved lost time, and increased employee health?
NewBase 22 April 2024 Energy News issue - 1718 by Khaled Al Awadi (AutoRe...
Compensation and benefits
1. Getting Compensation Right
1:30 – 2:20 Tues Feb 8, 2011
Chris Hylton, MA
CG Hylton & Associates Inc.
800 449-5866 chris@hylton.ca
1
2. Agenda
2
What is compensation, total compensation
Developing a salary grid
What to do with holidays, entitlements employees have for
working statutory holidays
How many vacation days are fair, what if employees don’t
use all their vacation benefits?
What benefits are most important, and what does a
competitive benefits package contain?
Tips and advice on shopping around for the best deal on
benefit packages
3. 3
Do you have any compensation or
benefit issues we can try and solve
for you in this session?
5. Creating a Compensation Plan
Compensation is an exchange of money
or something of value for work delivered
There are many methods of
compensation for staff
Regardless of the method used,
customizing the Plan to fit your
organization is a must
6. How Do I Customize a Plan?
To Customize you need to:
Know what your mission is
Know what is important to
your organization's success
Know what kind of culture you
have or want to promote
Make sure the budget is
capable & use the staff for
this
7. Without this link, you may have
Conflict between you goals and
compensation
No compensation for things that contribute
to the organizations success and visa-
versa
No compensation for desired behaviors
and visa-versa
8. Therefore, you need to develop a
Compensation Philosophy
With this:
• You can see a clear linkage between
the organization’s mission, goals, and
desired behaviours and the
compensation system
• You know where you want your
salaries to be in relation to the market
9. To Create Mission & Goals
9
Use S W O T
Develop consensus
Approval from Council
11. Non cash compensation
11
Work environment
Management culture
Job Autonomy
Input into decision making
Variety of tasks on the job
Training
Benefits
12. Work Environment
Is environment pleasant,
harassment free?
Are tools & equipment able
to meet the needs of
employees?
12
13. Management
Management Culture Autonomy
Does the Can employee make
management trust & decisions on their
support the workers? own?
Does the Can employee
management help the manage their time
worker to succeed? while getting the
Are expectations results desired?
clear?
13
14. Decision making / Variety
Do employees Is there nice
have real input variety in each
into decisions job?
that affect their
position and
results?
14
15. Training / Career Development
Remember
Is sufficient All of these
training provided items have to be
to allow the tied to the
worker to mission,
complete their organization’s
position or definition of
operate the success, culture
equipment they and be
15
16. Various Cash
Compensation Options
Flat rates
Ranges
Merit raises
Skill or knowledge
based pay
Autonomous work
group
Incentive pay
Bonus schemes
16
17. Creating the compensation
sandwich
many choices you decide
how to create your
“compensation sandwich”
Ingredients used depends
on org mission, definition
of success, culture and
the ability to pay
17
18. Developing a Consistent
Salary Scale
To do this you need:
Internal Equity - how jobs are paid in
relation to other jobs within the
organization
External Equity - how jobs are paid in
relation to other companies
19. What is more important
19
Internal Equity?
External Equity?
There is no right answer, don’t by shy
20. To achieve Internal Equity…
You need a job evaluation plan to
ensure all jobs are measured with
the “same ruler”
A Factor Point System is the Most Effective
unless Your Organization Is Small( Under 10
People)
For organizations less than 10 people , a job
ranking system is probably better. This
assumes the organization is not going to
grow
21. A Ranking System …
Ranks the positions according to how much
they contribute to the accomplishment of the
organizations mission
It allows you to determine which is worth
most
It is only effective if the organization is small
(under 10 people)
Clear communication is vital
22. Salary Surveys
22
Great way to determine if your pay levels
are competitive
Address external equity issues
You can do yourself or we can provide you
with an online survey for your group
Data collected online confidentially, reports
are viewed and printed off online
Job descriptions are online at NOC
23. We like to use the NOC
23
It is free, online, easy to access
Has virtually every job listed
Provides a 4 digit no for each job
You can use the number for org charts
Makes the whole process transparent
Cuts down on the complaining
http://www5.hrsdc.gc.ca/noc/english/noc/2006/We
24. To achieve External Equity…
You need to define your market.
Market is defined as to who you compare to, it’s
your choice. Eg. same department or employer
in your area, similar band/company in an other
province.
You need to define where you want to be in the
market (plus or minus x %)
Use your market comparison for cost of living
adjustments as well
25. Now you have consistency
because….
Internal equity – all positions are
measured with the same ruler (job
evaluation plan)
External equity – you use the same
market for all jobs.
Remember: in creating the above you
used your organizations mission,
success factors and culture.
26. Role of Consultant?
Assist with the identification of factors
Link factors to mission, organization’s
success, culture and budget
Do salary survey
Create the plan, assist with
implementation and provide ongoing
support; at least a year after
implementation
27. Vacations, Stat Hols
27
What are the rules
Does an employee have to work a stat hol?
What if an ee does not use their hols?
What is the easiest thing for an employee to
steal?
What is the easiest thing for an employer to
give?
http://www.labour.gov.on.ca/english/es/pubs/guide
29. What will you do when...
An employee dies or becomes disabled? Will
you feel a sense of financial obligation to the
employee and their family?
Trying to attract and retain good employees?
You or your employees travel extensively for
business or pleasure?
You or your employees are confronted with an
expensive dentist bill?
30. Concept of Group Insurance
Nobody expects to die, be injured,
or become ill tomorrow
However, if this does occur it can cause a
catastrophic financial loss
A benefits plan is a low cost solution that can
provide protection for the employee &
employer from catastrophic financial losses
due to death, injury or illness
31. Typical Group Benefits
Employee and Health
Dependent Life
Insurance
Vision
Accidental Death and
Dismemberment
Dental
Optional Term Life
Short Term Disability
Health Spending
Long Term Disability Account
Employee Assistance
Program
32. Why Life Insurance?
Life insurance "creates cash" for needs
such as:
funeral & burial charges
probate fees
taxes at death
income replacement
mortgage
children's education
wealth & estate creation
33. Why Accidental Death &
Dismemberment?
At dismemberment...
for changes to one's lifestyle
At death...
extra income to deal with an
"unexpected" loss
34. Why Disability Insurance?
Where would the money come from
if you became disabled?
Savings
Loans
Spousal income
Sale of assets
35. Why Disability Insurance?
Did you know that: Your chances of winning the
Lotto 649 draw is 1 in 13.9 million
The odds of being disabled for >90 days during
your working career are 8 x higher than the
chances of dying during the same period
The average length of a disability which lasts
over 90 days is almost 3 years
36. Why Disability Insurance?
The average disability which goes over 90 days lasts
an average of 2.9 years:
4.0
3.4 3.4 3.5 3.5
3.5 3.2 3.3 3.3
3.1
3.0 2.8 2.8 2.9
2.7
2.4
2.5 2.2 2.1 2.2
Years
2.0
1.5
1.0
0.5
0.0
25 30 35 40 45 50 55 60
At Age
Women Men
37. Advantages of STD or LTD
vs Workers Compensation
STD WCB
24 hour coverage Y N
Covers an illness Y N
38. Do you need Workers Comp?
38
For activities on reserve no
For activities off reserve yes
What about the provincial or federal highway
which runs thru the reserve?
What does your group benefits booklet say?
39. EI Rate Reduction
Most STD or WI plans are eligible for the EI
Rate Reduction
Savings of $.30/$100 of payroll
Savings applied to employer portion of premium
5/12 of savings must be re-distributed to the
employee in the way of:
cash rebate
new employee benefits
enhance existing employee benefits
40. Why Health & Dental?
A "Maintenance Contract" for the
organization's most valuable resource
Peace of mind for employees
A better standard of living
Tax free
Owners & Execs
41. Dental Options
Deductibles
Calendar Year Maximums
$750 to much higher amounts
Periodontal Scaling Units
6, 10, or 14 units per 12 months
Recall Examinations
2 per 12, 1 per 9, or 1 per 12 months
Oral Hygiene Instruction
42. Typical Reasons for Calls to EAP
42
Work
place Family
18% 8%
25%
Alcohol Substance Abuse
25%
Depression
22% Stress
43. Reasonable Cost
43
EAP costs fraction of average medical or
dental plan
$200 per ee per mo for Dental insurance
$5 per ee per mo for EAP
What Price?
44. Exclusions in your Benefits Plan
44
Read the fine print
What is excluded in your plan
Travel Medical duration, working
War zones
Terrorism
Non commercial aircraft
If you have ees working or flying in any of the
above pay extra to waive the exclusion!
45. How Much Does a Plan Cost?
Demographics of the group
Level of coverage for each of the
benefits
The volume of benefits
Prior experience of group
Group size
If members are Treaty or not
46. Demographics and Rates
Employee data is the
most critical part of pricing
Basic Monthly LTD Rates Per $100 Basic Monthly Life Rates Per $1000
4
1.2
Basic Monthly Rate
3
Basic Monthly Rate
0.8
2
0.4
1
0
0
Age Age Age Age Age
Age Age Age Age Age
20 30 40 50 60
20 30 40 50 60
Age Group Age Group
Males Females Males Females
Source Great-West Life
47. 2. Claims vs Premiums
Your plan is priced on the basis of your
demographics and your usage
If you are older and heavy users you will
pay more than if you are young and light
users
48. Cost Saving Tips
48
Broker commission
Carrier charges for administration
Reserve charges
ASO or fully insured
Group size, join together related groups, you
can still vary plan design by group, and have
individual premium statements, save lots
Tax effective plan design
Use a good broker
49. Advantages to Employer
Established corporate policy in the
event of death or disability
Attract and retain key employees
Increased morale
Reduced absenteeism and increased
productivity among employees
Tax incentives
Hassle-free administration
50. Advantages to the Employee
Basic protection for the employee and
family
Much less expensive
Higher standard of healthcare than
otherwise possible
Tax free compensation
Covers the “uninsurables”
Hassle free administration
51. Employee as
smart shopper
Best plans today encourage
employees to become
smart shoppers
Deductibles, co-pays
52. Health Spending Account
Health Spending
dental 20% of
Account basic and 50% of
major restorative
Funded by savings
50% of ortho, or
$ sit in ee name
over max
used for medical vision over $200
dental expenses,
not covered by plan
many other
applications
tax free to ee
53. New Types of Coverage
Critical Care
Convalescent Care
New AD&D benefits
EAP
Long Term Care
54. Impact of Mental Health on Costs
Employees with depression had annual drug
claims 2 1/2 times larger than employees who
do not suffer from depression
co-morbidity: neurotic pain, anxiety disorders,
sleep disorders, stomach hyperacidity and mild
to moderate pain.
“there can be no health without mental health”
Source: Centre for Mental Health in the Workplace and Great West Life
55. The impact of depression in the workplace
$1,400
$1,200
$1,000
$800
$600
$400
$200
$0
Amount Paid ($) Per Claimant
All Claimants Claimants with Depression Claimants without Depression
Source: Centre for Mental Health in the Workplace and Great West Life
56. Co-morbidities of depression
70%
60%
1 - Neurological Pain
50% 2 - Anxiety Disorder
3 - Sleep Disorder
40% 4 - Mild-Moderate Pain
5 - Stomach Hyperacidity
6 - Inflamation, Muscle / Bone
30% 7 - Asthma / COPD
8 - Infection, General Bacteria
20% 9 - Blood Pressure
10 - Elevated Cholesterol
10%
0%
Percent of Amount Paid for Claimants with Depresson
Source: Centre for Mental Health in the Workplace and Great West Life
57. Role of Consultant?
Look at plan design & rates
Look at plans that ensure that owners
never pay anything out of pocket that
may be run thru the company
Obtain quotes from other carriers
Consultant is “free” as our fees are paid
by commission by the carriers in the
rates
58. What we need to do
Benefits Review
Booklet Idea of any
Employee data plan design or
Experience administration
Letter of authority changes you
Premium History would like to
make
59. Retirement Plans
RSP plan, employer and employee funded
Defined Benefit Pension, employer funded
Pros and cons
60. RSP or DC Plan
Money contributed by employer, say 5% of
salary
Matched by employee
Invested
Grows over time
Employee gets monthly income at retirement
61. Money for free
INAC has matching funding for many groups
For taxable staff CCRA gives employees back
most of their pension or RSP contributions!!!
For Owners pensions are a great way to get
surplus money held in the Corporation out of
the Corporation tax free
Set up an IPP and recapture the difference
between what the owner paid to his/her RSP
and the increased cost of the IPP
62. Our offer to you
62
Please call if you have any HR, or workplace
issue that you are overwhelmed with
We can help you
We also are pleased to do Free Workshops for
your organization (some limits apply) Let us
know what your needs are and we will make it
happen!
63. CG Hylton - Services
HR Consulting
Benefits,
Pensions,
Job Descriptions
EAP
Salary Grids
Strategic Planning
Wellness at Work
Drug and Alcohol
Staff Morale
programs
Training and Dept re-orgs
Workshops
Leadership
compensation
Tel 403 264 5288
chris@hylton.ca
63
64. Thank you for the opportunity to
64
meet today!
Tel 403 264 5288
or 800 449 5866 (800 4hylton)
chris@hylton.ca
Editor's Notes
What does this mean for the workplace?
Introduction to Employee Benefits CG Hylton & Associates Inc • Insurance and disability benefits: an overview and explanation • Filing claims, benefits packages, disability claims: where does the money go? How can your employees access it? • How to answer your employees’ claims questions • Salary surveys that work • Retirement plan options: group RRSP vs. defined benefits pensions
Introduction to Employee Benefits CG Hylton & Associates Inc
Do First Nations need Workers Comp?
Introduction to Employee Benefits CG Hylton & Associates Inc
Introduction to Employee Benefits CG Hylton & Associates Inc
Introduction to Employee Benefits CG Hylton & Associates Inc
No notes on this page.
A claimant with depression is defined as any claimant with at least one net paid claim for an anti-depressant medication during the one year period. A claimant with depression has an average amount paid of $1,259, whereas a claimant without depression is only $388. This is an increase of over 220%. Note that this can not be compared to the average covered cost as it is for paid claims and not covered claims.
The co-morbidity with depression shows the impact that depression has on other conditions. 64.4% of the dollars paid for claimants with neurological pain are claimants that also have depression. This is followed by other mental health conditions like anxiety disorder at 61.0% and sleep disorder at 50.3%.