This slideshow uncovers the latest trends in controlling costs, alternative benefits, and key information you need to know to stay compliant with the law. Employee benefits is one of the hottest topics today. The landscape is constantly changing, and staying on top of it is harder than ever. In this one hour webinar, we’ll talk about recent trends we’re seeing with organizations’ benefit plans along with the challenges businesses are facing in 2015 and beyond. Get the latest updates on: -Ways to lower your benefits cost without lowering coverage -Understanding Flexible Benefit Programs -Defining a Flexible Spending Account (FSA) -The advantages and disadvantages of an Employee -Assistance Program (EAP) -Paid time off and the Fair Labor Standards Act -Defining Unemployment Benefits -Legally Complying with Benefit Regulations This slideshow is recommended for business owners, CFOs, HR Directors and those responsible for employee benefits.

1. Jim Hill
Vice President-Employee Benefits

2. Ways to lower your benefits cost without lowering
coverage
Understanding Flexible Benefit Programs
Voluntary Benefits
The advantages of an Employee Assistance Program (EAP)
Health Reimbursement Accounts
Paid time off and the Fair Labor Standards Act

3. Physician Services:
Primary Care Physician Visit $145.06
Specialist Visit $203.17
Routine Exam Visit $140.67
Well Baby Visit $260.86
Obstetrical Care (vaginal delivery) $2,750.38
Hospital Services:
Inpatient Admission $25,816.53
Maternity (regular delivery) $10,790.60
Maternity (C-section) $15,760.54
Outpatient Surgery $2,499.29
ER Visit $1,478.24
Diagnostic Tests
Mammogram $253.17
Colonoscopy $1,152.10
Cardiac Stress Test $288.02
Chest X-ray $97.71
MRI $1,105.58
CT Scan $1,015.63
Rx – Retail:
Brand $348.98
Generic $32.23
Rx – Mail:
Brand $945.98
Generic $67.61

4. Employers need to make the most of costly health
benefits in terms of appeal, value and utilization
Urgent Care vs. ER
ASC
Mail Order
Technology
Benefits Statement

5. Benefit Features
• 100 percent employee-paid
• Payroll deduction (sometimes tax-
advantaged)
• Portable
• Convenient to purchase

6. Allows flexibility for employees to decide how to
spend their discretionary income on additional
products and services that fit their needs
Dental
Vision
Life
Disability
Accident
Auto/Home/Umbrella

7. A. Health Care Flexible Spending Account
B. Pretax Employee Premium Contributions
C. Full Flex Plan
D. N/A

8. Source: Zywave 2013 Employee Benefits Benchmark Survey. © 2014 Zywave, Inc. All rights reserved.

9. What is an FSA?
A flexible spending account is an account in an
employee’s name that can reimburse the
employee for qualified health care or
dependent care expenses. It allows an
employee to fund qualified expenses with
pretax dollars deducted from the employee’s
paychecks

10. Types of accounts
There are two different types of FSAs:
• Health care accounts
• Dependent care accounts.

11. Yes
No

12. Source: Zywave 2013 Employee Benefits Benchmark Survey. © 2014 Zywave, Inc. All rights reserved.
44% No
Yes 56%

13. What do EAPs cover?
Alcohol or substance abuse Psychological or psychiatric problems
Financial problems Gambling addiction
Legal problems Financial problems
Smoking cessation Legal problems
Divorce/marital problems Eldercare
Stress management
Child care
Eating disorders

14. What is an EAP?
An employee assistance program is an employer-
sponsored program that offers services to help
you deal with personal problems.

15. HRAs are employer-funded arrangements that
reimburse employees for certain medical
expenses.
The employer determines the amount of money
available in the HRA, which is typically an
amount less than your annual health plan
deductible
What are HRAs?

16. HRA Advantages
Reduction in Premium
Tax Savings
The employer’s contributions to your HRA can be excluded from
your gross income, meaning you don’t pay taxes on that money.
Reimbursements from your HRA are tax-free when used to pay for
qualified medical expenses (which are the only expenses they
can be used for).
Out-of-pocket Expense Reduction
Often paired with an HDHP, reimbursement from your HRA will
make it much easier to meet your deductible while taking
advantage of a health plan with lower premiums.

17. While time off from work is often viewed as an earned employee
benefit, a whopping 66% of employees were found to have
neglected to use all of their vacation.
Not Federally Enforced!
-No legal obligation to offer vacation time
Length of employment
Part time vs. Full time

18. Vacation Policy Ideas:
1. Unlimited Vacation
2. Mandatory Vacation
3. PAID, Paid Vacation
4. Summer Hours

19. Discount Programs:
Automobile Tire Discount
Identity Freud
Long Term Care
Movie Theatre Tickets
Swimming
Computer/Technology Reimbursement
Golf/Skiing/Biking
Longevity Award
Shopping Discounts

20. Jim Hill
Vice President-Employee Benefits
jhill@clark-mortenson.com
Twitter: @theskyhill