A small ready recknor for our budding HR professionals, introducing basics of compensation & benefits. This lays a foundation for a rewarding career in Total Rewards.
Stay tuned for more!!
the topic which is disused in these slides are Employee benefit. in which i first disused retirement benefit,paid time off,vacation and leave,survivor benefit etc.
A small ready recknor for our budding HR professionals, introducing basics of compensation & benefits. This lays a foundation for a rewarding career in Total Rewards.
Stay tuned for more!!
the topic which is disused in these slides are Employee benefit. in which i first disused retirement benefit,paid time off,vacation and leave,survivor benefit etc.
Strategic Retirement Plan Designs for Professional Practices 92011twosons
A discussion of how to rapidly accelerate your contributions and significantly reduce your tax liability via a retirement plan designed for your specific personal and corporate objectives.
California Group Health Insurance & Employee BenefitsKim_Maxwell5720
A quality group health insurance plan and employee benefits package is one of the key markers that differentiates companies that attract the best and those that don’t. Thanks to recent changes in the way that group benefits and insurance are administrated, the onus of providing a good health care option that will attract the best employees falls on employers.
Presentation to show how a High Deductible Health Plan paired with an HRA or HSA can allow an employer to maintain medical benefits while savings 10% or more
Employee Benefits in the Obamacare World & How to Maximize Its ImpactJoseph Appelbaum
Are you struggling to understand Obamacare and how it impacts your company? Do you want to learn about how to use employee benefits as a recruitment and retention tool?
This presentation will provide valuable insight into employee benefits in the Obamacare world and how to maximize its impact. Under Obamacare, employers are offered the option to "pay or play." But, for most companies there is no choice—they must “play” in order to recruit and retain employees. This not only includes offering health insurance but also life, disability, and the whole spectrum of employee benefits.
Here you'll learn about the impact of Obamacare on the employee benefits mix and employer decision-making process, along with understanding the importance of insurance benefits as a mandatory piece of the total compensation puzzle.
Strategic Retirement Plan Designs for Professional Practices 92011twosons
A discussion of how to rapidly accelerate your contributions and significantly reduce your tax liability via a retirement plan designed for your specific personal and corporate objectives.
California Group Health Insurance & Employee BenefitsKim_Maxwell5720
A quality group health insurance plan and employee benefits package is one of the key markers that differentiates companies that attract the best and those that don’t. Thanks to recent changes in the way that group benefits and insurance are administrated, the onus of providing a good health care option that will attract the best employees falls on employers.
Presentation to show how a High Deductible Health Plan paired with an HRA or HSA can allow an employer to maintain medical benefits while savings 10% or more
Employee Benefits in the Obamacare World & How to Maximize Its ImpactJoseph Appelbaum
Are you struggling to understand Obamacare and how it impacts your company? Do you want to learn about how to use employee benefits as a recruitment and retention tool?
This presentation will provide valuable insight into employee benefits in the Obamacare world and how to maximize its impact. Under Obamacare, employers are offered the option to "pay or play." But, for most companies there is no choice—they must “play” in order to recruit and retain employees. This not only includes offering health insurance but also life, disability, and the whole spectrum of employee benefits.
Here you'll learn about the impact of Obamacare on the employee benefits mix and employer decision-making process, along with understanding the importance of insurance benefits as a mandatory piece of the total compensation puzzle.
We believe in the rewards of employee health. By listening, understanding and by partnering with you, we can deliver more than just a group benefits plan. Together we can deliver innovative benefits solutions for today and tomorrow. #SUNADVANTAGE is a solution for small business to help them reap the rewards of a healthier workforce.
Strategies For Controlling Benefit Costshsttlr7633
This is a presentation that I made recently to members of the Building Industry Association of Lancaster County to help them to understand options that could save them money on their group programs.
Module 4 of the Canadian Small Business Course looks at the topic areas related to tax planning and strategies you can utilize to save taxes.
In this course module we review strategies such as paying family members through a business, paying your child's tuition through a corporation and issuing shares to family members.
Also reviewed are a few advanced tax planning strategies that will enable you to pay medical expenses through your business and set up a company pension plan.
In this presentation I discuss the best types of insurance for business owners. Our firm provides all of these services and more. Audio will soon be added.
2. BENEFIT PACKAGES – what’s included? Health Insurance Dental/Vision Life Insurance Long Term Disability – LTD Educational Benefits (employee and dependents) Sick Leave Vacation Leave PTO – Paid Time Off Holidays Retirement Contributions Parking Childcare Facilities
3. HEALTH INSURANCE Average cost of an office visit - $80 Emergency Room Visit - $256 Average cost of a MRI - $2,064 Average cost of a broken ankle (visit, x-ray and cast) - $1,386 Average cost of a birth - $8,000 to $10,000 Average cost of having your wisdom teeth pulled - $1,100
4. HEALTH INSURANCE “ Health Insurance Premiums Rose Four Times the Wages and Inflation in the last decade.” “ The average employer-sponsored premium for a family of four costs close to $13,000/year and the employee foots about 30% of the cost.” National Coalition on HealthCare – September 2009.
5. HEALTH INSURANCE WHAT DOES THIS MEAN TO YOU – as the cost of health care costs increase for your employer – more costs are shifted to you either through lower salaries, lower health insurance coverage or higher premiums.
6. HEALTH INSURANCE Types of Health Insurance Health Maintenance Organizations (HMO) Primary care physician – coordinates care Pre-approved appointments only Least expensive plan for employee Referrals to Specialists required Preferred Provider Organizations (PPO) More flexibility Payment to health care providers negotiated In and out-of-network care available
7. HEALTH INSURANCE Types of Health Insurance (con’t) Indemnity Plan or Fee-for-Service Offers the most freedom & flexibility Few employers offer this plan – expensive Expensive plan for employee
8. DENTAL/VISION INSURANCE Dental plan maybe included in the health plan or a stand alone plan that costs extra. Dental plans usually pay 100% for preventative 80% for restorative – fillings 50% for crowns Vision coverage is usually part of medical plan but can be stand alone or not offered.
9. LIFE INSURANCE Term Life No cash value Inexpensive Terms at end of employment Whole Life Has a cash value Cost based on age Usually not offered by employers
10. LONG TERM DISABILITY LTD One of your most important benefits – replaces a % of your salary if you become disabled (usually a 6 month waiting period). An expensive benefit to provide to employees.
11. EDUCATIONAL BENEFITS An important benefit if you want to further your education. Educational benefits can be offered to spouses/dependents You could be taxed on the value of the benefit.
12. PAID TIME OFF PTO Vacation leave and sick leave combined. Accrued – carries over to the next year Or Use it or lose it at the end of the year
13. RETIREMENT 401(k) Contributions – retirement savings plan funded by a for-profit employer 403(b) – Contributions – retirement savings plan funded by a non-profit employer
14.
15. RETIREMENT Tax-deferred compounding – one of the best features of either 401(k) or 403(b) plans. Your contributions are pre-tax and money earned is also pre-tax until withdrawn.
16. RETIREMENT $1 million – in your 401(k) Saving just $200 a month or $1.15 an hour for 35 years assuming 10% interest. Waiting 5 years to begin saving you will need to save $356 a month or $2.05 an hour. Waiting 10 years to begin saving you will need $634 a month or $3.66 an hour. JUST DO IT!
17. RETIREMENT $50,000 – salary You contribute 10% of your salary into your 401(k) - $5,000 $45,000 is your new taxable salary Claiming a $45,000 salary instead of a $50,000 lowers your tax bill by $1,400 (28% tax bracket) Because you took advantage of pre-tax contributions - your new take home salary instead of being reduced by $5,000 is only reduced by $3,600. You are paying yourself first and paying Uncle Sam second.