The document discusses employee benefits presented by a group including Naveed Mehdi Sheikh, Gul-e-Arzoo, Muzamil Ali, Bilawal Illyas, and Hamza Saqib. It defines employee benefits as additional non-financial rewards offered to attract and retain employees, such as health insurance, retirement plans, and paid time off. It then categorizes benefits as legally required (e.g. social security, unemployment), voluntary (e.g. health insurance, life insurance), and retirement benefits (e.g. 401k, pensions). Finally, it discusses integrating benefits through flexible spending accounts and modular/core-plus plans.
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Eliott Dear Lawyer is explaining the Role of Employee Benefits. Eliott Dear is a regarded legal advisor in New York. He has over ten years of involvement with his legitimate work.
Review all of the requirements of the Employee Retirement Income Security Act of 1974. Training will go over which employers have to comply, which benefits are subject to ERISA, what documentation employers must provide, and penalties for noncompliance.
Note: If this publication all links are dead, but you need to download files from this publication, please send me a private message and I'll try to help you or emai to info@presslounge.vn for supporting
Disclaimer: We do not encourage illegal activity. References to a content protected by the copyright law, are given exclusively in the fact-finding purposes. If you liked the program, music or the book – buy it.
Eliott Dear Lawyer is explaining the Role of Employee Benefits. Eliott Dear is a regarded legal advisor in New York. He has over ten years of involvement with his legitimate work.
Review all of the requirements of the Employee Retirement Income Security Act of 1974. Training will go over which employers have to comply, which benefits are subject to ERISA, what documentation employers must provide, and penalties for noncompliance.
This powerpoint goes into depth and explains FSAs, HRAs and HSAs, how they work together, who can participate, and what types of rules apply. It's a little boring, long, and somewhat detailed. However, you can use just portions of the slides if you'd like. The last 20 or so slides may be useful if an employer is offering high deductible health insurance plans, with an HSA - and already has an FSA in place This is a Continuing Education Course in California, under the Department of Insurance.
Independent Contractor or Employee: Avoiding the Game of Guess Whobenefitexpress
Uber is in the news for a multimillion dollar settlement following a dispute over whether their drivers are employees or independent contractors, and they aren’t the only ones. Misclassifying an employee as an independent contractor is one of the costliest mistakes an employer can make.
Sort out which your employees are and learn your options for reclassifying workers in the webinar you literally can’t afford to miss.
Designing and Administering The Benefits by MahnoorMah Noor
Its all about how to design the benefits for the employees , what strategies can be made for designing the benefits ,the role of administration in administering the benefits and introducing different benefits package ...
The Pros and Cons of Self-Insured vs. Fully Insuredbenefitexpress
This webinar reviews which factors and employer should consider in self-insuring and full benefits. It will discuss the legal, administrative, and ee issues.
Taking a closer look at what your company needs to know about moving from a fully-insured to a self-funded health benefits environment. Originally presented by Greg Bass, Senior Consultant/Benefits Division Manager for The Starr Group, this presentation shares the "secret formula" for health insurance programs that successfully work WITH ObamaCare!
This presentation is designed to provide the information needed to understand self-funding, assist you in explaining the solution to clients and then determine whether it is right for their company by comparing and contrasting it to a fully insured solution.
2016 Developments in Health and Welfare Plansbenefitexpress
This webinar discussed the most current developments in Health & Welfare plans.
For more information:
http://www.benefitexpress.info
http://www.twitter.com/benefitexpress
http://www.facebook.com/benefitexpress
Employee benefits and Services in organizationRaju Samanta
What are the employee benefits and services?
Employee benefits?
what is services?
What is PF, Gratuity?
Why employer will provide benefits to its employee
Navigating Health Insurance in the Health Care Reform Era lkennon
A presentation for large employers, small employers and individuals without employer-based insurance. The slides present the current state of health insurance for each group and the impending changes of Health Care Reform and their potential effects.
This powerpoint goes into depth and explains FSAs, HRAs and HSAs, how they work together, who can participate, and what types of rules apply. It's a little boring, long, and somewhat detailed. However, you can use just portions of the slides if you'd like. The last 20 or so slides may be useful if an employer is offering high deductible health insurance plans, with an HSA - and already has an FSA in place This is a Continuing Education Course in California, under the Department of Insurance.
Independent Contractor or Employee: Avoiding the Game of Guess Whobenefitexpress
Uber is in the news for a multimillion dollar settlement following a dispute over whether their drivers are employees or independent contractors, and they aren’t the only ones. Misclassifying an employee as an independent contractor is one of the costliest mistakes an employer can make.
Sort out which your employees are and learn your options for reclassifying workers in the webinar you literally can’t afford to miss.
Designing and Administering The Benefits by MahnoorMah Noor
Its all about how to design the benefits for the employees , what strategies can be made for designing the benefits ,the role of administration in administering the benefits and introducing different benefits package ...
The Pros and Cons of Self-Insured vs. Fully Insuredbenefitexpress
This webinar reviews which factors and employer should consider in self-insuring and full benefits. It will discuss the legal, administrative, and ee issues.
Taking a closer look at what your company needs to know about moving from a fully-insured to a self-funded health benefits environment. Originally presented by Greg Bass, Senior Consultant/Benefits Division Manager for The Starr Group, this presentation shares the "secret formula" for health insurance programs that successfully work WITH ObamaCare!
This presentation is designed to provide the information needed to understand self-funding, assist you in explaining the solution to clients and then determine whether it is right for their company by comparing and contrasting it to a fully insured solution.
2016 Developments in Health and Welfare Plansbenefitexpress
This webinar discussed the most current developments in Health & Welfare plans.
For more information:
http://www.benefitexpress.info
http://www.twitter.com/benefitexpress
http://www.facebook.com/benefitexpress
Employee benefits and Services in organizationRaju Samanta
What are the employee benefits and services?
Employee benefits?
what is services?
What is PF, Gratuity?
Why employer will provide benefits to its employee
Navigating Health Insurance in the Health Care Reform Era lkennon
A presentation for large employers, small employers and individuals without employer-based insurance. The slides present the current state of health insurance for each group and the impending changes of Health Care Reform and their potential effects.
Employee benefits - compensation management - Manu Melwin Joymanumelwin
Employee benefits and benefits in kind (also called fringe benefits, perquisites, or perks) include various types of non-wage compensation provided to employees in addition to their normal wages or salaries
Variable compensation how they have impact on organisation, retain employees, motivate employees and its advantages and disadvantages it has to when doing external comparison on the company
This presentation is good to business studies on student
Fringe benefits is also known as employee benefits which is provided by the employer to employee additional to the wages, it might in monetary or non monetary terms.
What do you offer your employees to keep them satisfied? how do you compare to the market? what areas should you focus on to ensure you become and employer of choice?
The case study discusses the potential of drone delivery and the challenges that need to be addressed before it becomes widespread.
Key takeaways:
Drone delivery is in its early stages: Amazon's trial in the UK demonstrates the potential for faster deliveries, but it's still limited by regulations and technology.
Regulations are a major hurdle: Safety concerns around drone collisions with airplanes and people have led to restrictions on flight height and location.
Other challenges exist: Who will use drone delivery the most? Is it cost-effective compared to traditional delivery trucks?
Discussion questions:
Managerial challenges: Integrating drones requires planning for new infrastructure, training staff, and navigating regulations. There are also marketing and recruitment considerations specific to this technology.
External forces vary by country: Regulations, consumer acceptance, and infrastructure all differ between countries.
Demographics matter: Younger generations might be more receptive to drone delivery, while older populations might have concerns.
Stakeholders for Amazon: Customers, regulators, aviation authorities, and competitors are all stakeholders. Regulators likely hold the greatest influence as they determine the feasibility of drone delivery.
Oprah Winfrey: A Leader in Media, Philanthropy, and Empowerment | CIO Women M...CIOWomenMagazine
This person is none other than Oprah Winfrey, a highly influential figure whose impact extends beyond television. This article will delve into the remarkable life and lasting legacy of Oprah. Her story serves as a reminder of the importance of perseverance, compassion, and firm determination.
Senior Project and Engineering Leader Jim Smith.pdfJim Smith
I am a Project and Engineering Leader with extensive experience as a Business Operations Leader, Technical Project Manager, Engineering Manager and Operations Experience for Domestic and International companies such as Electrolux, Carrier, and Deutz. I have developed new products using Stage Gate development/MS Project/JIRA, for the pro-duction of Medical Equipment, Large Commercial Refrigeration Systems, Appliances, HVAC, and Diesel engines.
My experience includes:
Managed customized engineered refrigeration system projects with high voltage power panels from quote to ship, coordinating actions between electrical engineering, mechanical design and application engineering, purchasing, production, test, quality assurance and field installation. Managed projects $25k to $1M per project; 4-8 per month. (Hussmann refrigeration)
Successfully developed the $15-20M yearly corporate capital strategy for manufacturing, with the Executive Team and key stakeholders. Created project scope and specifications, business case, ROI, managed project plans with key personnel for nine consumer product manufacturing and distribution sites; to support the company’s strategic sales plan.
Over 15 years of experience managing and developing cost improvement projects with key Stakeholders, site Manufacturing Engineers, Mechanical Engineers, Maintenance, and facility support personnel to optimize pro-duction operations, safety, EHS, and new product development. (BioLab, Deutz, Caire)
Experience working as a Technical Manager developing new products with chemical engineers and packaging engineers to enhance and reduce the cost of retail products. I have led the activities of multiple engineering groups with diverse backgrounds.
Great experience managing the product development of products which utilize complex electrical controls, high voltage power panels, product testing, and commissioning.
Created project scope, business case, ROI for multiple capital projects to support electrotechnical assembly and CPG goods. Identified project cost, risk, success criteria, and performed equipment qualifications. (Carrier, Electrolux, Biolab, Price, Hussmann)
Created detailed projects plans using MS Project, Gant charts in excel, and updated new product development in Jira for stakeholders and project team members including critical path.
Great knowledge of ISO9001, NFPA, OSHA regulations.
User level knowledge of MRP/SAP, MS Project, Powerpoint, Visio, Mastercontrol, JIRA, Power BI and Tableau.
I appreciate your consideration, and look forward to discussing this role with you, and how I can lead your company’s growth and profitability. I can be contacted via LinkedIn via phone or E Mail.
Jim Smith
678-993-7195
jimsmith30024@gmail.com
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
Make the call, and we can assist you.
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Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
4. Contents:
• Objectives and Outcomes
• Overview
• Definition
• Introduction
• Importance
• Contemporary Benefits Offerings
• Legally Required Benefits
• Voluntary Benefits
• Retirement Benefits
• Paid Time Off
• Survivor Benefits
• An Integrative Perspective on Employee Benefits
5. Objectives and Outcomes:
•What are employee benefits.
•Why they are important.
•Why employers offer benefits to their employees.
•How they effect on employee.
•How much they cost.
•How it is a challenge.
•How we can design and offer these benefits.
•How these benefits can be categorized.
7. Definition:
Additional benefits which are typically
membership-based non-financial rewards,
offered to attract and keep employees, called
“employee benefits”.
e.g: Medical care, defined contributions,
fitness and wellness programs, child care,
holidays and vocations, personal or sick leaves,
job-related travel assistance, life insurance,
etc.
8. Introduction:
• These have grown in importance and variety whose
benefits and services offerings add about 30% to an
organization’s payroll cost (labor costs).
9. Importance:
• These benefits do not directly affect a worker’s
performance, but inadequate benefits lead to
employee dissatisfaction.
• These benefits become the focus of negotiations with
employees when large wage and salary increases are
not feasible.
• These benefits attracts, and leads the employees and
good workers to stay with an organization and it’s
employers and satisfy them with their jobs due to
which they perform their best.
10. unemployment compensation
FMLA
retirement plans
disability
Contemporary Benefits Offerings:
Benefits today reflect a diverse workforce.
Challenge -- designing a benefits package that is
lawful and attractive.
meets legal attracts applicants
requirements and current workers
social security
health insurance
workers’ compensation
time off
life insurance
11. Legally Required Benefits:
Social Security:
• Financed by equal employee and employer
contributions, based on a percentage of
earnings.
• Provides income for retirees, disabled workers and
surviving dependents.
• Provides some health insurance coverage
through Medicare.
12. Legally Required Benefits:
Unemployment Compensation:
• Funded by employers who pay combined federal
and state tax imposed on taxable wage base.
• Tax varies based on organization’s unemployment
experience: the more layoffs, the higher the rate.
• Provides employees with some income continuation
during periods of involuntary unemployment.
• Typical coverage is for 26 weeks.
Requirements to Receiving Unemployment Benefits:
1. involuntary loss of job (but not having been fired)
2. must have worked a minimum number of weeks
3. have applied to a state agency for unemployment
4. have registered for available work
5. are willing to accept any suitable job offered through the state agency
13. Legally Required Benefits:
Workers’ Compensation:
• Paid for by the organization.
• Rates based on likelihood of
accidents, past history, and the
type of industry.
• Benefits pay expenses and/or
compensate for losses
resulting from work-related
accidents or illness, regardless
of fault.
14. Legally Required Benefits:
Family and Medical Leave Act:
•Requires employers with 50 or more employees to allow up
to 12 weeks of unpaid leave for family or medical reasons.
•Specifies record-keeping and communication requirements.
15. wages
catastrophic loss should a serious illness
Voluntary Benefits:
Health Insurance:
• Increases in healthcare costs have made
health insurance a critical benefit.
• Healthcare costs are growing faster than
• Purpose is to protect employee from
occur.
16. Voluntary Benefits:
Traditional Health Insurance:
• Typically has the fewest coverage limitations
for the employee.
• Usually the most expensive.
• Provides coverage in three areas:
1. hospitalizations
2. medical/surgical
3. major medical
Some major traditional health
insurers are:
17. Voluntary Benefits:
Health Maintenance Organizations (HMOs):
• Alternative benefit required by Health Maintenance Act of 1973.
• Eroad comprehensive care provided by physicians who are “in network”.
• Employee incurs small copay.
• Health care choices significantly limited.
Major HMOs…
18. Voluntary Benefits:
Preferred Provider Organizations (PPOs):
• Member health care providers agree to provide services
at a fixed fee.
• Employees are encouraged by lower rates to use member
or “preferred” providers.
• Combine best of HMOs and traditional insurance.
Point-of-Service Plans (POS):
• Require primary care physicians.
• Employee can go out of network, but pays up front and
seeks reimbursement herself.
19. Voluntary Benefits:
Consumer-driven Health Plans:
• High deductible.
• Health savings account.
• Support services help employees make decisions.
Employer-operated Coverage:
• Employers self-fund insurance programs.
• Operated under a Voluntary Employees Beneficiary Association
(VEBA) to reduce costs.
• Often hire third party to administer.
20. (COBRA)
after an employee leaves a job
Voluntary Benefits:
Health Insurance Continuation:
• The Consolidated Omnibus Budget Reconciliation Act
• Provides for continuation of benefits for up to three years
• Cost is paid by the employee.
The HIPAA Requirement:
•The health insurance portability and accountability act of 1996.
•Imposed on employers and health providers regulations regarding the
confidentiality of employee health information.
21. Retirement Benefits:
Employee Retirement Income Security Act (ERISA) of
1974:
• Vesting rights – right to pension benefits even if
one leaves the company.
• Enables pension rights to be portable.
• Sets up Pension Benefit Guaranty Corporation (PBGC).
• Claims corporate assets to cover inadequately funded
pension plans.
• Requires Summary Plan Description (SPD).
22. Retirement Benefits:
Defined Benefit Plans:
• Plan specifies the dollar benefit workers receive
at retirement.
• Usually based on some formula of years of
service and average final compensation.
• Used more in government and unionized
industries.
23. Retirement Benefits:
Defined Contribution Plans:
• Employee and employer may contribute to account
based on rules established for contributions.
• Amount of benefits depends on success of account
Investments.
money purchase profit-sharing
pension plans plans
IRAs 401Ks
24. Retirement Benefits (Defined Contribution Plans):
Money Purchase Pension Plan
Ø type of defined contribution plan
Ø organization commits to depositing fixed
amount of money or percentage of
employee’s pay annually
Profit-Sharing Plans
Ø variation of defined contribution plan
Ø company amount contributed depends on
profit level in the organization
Ø contribution is optional, not required
25. Retirement Benefits (Defined Contribution Plans):
Individual Retirement Accounts (IRAs)
1. employer makes contributions
2. can defer taxes on amount deposited and
interest earned in retirement account
3. two types exist for small businesses and self-
employed
401(k)s:
1. permit workers to set aside specified amount
of income on tax-deferred basis
2. employers may match employee contribution
26. Paid Time Off:
Vacation and Holiday Leave:
• Vacation time is usually related to the
length of time on the job.
• Some companies also allow personal days
that can be used for any reason.
27. Paid Time Off:
Disability Insurance Programs:
• Provides salary continuation for:
• short-term disabilities (sick leave).
• long-term disabilities (coverage usually effective after 6
months).
• Some companies provide financial incentives to employees to
not use their sick leave.
• Long-term disability plans usually replace a portion of the
employee’s salary, often 60%.
28. Survivor Benefits:
Group Term Life Insurance:
• Benefit is usually based on one’s annual rate of pay.
• Supplemental insurance increases coverage to two to
five-times the employee’s salary.
Travel Insurance:
• Life insurance for business travel-related deaths
(not including normal commuting).
29. Survivor Benefits:
The Service Side of Benefits:
1. employee assistance programs
2. credit unions
3. housing
4. tuition reimbursement
5. uniforms
6. company-paid transportation
7. social and recreational events
8. parking
• Employers often can provide services at no cost or
at a significant reduction from the usual cost.
30. An Integrative Perspective on Employee Benefits
These programs allow employees to choose which benefits they want and help to keep costs
down.
Flexible Benefits:
31. An Integrative Perspective on Employee Benefits:
Flexible Spending Accounts:
• Under Section 125 of the Internal Revenue Code
employees can set aside a designated dollar amount
before taxes for specified services such as:
1. Health-care premiums.
2. Medical expenses.
3. Dpendent child or elder care.
4. Group legal services.
• IRS requires that accounts for different purposes be
separate and that all money be spent during the year or
forfeited.
• Not subject to federal, state, and social security taxes.
32. An Integrative Perspective on Employee Benefits:
Modular Plans:
• Employees choose a pre-designed package of
benefits from several options.
Core-Plus Options Plans:
• Employees given core coverage (e.g. medical, life,
disability) with option to select other benefits.