Sage Employee Benefits offers small and medium businesses a package of products and services to provide benefits to employees beyond salary. This includes protection benefits like accident insurance and hospital cash plans, tax savings options for bikes and childcare, and discounts on shopping, leisure activities, gyms and counseling services. The benefits program is designed to increase employee happiness, engagement, and productivity to help businesses attract and retain talent.
This document discusses various types of benefits and services that companies provide to employees. It covers indirect financial payments like paid time off, insurance benefits, retirement benefits, and services. Specific benefits mentioned include sick leave, health insurance, pensions, childcare, flextime, telecommuting, and more. It also addresses issues around developing a benefits plan such as costs, eligibility, communication. The benefits discussed aim to attract, retain and reward employees while controlling costs for the company.
Automating Employee Benefits Administration and ManagementNet at Work
The document summarizes a webinar about using Sage HRMS tools to automate benefits management. It discusses trends in employee benefits, challenges with manual benefits administration, and how Sage HRMS solutions like benefits enrollment and benefits messenger can streamline the entire benefits administration process from setup to ongoing maintenance and reporting. The webinar aims to demonstrate how HR departments can save time and costs by leveraging Sage HRMS benefits automation capabilities.
Desighning employee benefits and servicesamsalu123
When an organization design overall its compensation program, a critical areas of concern is what benefits to provide. Today’s workers expect more than just an hourly wage or a salary; they want additional considerations that will enrich their lives. These considerations in and employment setting are called employee benefits.
This document discusses employee benefits and services. It defines benefits and services as non-cash payments to employees that enable a better lifestyle and work-life balance. It outlines the strategic importance of benefits and services in areas like productivity, recruiting/retaining talent, and achieving business objectives. It then categorizes benefits and services as mandatory programs required by law or voluntary programs offered by employers. Specific benefits like healthcare, retirement plans, leave policies are discussed. Administrative and current issues concerning benefits and services are also summarized.
current trends in compensation & benefitsDeepak Singh
This document discusses current trends in compensation and benefits. It outlines that compensation includes both monetary and non-monetary value provided to employees in exchange for work. Compensation consists of base pay, bonuses, long-term incentives, perks, insurance, leaves, retirement programs and more. Benefits like employee stock ownership plans, flexible benefits, and cafeteria plans allow customization based on employee needs and preferences. Different organizations offer various compensation and benefits such as healthcare, parental leave, flexible hours, on-site services and discounts to attract and retain talent.
The document discusses the process of designing and planning benefit programs. It outlines the key steps as determining goals and objectives, assessing and selecting benefits, designing the benefits package, and monitoring the plan. It provides details on selecting benefits such as assessing legal requirements, competition, employee needs, and costs. Flexible benefit plans that allow employees to choose options are also covered. The document discusses ways to reduce costs such as cost sharing, changing health plans, adjusting time off policies, and outsourcing benefits administration. Overall monitoring of benefits and responsiveness to changing needs is emphasized.
Employee benefits and services (Philippines)geomarbalajo
This is a brief summary report of the Philippine Employee benefits and services, under the Labor Code of the Philippines. This report excludes the monetary type of compensation, thus, it only focuses on Indirect type of compensation which are the benefits and services of different entities.
Companies are implementing work and family programs as part of totally integrated employee benefit systems to help employees balance work and family responsibilities. These programs include childcare, eldercare, flexible work schedules, and employee assistance programs. Such family-friendly benefits can help increase employee productivity and retention while reducing absenteeism. They also help organizations remain competitive and attract talented workers. Examples of totally integrated benefits include flextime, job sharing, telecommuting, family leave, health insurance, tuition reimbursement, and prioritizing job security.
This document discusses various types of benefits and services that companies provide to employees. It covers indirect financial payments like paid time off, insurance benefits, retirement benefits, and services. Specific benefits mentioned include sick leave, health insurance, pensions, childcare, flextime, telecommuting, and more. It also addresses issues around developing a benefits plan such as costs, eligibility, communication. The benefits discussed aim to attract, retain and reward employees while controlling costs for the company.
Automating Employee Benefits Administration and ManagementNet at Work
The document summarizes a webinar about using Sage HRMS tools to automate benefits management. It discusses trends in employee benefits, challenges with manual benefits administration, and how Sage HRMS solutions like benefits enrollment and benefits messenger can streamline the entire benefits administration process from setup to ongoing maintenance and reporting. The webinar aims to demonstrate how HR departments can save time and costs by leveraging Sage HRMS benefits automation capabilities.
Desighning employee benefits and servicesamsalu123
When an organization design overall its compensation program, a critical areas of concern is what benefits to provide. Today’s workers expect more than just an hourly wage or a salary; they want additional considerations that will enrich their lives. These considerations in and employment setting are called employee benefits.
This document discusses employee benefits and services. It defines benefits and services as non-cash payments to employees that enable a better lifestyle and work-life balance. It outlines the strategic importance of benefits and services in areas like productivity, recruiting/retaining talent, and achieving business objectives. It then categorizes benefits and services as mandatory programs required by law or voluntary programs offered by employers. Specific benefits like healthcare, retirement plans, leave policies are discussed. Administrative and current issues concerning benefits and services are also summarized.
current trends in compensation & benefitsDeepak Singh
This document discusses current trends in compensation and benefits. It outlines that compensation includes both monetary and non-monetary value provided to employees in exchange for work. Compensation consists of base pay, bonuses, long-term incentives, perks, insurance, leaves, retirement programs and more. Benefits like employee stock ownership plans, flexible benefits, and cafeteria plans allow customization based on employee needs and preferences. Different organizations offer various compensation and benefits such as healthcare, parental leave, flexible hours, on-site services and discounts to attract and retain talent.
The document discusses the process of designing and planning benefit programs. It outlines the key steps as determining goals and objectives, assessing and selecting benefits, designing the benefits package, and monitoring the plan. It provides details on selecting benefits such as assessing legal requirements, competition, employee needs, and costs. Flexible benefit plans that allow employees to choose options are also covered. The document discusses ways to reduce costs such as cost sharing, changing health plans, adjusting time off policies, and outsourcing benefits administration. Overall monitoring of benefits and responsiveness to changing needs is emphasized.
Employee benefits and services (Philippines)geomarbalajo
This is a brief summary report of the Philippine Employee benefits and services, under the Labor Code of the Philippines. This report excludes the monetary type of compensation, thus, it only focuses on Indirect type of compensation which are the benefits and services of different entities.
Companies are implementing work and family programs as part of totally integrated employee benefit systems to help employees balance work and family responsibilities. These programs include childcare, eldercare, flexible work schedules, and employee assistance programs. Such family-friendly benefits can help increase employee productivity and retention while reducing absenteeism. They also help organizations remain competitive and attract talented workers. Examples of totally integrated benefits include flextime, job sharing, telecommuting, family leave, health insurance, tuition reimbursement, and prioritizing job security.
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
This document discusses employee benefit plans and strategies for their design and administration. It covers classifying benefits into security/health, time off, and services. Specific benefits are listed in each category. The document also discusses gaining control over healthcare costs, cafeteria/flexible benefit plans, communicating benefits to employees, and calculating the value of benefits programs.
Fringe benefits are extra benefits provided to employees other than their usual salary compensation. They are intended to retain employees at an organization long-term. Common fringe benefits include pension plans, sick pay, medical benefits, maternity leave/pay, holidays, company cars, housing assistance, recreational facilities, and educational programs. Fringe benefits have become more prevalent due to factors like rising living costs, competition for employees, and labor laws requiring benefits like social security. They can be mandatory or voluntary and influence organizations' ability to attract and retain talent.
Presenting this set of slides with name - Compensation Package Powerpoint Presentation Slides. We bring to you to the point topic specific slides with apt research and understanding. Putting forth our PPT deck comprises of thirtynine slides. Our tailor made Compensation Package Powerpoint Presentation Slides editable presentation deck assists planners to segment and expound the topic with brevity. The advantageous slides on Compensation Package Powerpoint Presentation Slides is braced with multiple charts and graphs, overviews, analysis templates agenda slides etc. to help boost important aspects of your presentation. Highlight all sorts of related usable templates for important considerations. Our deck finds applicability amongst all kinds of professionals, managers, individuals, temporary permanent teams involved in any company organization from any field
Employees benefits can include paid leave, insurance, retirement plans and flexible hours. Companies offer benefits to comply with laws, save on taxes, attract top talent and increase productivity. While benefits are costly, they help recruitment and retention. The Affordable Care Act requires employers with 50+ employees to offer health insurance or pay penalties. Both benefits and costs must be considered to design a sustainable package.
Benefits, nonfinancial rewards, and other compensationEmran Habeeb
This document discusses various types of benefits and non-financial compensation provided by employers. It begins by distinguishing between legally required benefits such as social security, unemployment compensation, workers' compensation, and family medical leave. It then covers voluntary benefits such as health care, retirement plans, disability protection and other perks. Finally, it discusses how employers are increasingly offering customized benefit plans that allow employees to choose the compensation that best fits their needs.
This document defines and provides examples of fringe benefits, which are non-wage compensation provided to employees in addition to their normal salary. Fringe benefits can include healthcare, retirement benefits, housing allowances, cheap loans, and private vehicle usage. They are considered taxable income in many countries. Fringe benefits are advantageous for both employers and employees - employers can attract and retain talent while employees gain security. However, fringe benefits also incur tax and administrative costs. The document outlines specific fringe benefits that are taxed in countries like India, the UK, US, and Australia.
Compensation and Benefits Strategies Recommendations - Week 3 - Team A Final ...Mitchell Jaques
The document provides recommendations for Bollman Hotels' employee compensation and benefits strategy as they expand to India. It analyzes pay and compensation, health care and wellness benefits, and competitive extras. For pay, it recommends matching 401k contributions based on employee longevity. For health care, it proposes high and low coverage medical plans. It also identifies standard and unique benefits offered by top hotel chains that Bollman Hotels could consider to attract talent and stand out, such as job shadowing opportunities. The conclusion emphasizes selecting a tailored package of benefits that serve the company's employees.
Adressing the topic of Flexible Benefis from it\'s definition to emergind trends that will affect compensation in the workplace
-Presented at the HRPA of Peel Compensation Dinner on 21st January 2009.
The document discusses compensation, employee payroll, and incentive management. It defines compensation as monetary and non-monetary benefits provided to employees in return for their services. Direct compensation includes salaries, bonuses, and allowances, while indirect compensation refers to non-monetary benefits like leave policies, insurance, and retirement benefits. Payroll management involves administering employee salaries, wages, deductions, and taxes. Incentive programs are used to motivate employees and maintain internal pay equity.
This presentation provides an overview of employee benefits. It defines employee benefits as additional compensation beyond wages that employees receive from their employer. The document then categorizes and describes common types of benefits, including those required by law, voluntary health insurance plans, retirement benefits, time-off benefits, survivor benefits, and flexible benefit plans. It also discusses the typical costs of benefits for employers, highlighting how costs have increased annually, and outlines advantages like employee retention and disadvantages like increased legal and administrative fees.
This document provides an overview of compensation and its key dimensions. It discusses how compensation refers to all forms of pay employees receive in exchange for their contributions. It then outlines the eight main dimensions that make up a total compensation package, including pay for work/performance, time not worked, income continuation if losing one's job, disability, deferred income, spouse/family continuation, health/accident protection, and income equivalent payments. The document also discusses objectives of compensation management and how pay structures are determined.
There are several basic forms of compensation including base pay, variable pay, and benefits. Base pay includes wages and salaries, while variable pay is linked to performance and can include bonuses, stock options, and commissions. Benefits make up 30-40% of total payroll costs and include health insurance, paid time off, and retirement pensions. Employers are increasingly giving employees flexibility to customize their total compensation package to meet individual needs and control costs.
The document discusses employee compensation and benefits. It covers types of compensation including base pay, wages, salary, and variable pay. It also discusses different types of benefits programs including health insurance, paid time off, family leave, and retirement plans. The goal of compensation and benefits programs is to attract, retain, and motivate employees while complying with laws and being cost effective for the organization.
This document discusses compensation and benefits programs. It begins by introducing the importance of having attractive compensation and benefits to motivate employees and reduce turnover. It then defines key terms like compensation, benefits, and compensation management. It outlines the goals of compensation management programs and different compensation theories. The document also discusses factors that affect salary ranges, the importance of developing a compensation administration program (CAP), and the steps to develop a CAP. Finally, it discusses some common issues in compensation management.
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.
This presentation about Sri Lanka accounting standards 19, employee benefits. most of the areas are discuss on this. objectives,short term,post,long term, termination. employee benifits.
Supplementary compensation - compensation management - Manu Melwin Joymanumelwin
Now days the organizations use supplementary compensation over and above the base compensation. It helps in satisfying the employees as well as retaining them for long time.
The document discusses employee benefits and services. It provides definitions and examples of benefits like paid time off, health insurance, retirement plans. It explains that benefits are used to attract, retain, and motivate employees. The document also covers factors that influence benefit decisions, common types of benefits, and some potential issues with benefits programs.
The document discusses various types of perquisites and fringe benefits provided to employees in addition to their salaries. It defines perquisites as discretionary benefits given to senior employees and management. Some examples of perquisites mentioned include housing, vehicles, utilities, education, and stock options. Fringe benefits refer to various extra benefits provided to employees and include things like insurance, medical care, leave, and legal requirements under labor laws. The benefits are provided to motivate employees, improve welfare, and create better industrial relations.
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
This document discusses employee benefit plans and strategies for their design and administration. It covers classifying benefits into security/health, time off, and services. Specific benefits are listed in each category. The document also discusses gaining control over healthcare costs, cafeteria/flexible benefit plans, communicating benefits to employees, and calculating the value of benefits programs.
Fringe benefits are extra benefits provided to employees other than their usual salary compensation. They are intended to retain employees at an organization long-term. Common fringe benefits include pension plans, sick pay, medical benefits, maternity leave/pay, holidays, company cars, housing assistance, recreational facilities, and educational programs. Fringe benefits have become more prevalent due to factors like rising living costs, competition for employees, and labor laws requiring benefits like social security. They can be mandatory or voluntary and influence organizations' ability to attract and retain talent.
Presenting this set of slides with name - Compensation Package Powerpoint Presentation Slides. We bring to you to the point topic specific slides with apt research and understanding. Putting forth our PPT deck comprises of thirtynine slides. Our tailor made Compensation Package Powerpoint Presentation Slides editable presentation deck assists planners to segment and expound the topic with brevity. The advantageous slides on Compensation Package Powerpoint Presentation Slides is braced with multiple charts and graphs, overviews, analysis templates agenda slides etc. to help boost important aspects of your presentation. Highlight all sorts of related usable templates for important considerations. Our deck finds applicability amongst all kinds of professionals, managers, individuals, temporary permanent teams involved in any company organization from any field
Employees benefits can include paid leave, insurance, retirement plans and flexible hours. Companies offer benefits to comply with laws, save on taxes, attract top talent and increase productivity. While benefits are costly, they help recruitment and retention. The Affordable Care Act requires employers with 50+ employees to offer health insurance or pay penalties. Both benefits and costs must be considered to design a sustainable package.
Benefits, nonfinancial rewards, and other compensationEmran Habeeb
This document discusses various types of benefits and non-financial compensation provided by employers. It begins by distinguishing between legally required benefits such as social security, unemployment compensation, workers' compensation, and family medical leave. It then covers voluntary benefits such as health care, retirement plans, disability protection and other perks. Finally, it discusses how employers are increasingly offering customized benefit plans that allow employees to choose the compensation that best fits their needs.
This document defines and provides examples of fringe benefits, which are non-wage compensation provided to employees in addition to their normal salary. Fringe benefits can include healthcare, retirement benefits, housing allowances, cheap loans, and private vehicle usage. They are considered taxable income in many countries. Fringe benefits are advantageous for both employers and employees - employers can attract and retain talent while employees gain security. However, fringe benefits also incur tax and administrative costs. The document outlines specific fringe benefits that are taxed in countries like India, the UK, US, and Australia.
Compensation and Benefits Strategies Recommendations - Week 3 - Team A Final ...Mitchell Jaques
The document provides recommendations for Bollman Hotels' employee compensation and benefits strategy as they expand to India. It analyzes pay and compensation, health care and wellness benefits, and competitive extras. For pay, it recommends matching 401k contributions based on employee longevity. For health care, it proposes high and low coverage medical plans. It also identifies standard and unique benefits offered by top hotel chains that Bollman Hotels could consider to attract talent and stand out, such as job shadowing opportunities. The conclusion emphasizes selecting a tailored package of benefits that serve the company's employees.
Adressing the topic of Flexible Benefis from it\'s definition to emergind trends that will affect compensation in the workplace
-Presented at the HRPA of Peel Compensation Dinner on 21st January 2009.
The document discusses compensation, employee payroll, and incentive management. It defines compensation as monetary and non-monetary benefits provided to employees in return for their services. Direct compensation includes salaries, bonuses, and allowances, while indirect compensation refers to non-monetary benefits like leave policies, insurance, and retirement benefits. Payroll management involves administering employee salaries, wages, deductions, and taxes. Incentive programs are used to motivate employees and maintain internal pay equity.
This presentation provides an overview of employee benefits. It defines employee benefits as additional compensation beyond wages that employees receive from their employer. The document then categorizes and describes common types of benefits, including those required by law, voluntary health insurance plans, retirement benefits, time-off benefits, survivor benefits, and flexible benefit plans. It also discusses the typical costs of benefits for employers, highlighting how costs have increased annually, and outlines advantages like employee retention and disadvantages like increased legal and administrative fees.
This document provides an overview of compensation and its key dimensions. It discusses how compensation refers to all forms of pay employees receive in exchange for their contributions. It then outlines the eight main dimensions that make up a total compensation package, including pay for work/performance, time not worked, income continuation if losing one's job, disability, deferred income, spouse/family continuation, health/accident protection, and income equivalent payments. The document also discusses objectives of compensation management and how pay structures are determined.
There are several basic forms of compensation including base pay, variable pay, and benefits. Base pay includes wages and salaries, while variable pay is linked to performance and can include bonuses, stock options, and commissions. Benefits make up 30-40% of total payroll costs and include health insurance, paid time off, and retirement pensions. Employers are increasingly giving employees flexibility to customize their total compensation package to meet individual needs and control costs.
The document discusses employee compensation and benefits. It covers types of compensation including base pay, wages, salary, and variable pay. It also discusses different types of benefits programs including health insurance, paid time off, family leave, and retirement plans. The goal of compensation and benefits programs is to attract, retain, and motivate employees while complying with laws and being cost effective for the organization.
This document discusses compensation and benefits programs. It begins by introducing the importance of having attractive compensation and benefits to motivate employees and reduce turnover. It then defines key terms like compensation, benefits, and compensation management. It outlines the goals of compensation management programs and different compensation theories. The document also discusses factors that affect salary ranges, the importance of developing a compensation administration program (CAP), and the steps to develop a CAP. Finally, it discusses some common issues in compensation management.
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.
This presentation about Sri Lanka accounting standards 19, employee benefits. most of the areas are discuss on this. objectives,short term,post,long term, termination. employee benifits.
Supplementary compensation - compensation management - Manu Melwin Joymanumelwin
Now days the organizations use supplementary compensation over and above the base compensation. It helps in satisfying the employees as well as retaining them for long time.
The document discusses employee benefits and services. It provides definitions and examples of benefits like paid time off, health insurance, retirement plans. It explains that benefits are used to attract, retain, and motivate employees. The document also covers factors that influence benefit decisions, common types of benefits, and some potential issues with benefits programs.
The document discusses various types of perquisites and fringe benefits provided to employees in addition to their salaries. It defines perquisites as discretionary benefits given to senior employees and management. Some examples of perquisites mentioned include housing, vehicles, utilities, education, and stock options. Fringe benefits refer to various extra benefits provided to employees and include things like insurance, medical care, leave, and legal requirements under labor laws. The benefits are provided to motivate employees, improve welfare, and create better industrial relations.
The document summarizes the results of a 2010 global employee benefits survey. Key findings include: 1) The survey represented over 10,000 globally mobile employees and 150,000 total employees worldwide; 2) Despite economic downturn, there was limited evidence of reduced benefits or shifting costs to employees, though health care subsidies declined slightly; 3) Medical costs increased 5.3% on average but varied significantly between plans. The survey also found increased communication with international employees and evolving issues around benefits for retirees, third country nationals, and local employees as social systems face pressures.
This document defines and discusses fringe benefits provided to employees. It notes that fringe benefits are non-monetary benefits given to employees in addition to their salary, such as a company car or health insurance. The document outlines several examples of fringe benefits and discusses the objectives, needs, importance, principles, types, advantages, and disadvantages of providing fringe benefits to employees.
This document discusses compensation and its objectives. It defines compensation as the remuneration received by employees in return for their contributions. Compensation consists of both monetary benefits like salary as well as non-monetary benefits like perks and time off. The objectives of compensation include rewarding performance, attracting and retaining talent, aligning employee performance with organizational goals, and communicating an employee's worth. The document also outlines factors that affect salaries and wages as well as different types of compensation like direct, indirect, and non-financial compensation.
Legislation, unions, and workforce changes have expanded employee benefit offerings over time. Benefits now include legally required programs like Social Security, unemployment insurance, workers' compensation, and FMLA, as well as voluntary benefits chosen by employers like health insurance, retirement plans, time off, and life insurance. Benefits make up about 30% of payroll costs and are important for attracting and retaining employees when wage increases are not possible. Flexible benefit plans allow employees choice in selecting benefits that fit their needs.
Wonokoyo Group is an integrated poultry farming company located in Surabaya, Indonesia that was founded by Mr. Joyo Kusumo and now employs 3,400 people from diverse cultures and backgrounds. The company aims to be the market leader in advanced poultry and agriculture through its vision of continuous quality, productivity, and customer satisfaction improvements while benefiting employees, suppliers, and shareholders. Wonokoyo emphasizes building a strong organizational culture based on honesty, discipline, responsibility, and teamwork to overcome cultural clashes and move the company forward.
The document summarizes the findings of JobsDB's 2009 compensation and benefits survey of 107 Malaysian companies. It reports that 38.9% of employees' salaries are expected to freeze in 2009, while 6.3% may increase up to 7%. By sector, medical/pharmaceutical employees may see the highest increase of 12.5%, while human resources and administration employees may see the highest increase of 5.7% across all job functions. The administration manager role saw the highest predicted average increase of 10.4%.
This webinar will provide an in-depth look at the benefits of outsourcing HR to a Professional Employer Organization (PEO). John W. Allen, President and COO of G&A Partners, will discuss how small and mid-size businesses can take advantage of outsourcing their human resources and administrative functions. He will also answer some common questions in regards to PEOs and their services.
This webinar will explore:
What kinds of companies are outsourcing their HR?
What types of organizations should be outsourcing their HR?
Why are they outsourcing?
What HR or administrative functions are they outsourcing?
How & when are they outsourcing?
To whom are they outsourcing?
The webinar will conclude with a Q&A session between John W. Allen and webinar participants.
This webinar was posted on October 20, 2011 and presented by President and COO John W.Allen.
Wake Up Now Review Compensation Plan Presentation Details - Financial Prospe...Jah Kafele
Wake Up Now Review Compensation Plan Presentation Details - Financial Prosperity 101 presentation designed by Jah Kafele, Wake Up Now And Get Money Team (GMT) leader.
Jah Kafele, 20 Yr Home Business Professional
614.257.1773
csiwealth@gmail.com
http://theycallmejah.com/wake-now-review-compensation-plan-products/
www.FP101.info/?sldsh
#wakeupnow
#wunlife
#wun
#financialprosperity101
This document summarizes a webinar on building a global benefits strategy. It discusses establishing global governance over benefits, improving employee engagement, and upgrading benefits infrastructure. Regarding governance, it notes challenges like lack of centralized spend reporting and process visibility. For engagement, it stresses the need to understand employee and business perceptions of benefits. And on infrastructure, it asks whether companies can quantify administrative burdens and integrate benefits into expanding global HR systems. The goal is to move from fragmented local benefits to a coordinated global strategy.
The diversity training program for InsuraLife's sales division costs $110,610 initially but is expected to provide annual benefits of $106,250 from increased productivity and reduced legal costs. Over the 4 year period, the program has a positive net present value of $45,487 and benefit-cost ratio of 1.41, indicating the benefits outweigh the costs. The internal rate of return is 34%, higher than the company's cost of capital of 15%, suggesting the program should be approved.
The document discusses technology modules and tools offered by Plug and Play HR to help clients administer employee benefit plans and communicate benefit information to employees. The modules include communications tools, compliance resources, enrollment systems, customized websites for employees and administrators, total compensation statements, and secure portals. The goal is to provide full enrollment solutions and seamless integration with carriers and payroll for employers of all sizes.
This document outlines key concepts for employee engagement from A to Z. It emphasizes that engagement begins with acceptance of all employees and ensuring everyone benefits. Strong leadership is needed to connect all parts of the organization and sustain engagement over time. Engagement provides energy that drives great performance when employees' work flows like water. It is important for managers to view employees as human beings and unlock their potential through meaningful work. Ultimately, engagement creates results when the focus is on purpose, understanding others, and a shared sense of "we" over "me".
The document outlines a proposed human resources strategy for a company. It discusses developing goals and policies to improve employee performance, training, recruitment, motivation and evaluation. The strategy aims to support business objectives by raising efficiency standards, developing employee skills and increasing revenue through an integrated HR plan.
7 Practical Solutions to Power Employee EngagementJobvite
Companies with engaged workforces vastly outperform those without, but only 32 percent of US employees are engaged—despite how many studies prove its importance. What prevents us from engaging employees, and are there practical solutions to improve engagement?
Join BambooHR and Jobvite as they deconstruct what an engaged team looks like, how to build one, and how to sustain one.
Employee Engagement - Definition and BenefitsIdeaGlow
Having engaged employees is perhaps the ultimate secret to a successful organization. In fact, in the past decade, most organizations have moved from focusing on employee satisfaction to focusing on employee engagement.
As a result, increasing employee engagement is one of the top priorities for most HR organizations.
So, what is employee engagement? And what are the benefits of having engaged employees?
Click through this presentation for more information!
The presentation comprised the strategy to improve employee performances through compensation and benefit. The presentation also includes case study of FMCG industry.
The document discusses the roles and responsibilities of the human resources department in a hotel. The HR department helps with recruitment, selection, orientation, training, performance evaluations, compensation, and legal compliance. It oversees policies and programs related to employee safety, development, and maintaining a diverse and high-quality workforce.
This chapter discusses employee benefits and their management. It covers the growth in benefits costs due to laws and taxes. Common benefit programs in the US include social insurance, private group insurance, retirement plans, and family-friendly policies. The chapter also examines strategies for controlling benefits costs, such as healthcare plans, wellness programs, and regulatory compliance. Effective communication with employees about benefits is also discussed.
This document summarizes the services of Punter Southall Health & Protection (PSHP), a company that partners with professional advisors to help their clients access health and wellbeing benefits. PSHP helps advisors expand their offerings to include these benefits, which enhances client services and drives revenue. PSHP takes on the complexity of benefits for advisors, reviewing client needs to find suitable and cost-effective solutions. Testimonials provided praise PSHP's expertise, responsiveness, and high conversion rates on referrals.
ViiSana offers life and health insurance that encourages employees to lead healthier lifestyles through rewards and benefits. They believe a healthy workforce is happier, more productive, and beneficial for businesses. ViiSana's solution provides protection, rewards employees for healthy habits, and helps businesses develop a culture of health and wellbeing.
The SME Work-Life Program allows you to enjoy the business benefits of supporting and developing family friendly work practices.
The programs objective is to support and seamlessly transition people between their work life and home life.
Benefits for your business include;
- Employee Attraction & Retention
- Enhancing your standing as an employer of choice
- Engagement and Productivity
- Provide ongoing education and support to maximise work-life integration
- Reducing Absenteeism
- Flexibility and support that provides a lower work-life conflict
- Promoting diversity
- Promoting a corporate culture which embraces diversity and inclusiveness creating a sense of community support
- Supporting the Workplace Gender Equality Act (2012)
Google provides comprehensive benefits to employees that go beyond traditional benefits. They aim to remove barriers for employees to focus on their work and personal lives. Benefits include paid time off like 15+ vacation days annually, insurance benefits such as health insurance and death benefits, and personal services like legal advice, tuition reimbursement, and commuting buses. The goal is to care for the whole employee, physically, emotionally, financially, and socially, and to support employees and their families at all life stages.
The document describes various benefits available to employees of the company iris. It includes health insurance with Bupa Healthcare, dental and eye care coverage, onsite gym access for a low fee, various sports and fitness activities subsidized by the company, discount cards for dining and local attractions, maternity and paternity benefits like paid leave, childcare support through a voucher program, career development resources, generous holiday allowances including a sabbatical option, financial advising services, and a pension scheme. The document encourages the reader to take advantage of the "free stuff" and benefits they are entitled to as part of the iris "family."
This document describes various benefits available to employees of the iris organization, including healthcare coverage, dental and eye care, gym access, sports activities, discounts on dining and entertainment, and support for parenting responsibilities such as childcare and parental leave. The benefits are presented as ways for employees to claim perks and free or discounted items.
Simplyhealth is a UK-based healthcare company that provides health plans including private medical insurance, dental plans, health cash plans, and self-funded health plans to over 20,000 businesses. It has been operating for 140 years under various names and now covers nearly 4 million people. Simplyhealth prides itself on providing world-class customer service and tailoring plans to suit each business client's needs and budget.
Orchard Healthcare provides health cash plans that reimburse employees for everyday healthcare costs like dental, optical, and physiotherapy treatments. As the UK workforce ages and labor shortages emerge, employee health and wellbeing is becoming a higher priority for employers. Orchard Healthcare's non-profit health cash plans offer a cost-effective way to improve employee benefits. The plans provide 50% reimbursement for common medical treatments up to annual maximums. Orchard Healthcare handles all claims processing for participating employers and employees.
This document provides an overview and presentation by Another Outstanding Solution (AOS) on helping employees retire with certainty. It summarizes AOS's services including actuarially calculating retirement targets for employees and guaranteeing retirement outcomes. It outlines key benefits like inspiring employee loyalty and lowering costs. It also describes AOS's experience and three packaged service levels from basic brokerage to a more advanced personalized financial planning approach. The presentation concludes by asking the audience if AOS is the right solution provider and outlines next steps to review current arrangements and potentially implement an AOS solution.
The document is a benefits booklet for employees of the Town of Davie. It provides summaries of the town's benefit plans and contact information in 3 pages and 16 sections. Benefit plans include medical insurance through United Healthcare, dental and vision coverage through Humana, life and disability insurance, and voluntary supplemental plans. It announces changes for 2016 like a $500 rollover limit for flexible spending accounts and plan design changes to UNUM disability insurance.
The Inspired Rewards platform provides employees with savings on gift cards, e-codes, and deals from various retailers. It offers discounts on items like food, clothing, entertainment, and more. Employers can use the platform to support employees financially and increase retention. The platform is customizable and has features like limited edition promotions and reloadable gift cards. It provides a simple way for employees to access everyday savings.
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.
The document discusses establishing a partnership between an external expertise firm and clients' organizations to provide health and wellness benefits. It notes that the partnership can enhance clients' propositions, help retain existing clients and recruit new ones, establish an additional revenue stream, and avoid in-house costs and risks. The partnership process involves an initial discussion, agreeing on coverage areas, signing an agreement, client referrals, policy issuance, and commission payments with reports. Joint promotion opportunities include proactive client outreach, web content links, and various marketing activities. Proven success factors include proactivity, formalizing the proposition, and reassurance through client endorsements.
This document summarizes the benefits of voluntary benefits and telemedicine programs that can be offered by employers to employees. It states that voluntary benefits can help fill coverage gaps, protect income from illness/injury, and avoid debt. Popular voluntary benefits include accident, critical illness, hospital, and life insurance. Telemedicine offers convenient access to doctors by video/phone for non-emergency care with no copays. These voluntary programs are fully employee-funded and provide value to employees while requiring no direct costs for employers.
Our company provides voluntary benefits to help employees cover unexpected medical costs. Voluntary benefits can protect employees' savings and retirement from expenses like accidents and illnesses. They are affordable options to fill coverage gaps, are owned by the employee, and have no direct cost to employers. We help set up payroll deductions and educate employees on options like accident, critical illness and life insurance.
This document summarizes information about Paycare, a UK-based not-for-profit health insurance provider founded in 1874. It provides concise overviews of Paycare's mission to help individuals maintain good physical and mental health, its history and charitable donations, the types of health plans it offers for individuals and employers, and some of its key statistics like high customer satisfaction and claims processing rates. The document is intended to introduce potential customers to Paycare's services and values.
The Retirement Plan Healthcare Investment is a disease prevention healthcare investment with our partner direct sales company - Royale Business Club - for the working class who want to retire gracefully, healthily and wealthily.
The RPHI is systematically design as a health diagnosis and diseases prevention program for the working class while providing an insurance platform for emergency medical costs.
Ardina is a healthcare membership plan that provides 24/7 access to digital healthcare services and discounts on out-of-pocket medical expenses to save members time and money. It aims to simplify the healthcare process for the digital generation by bringing choices online and improving how patients interact with providers. Members get unlimited free telehealth consultations via video or phone as well as discounts on expenses like dental cleanings, eye exams, and prescriptions. Ardina offers two membership plans - Select and Premium - that provide different tiers of benefits including telehealth, discounts, and access to medical professionals online or by phone for advice.
Corporate Benefits Brochure October 2014 emailDermot Monaghan
The document discusses Corporate Benefit Solutions provided by Infinity Corporate Benefits Ltd. It summarizes their services including group health insurance, life insurance, pension plans, and travel insurance. It states that Infinity receives compensation directly from product providers, does not charge fees for initial consultations, and only charges clients with prior approval. It also notes that Infinity has a global network of partner providers and is registered in the Republic of Seychelles.
MA238 Kent Healthy Business Award poster and factsheet single pages NO BLEEDPaul Kirrage
The Kent Healthy Business Award is a fully funded program that helps businesses improve employee health, wellbeing, and performance. It provides tools and support to assess existing wellness programs, create new initiatives, and work towards one of three levels of accreditation. Signing up gives businesses expertise in wellbeing, opportunities to boost productivity and engagement, and a chance at national recognition by completing the program. Employees benefit from initiatives focused on physical and mental health, a better work environment, and advice on healthy behaviors.
2. Sage Employee Benefits
big
What’s
the
deal?
Every business owner knows that
your people can be your greatest
asset and they have the ability to
see you through to success.
The key to getting the most out of
your people every day is no secret...
you simply have to make them happy.
3. Sage Employee Benefits
Sage Employee Benefits provides
every business, big or small, with a
package of products and services
that offer outstanding benefits, with
something for everyone.
Here at Sage we have over 30 years experience with small and medium
sized businesses, which has given us great insights into how success
and growth can be achieved. It has been proven that a happy and
engaged workforce results in a more successful business, because
the more engaged employees feel, the more they go the extra mile.
It is common practice for large businesses to offer additional benefits
for their staff, but now with Sage Employee Benefits, every business
can provide benefits and opportunities that go beyond salary,
supporting and caring for each of their employees.
4. Sage Employee Benefits
You can define engagement in various ways, but the basic principle is people want to come to work,
understand their jobs and know their work is valued. When your team feels valued they feel more
engaged and that is what really makes the difference. Employee Benefits contribute to rewarding
employees by saying that you care. Offering extra benefits has a similar effect to giving them an extra
pay rise, but it’s not just the monetary factor, it shows you care about them and are investing in them.
It is this increase in reward and recognition of value, that truly ignites an individual’s motivation,
engagement and responsibility, leading to a loyal, happy worker, and increased productivity.
Making employees’
lives easier, makes
them happier at work.
There’s in
positivity
profit
Giving your team the opportunity to get
more from their job can make a measurable
difference to their work ethic and happiness.
5. Sage Employee Benefits
Better for Better for
businesspeople
Increased productivity with happier,
more engaged employees.
• Attract and retain quality talent
• Reduce recruitment and training costs
• Increase your brand reputation and presence
in your market
• Reduce sickness and absenteeism
• Provide the equivalent of a circa 5% pay rise
through daily spend reduction
• If your business carries out staff surveys, you
should see higher overall survey results
• Receive great employee benefits that were once
only available for big companies
• Give peace of mind and reassurance, with insurance
and protection
• Potential savings of over £1,000 every year
on lifestyle spending
• Employee Assistance Service for impartial help and
advice when your employees need it
• Access to bike schemes and childcare vouchers
• Health and wellbeing services to make your
employees feel great
Rewarded, valued and protected.
Be happier at work and worry less.
6. Protecting You
Tax Savings
Shop & Save
Health
& Wellbeing
Employee
Assistance Service
Leisure Savings
Give your employees access
to a unique holiday booking
site where they can save up
to 10% from over 750 travel
brochures.
With access to features on
mental health, nutrition,
exercise and sleep, there is
plenty of information to help
your team reach their potential
both at work and at home.
Give your employees peace of
mind with Accidental Death and
Dismemberment insurance as
well as a Hospital Cash Plan that
covers employees 24/7, 365 days
a year, anywhere in the world.
Save money on groceries,
clothing, home and DIY,
electricals, days out and more.
Great savings on things that
matter and the things that
make everyone happy.
Save your staff over
£1,200** each year through
salary sacrifice options including
childcare vouchers and a cycle
to work scheme.
Access to specialists who are
experienced in dealing with
a range of needs and can be
contacted as many times as
necessary, offering support
and advice.
Sage Employee Benefits
Sage Employee Benefits is a package of products and services that bring
additional benefits to your employees over and above their salary.
Sage Employee Benefits
**Based on a basic rate tax payer saving up to £933 per year on childcare vouchers, up to £320 per year on the cycle to work scheme
7. Sage Employee Benefits
How it
works
• With e-Vouchers it is pretty straight forward. Employees select the amount
they want a voucher for and then save some money on the cost of the
voucher. For example they can select an e-Voucher with a 6% saving; the
value is worth £25 but they only pay £23.50. e-Vouchers are instant, so
your employees can step into the store and save there and then.
• With reloadable cards the process is the same except employees receive
a bigger discount! They select the retailer, select the value, receive the
discount and get spending!
Shopping and Savings
Features
Tax Savings
Cycle to Work
Employees can select a
bike and accessories up
to the value of £1,000.
They will then pay
monthly over 12 months
which is deducted from
their salary before tax.
If your employees get a
bike up to the value of
£1,000, over 12 months
they will save £320.
Childcare Vouchers
Our Childcare Voucher
Scheme can help save
parents up to £933 a year!
These vouchers can be
used with registered
childcare providers for
children aged 0-15 years
including day nurseries,
nannies, au pairs,
crèches, childminders,
out of school clubs and
qualifying childcare
offered by schools.
Children with disabilities
are eligible for vouchers
up until the age of 16.
The only condition is
that their carer(s) will
need to be registered
with or approved by an
appropriate body (such
as Ofsted).
Employees can save money on groceries, clothing, home
and DIY, electricals, days out and more. These savings are
available online and there are a few ways to access discounts,
such as e-vouchers and reloadable gift cards.
• Favourites page, where
employees can select the
benefits they use the most
and access these quickly
• Product spotlights, which
highlights the latest offers
and short term deals
• Information to help you get
the most from your benefits
• Unique online discount travel
booking service
8. Sage Employee Benefits
How it
works
Holidays
Employees can enjoy up to 10% off
published holiday rates with their
benefits programme, when they book
their holiday through any ABTA / ATOL
tour operator.
The travel agents will do everything they
can to find them the best price on their
chosen holiday, and, as they are a fully
licenced and bonded travel agent, their
staff can rest assured that their holiday is
completely protected. Alternatively they
can visit the employee benefits portal to
browse and search on-line.
Cinema
Purchase cinema tickets at up
to 40%* discount on the box
office prices at over 200 cinemas
throughout the UK and Ireland.
With our easy to use portal they
can search for their nearest cinema
by simply entering their postcode,
which also enables them to change
the search radius if visiting friends
and family.
Cinema brands include; Cineworld,
Empire, Showcase, Picturehouse,
Vue and more
*Discounts vary depending on the cinema,
time and day you choose to go.
Holidays Leisure
Help give your employees more
to do in their spare time, at a
discounted price. Make their
money go further when doing
the things they love, with great
discounts and more.
9. Sage Employee Benefits
How it
works
• Overnight hospital confinement
benefit
• All illnesses covered
• All pre-existing conditions
covered immediately
• No medical questions
• Pregnancy childbirth covered
after 10 months
• Worldwide cover, 24 hours a day
• All accidents whilst at home,
working or travelling by any
means of transport
• All hazardous or dangerous
occupations covered
• 24-hour cover, worldwide
• All employees covered,
subject to age restrictions
• All hazardous sports or
pursuits covered
• Double first night benefit for
each new claim
• NHS Community Hospital
benefit
• Hospice benefit
• Up to 730 nights per condition
• Lump sum payment for
accidental death
• Double benefit in the event
of an accidental death
• Various benefits for loss of
limbs/sight/hearing/speech
• Accidental, permanent
total disability benefit
Hospital Cash Plan Accidental Death Dismemberment Plan
This plan is available to all employees over the age of 18 up to their
70th birthday. It provides a benefit following an accidental death if
death is within 360 days from the date of the accident.
The plan is immediate and pays all employees over the age
of 18 up until their 70th birthday. They will receive a tax-free
amount for each night they stay in hospital as an inpatient,
from the very first night in hospital, anywhere in the world.
Features
Features
10. Sage Employee Benefits
How it
works
Your staff have access to
experienced, professional counsellors
that can help with a wide range of
personal and work related issues at
any time of the day or night.
Give your employees the time to talk
through their concerns and feelings,
helping them to clarify the practical
and emotional issues and get
information when appropriate.
Advice Assistance
• Emotional
• Personal
• Financial and legal
• Marital
• Family
• Tax
• Work and management
support services
Employee Assistance Service Health Wellbeing
Health and Fitness
Employees can access the lowest
corporate rates available at over
3,000 gyms across the UK and
Ireland. They can search for their
gym of choice, see what deal is
available and sign up!
Online Health Advice
Developed by Let’s Get Healthy,
Hapi Life has a wealth of helpful
health and wellbeing information.
Hapi Life is regularly updated with
short, accessible and easy-to-follow
articles, alongside quick hints, tips
and links to other websites that your
employees might find useful.
With features on mental health,
nutrition, exercise and sleep there is
plenty of information that can help
your staff reach their full potential
both at work and at home.
Help give your employees more to do in their spare time,
at a discounted price. Make their money go further when
doing the things they love, with great discounts and more.
Your employees have the benefit of six face-to-face
counselling sessions or immediate access to a confidential
telephone counselling and legal information service that
operates 24 hours a day, 365 days a year.
11. days
‘appy
Product Features What’s included
Protection
ʘʘ Accidental Death Dismemberment Insurance
ʘʘ Overnight hospital cover
Shop and Save
ʘʘ Reloadable cards and gift cards
ʘʘ Multi-retailer reloadable card
ʘʘ Discounted e-Vouchers
Tax Savings
ʘʘ Tax free bikes
ʘʘ Childcare vouchers
Leisure Savings
ʘʘ Discounted Thomas Cook vouchers
ʘʘ Holiday discounts card
ʘʘ Cinema discounts
ʘʘ Discounted holiday booking site
Health
and Wellbeing
ʘʘ Free online health wellbeing portal
ʘʘ Gym discounts
Employee
Assistance Service
Specialist support for:
ʘʘ Emotional
ʘʘ Personal
ʘʘ Financial and legal
ʘʘ Tax
ʘʘ Marital
Access to all the Sage
Benefits, information
and links you need.
The Sage Employee Benefits Programme
is designed specifically for small to
medium-sized businesses, providing
employers with the opportunity to match
big businesses, by offering their staff a
host of great benefits that help increase
employee happiness.
Access the Sage Employee
Benefits platform with the easy
to use app. Your employees
can access their benefits and
information, wherever they are,
whenever they want.
Sage Employee Benefits
12. Make a real difference to your business
and your people. With a wide range of
benefits included, there’s something
great to suit everyone.
• Boost retention and attract the best staff
• Motivate and uplift employees
• Provide peace of mind and reassurance
• Reduce absence and improve productivity
When you’re ready, we’ll send you
resources to get your employees up and
running as soon as possible so you can
make sure they are getting the most
from their benefits.
businessBoost with
bigbenefits
0845 145 3000***
Sage Employee Benefits
Get in touch to find out more.
* Information inside this pack is reference from ONS household income and spend data, and the Happiness and Productivity report from the University of Warwick, 2014
*** Calls are recorded for training and quality.
Sage Employee Benefits is provided by Personal Assurance Services Limited.
This plan is underwritten by Personal Assurance Plc, Registered number 1832067, and administered by Personal Assurance Services Limited. Both companies are wholly owned
subsidiaries of Personal Group Holdings Plc. Personal Group is a trading style of Personal Group Holdings Plc. Personal Assurance Plc is authorised by the Prudential Regulation
Authority and regulated by the Financial Conduct Authority and the Prudential Regulation Authority No. 202682. Personal Assurance Services Limited is authorised and
regulated by the Financial Conduct Authority No 303200.
Visit the website: https://shop.sage.co.uk/employeebenefits.aspx