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CHAPTER 13
Providing Employee Benefits
McGraw-Hill/Irwin Copyright 2011 by The McGraw-Hill Companies, Inc. All Rights Reserved. 13-1
What Do I Need to Know?
13-2
What Do I Need to Know? (continued)
13-3
What Do I Need to Know? (continued)
13-4
Figure 13.1: Benefits as a Percentage of
Total Compensation
13-5
The Role of Employee Benefits
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The Role of Employee Benefits (continued)
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Table 13.1: Benefits Required by Law
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Benefits Required by Law:
Social Security
The federal Old Age, Survivors, Disability, and
Health Insurance (OASDHI) program which
combines:
Old age (retirement) insurance
Survivors insurance
Disability insurance
Hospital insurance (Medicare Part A)
Supplementary medical insurance
(Medicare Part B)
13-9
Benefits Required by Law:
Social Security (continued)
Employers and employees share the cost of
Social Security through a payroll tax. The
percentage is set by law.
In 2009, employers and employees each paid a
tax of 7.65% on the first $106,800 of the
employees earnings
6.2% of earnings goes to OASDHI
1.45% of earnings goes to Medicare (Part A)
For earnings above $106,800 only the 1.45% for
Medicare is assessed
13-10
Benefits Required by Law:
Unemployment Insurance
A federally mandated program administered
by the states.
Focuses on minimizing the hardships of
unemployment:
Payments to unemployed workers.
Help in finding new jobs.
Incentives to stabilize employment.
Most funding comes from federal and state
taxes on employers.
13-11
Benefits Required by Law:
Unemployment Insurance (continued)
The size of the unemployment tax imposed on
each employer depends on the employers
experience rating:
The number of employees a company has laid off
in the past and the cost of providing them with
unemployment benefits.
Careful human resource planning can
minimize layoffs and keep their experience
rating favorable.
13-12
Benefits Required by Law:
Unemployment Insurance (continued)
To receive benefits, workers must meet four
conditions:
1.They meet requirements demonstrating they
had been employed.
2.They are available for work.
3.They are actively seeking work.
4.They were not discharged for cause, did not
quit voluntarily, and are not out of work
because of a labor dispute.
13-13
Benefits Required by Law:
Workers Compensation
State programs that provide benefits to
workers who suffer work-related injuries or
illnesses, or to their survivors.
They operate under a principle of no-fault
liability:
An employee does not need to show that the
employer was grossly negligent in order to receive
compensation.
The employer is protected from lawsuits.
13-14
Benefits Required by Law:
Workers Compensation (continued)
Major categories of benefits:
Disability income
Medical care
Death benefits
Rehabilitative benefits
The amount of benefits income varies from
state to state. It is generally two-thirds of the
workers earnings before the disability.
The benefits are tax free.
13-15
Benefits Required by Law:
Workers Compensation (continued)
The cost of the workers compensation
insurance depend on the:
Kinds of occupations involved
State where the company is located
Employers experience rating
Unfavorable experience ratings lead to higher
insurance premiums.
13-16
Benefits Required by Law:
Unpaid Family and Medical Leave
Family and Medical Leave Act (FMLA) of 1993
Requires organizations with 50 or more
employees to provide up to 12 weeks of unpaid
leave:
After childbirth or adoption
To care for a seriously ill family member
For an employees own serious illness
Employers must also guarantee these employees
the same or comparable job when they return to
work.
13-17
Benefits Required by Law:
Unpaid Family and Medical Leave (continued)
When employees experience pregnancy and
childbirth, employers must also comply with
the Pregnancy Discrimination Act.
If an employee is temporarily unable to
perform her job due to pregnancy, the
employer must treat her in the same way as
any other disabled employee.
e.g., modified tasks, alternative assignments,
disability leave, or leave without pay
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Test Your Knowledge
13-19
Optional Benefits Programs
Group Retirement
Paid Leave
Insurance Plans
13-20
Figure 13.2: Percentage of Full-Time Workers with
Access to Selected Benefit Programs
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Optional Benefits Programs:
Paid Time Off
Vacation Paid Time Off (PTO)
Holidays Bank
Sick Leave Most flexible approach
Employer pools pools
Personal Days personal days, sick days,
Floating Holidays and vacation days for
Jury Duty employees to use as the
need arises
Funerals
Military Duty
Time Off to Vote
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Paid time off is a way for employees
to enjoy time with their families and
to refresh their bodies and spirits.
13-23
U.S. and Japanese Workers Take
Short Vacations
On average, workers in
the United States take
11 of their 13 vacation
days.
Japanese workers , on
average, receive 15
vacation days but only
take 7.
13-24
Optional Benefits Programs:
Group Insurance
Medical Insurance
Life Insurance
Disability Insurance
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Medical Insurance
13-26
Medical Insurance (continued)
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Medical Insurance (continued)
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Life Insurance
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Disability Insurance
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Optional Benefits Programs:
Retirement Plans
About half of employees working in the
private business sector have employer-
sponsored retirement plans.
Contributory plan - retirement plan funded by
contributions from the employer and
employee.
Noncontributory plan - retirement plan
funded entirely by contributions from the
employer.
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Figure 13.4: Sources of Income for Persons
65 and Older
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Optional Benefits Programs:
Retirement Plans (continued)
Defined benefit plan pension plan that guarantees
a specified level of retirement income.
The employer sets up a pension fund to invest the
contributions.
Such plans must meet the funding requirements of
the Employee Retirement Income Security Act
(ERISA) of 1974.
The employer must contribute enough for the plan to
cover all the benefits to be paid out to retirees.
13-34
Optional Benefits Programs:
Retirement Plans (continued)
Employee Retirement Pension Benefit Guarantee
Income Security Act Corporation (PBGC):
(ERISA): federal law that federal agency that insures
increased the responsibility retirement benefits and
of pension plan trustees to guarantees retirees a basic
protect retirees, established benefit if the employer
certain rights related to experiences financial
vesting and portability, and difficulties.
created the Pension Benefit
Guarantee Corporation.
13-35
Optional Benefits Programs:
Retirement Plans (continued)
Defined contribution plan retirement plan in which
the employer sets up an individual account for each
employee and specifies the size of the investment
into that account.
Money purchase plans
Profit-sharing and employee stock ownership plans
Section 401(k) plans
These plans free employers from the risks that
investments will not perform as well as expected.
The responsibility for wise investing is with each
employee.
13-36
Figure 13.5: Value of Retirement Savings
Invested at Different Ages
13-37
Test Your Knowledge
13-38
Optional Benefits Programs:
Retirement Plans (continued)
Cash balance plan retirement plan in which the
employer sets up an individual account for each
employee and contributes a percentage of the
employees salary.
The account earns interest at a predefined rate.
This arrangement helps employers plan their contributions
and helps employees predict their retirement benefits.
If employees change jobs, they generally can roll over the
balance into an individual retirement account (IRA).
13-39
Optional Benefits Programs:
Retirement Plans (continued)
Vesting Rights Summary Plan Description
Guarantee that when Report that describes a
employees become pension plans funding,
participants in a pension eligibility requirements,
plan and work a specified risks, and other details.
number of years, they will Employers also provide an
receive a pension at individual benefit
retirement age, regardless statement which describes
of whether they remained the employees vested and
with the employer. unvested benefits.
13-40
Optional Benefits Programs:
Family-Friendly Benefits
Family Leave
Elder Care
13-41
Figure 13.6: Percentage of Employees with
Various Levels of Child Care Benefits
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Optional Benefits Programs:
Other Quality of Work-Life Benefits
Subsidized cafeterias Tuition reimbursement
On-site health care On-site fitness center
services On-site dry cleaning
Moving and relocation services
expenses Dues for professional
Employee discounts on organizations
products Off-site company
Employee buying recreation area
service Pet services
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Selecting Employee Benefits
13-44
Table 13.2:
An Organizations Benefits Objectives
13-45
Employees Expectations and Values
13-46
Employee Expectations and Values
(continued)
13-47
Suggested Ways Employers Can Control the
Cost of Health Benefits
1. Shop for bargains. Every year, the company should
research available plans and compare quotes from
different providers.
2. Know what employees care about. Would they be
willing to accept a higher deductible if it means the
company can also afford prescription drug
coverage?
3. If employees are willing to take responsibility for
their own health care spending, offer a health-
savings account or consumer-driven plan.
13-48
Suggested Ways Employers Can Control the
Cost of Health Benefits (continued)
13-49
Legal Requirements for Employee Benefits
Antidiscrimination laws
Accounting requirements
13-50
Communicating Benefits to Employees
13-52
Summary (continued)
13-54
Summary (continued)
13-56