Human Resource Management TENTH EDITON

SECTION 4CompensatingHuman Resources Human ResourceManagementTENTH EDITON Robert L. Mathis  John H. Jackson Managing Employee Benefits Chapter 14 PowerPoint Presentation by Charlie Cook © 2003 Southwestern College Publishing. All rights reserved.

Learning Objectives After you have read this chapter, you should be able to: • Define a benefit and identify two strategic reason why employers provide benefits. • Distinguish between mandated and voluntary benefits and list three examples of each. • Describe two security benefits. • List and define at least six pension-related terms. • Explain the importance of health-care cost management and identify some methods of achieving it. © 2002 Southwestern College Publishing. All rights reserved.

Learning Objectives (cont’d) • Discuss the growth of family-oriented and time-off benefits and their importance to many employees. • Summarize benefits communication and flexible benefits as considerations in benefits administration. © 2002 Southwestern College Publishing. All rights reserved.

Benefits • Benefit • An indirect compensation given to an employee or group of employees as a part of organizational membership. • Strategic Perspectives on Benefits • Benefits absorb social costs for health care and retirement. • Benefits influence employee decisions about employers (e.g., recruitment and retirement). • Benefits are increasingly seen as entitlements. • Benefit costs are about 40% of total payroll costs. © 2002 Southwestern College Publishing. All rights reserved.

How the Benefit Dollar Is Spent Source: Based on information in Employee Benefits, 2000 edition (Washington, D.C.: U.S. Chamber of Commerce, 2000). Figure 14–1 © 2002 Southwestern College Publishing. All rights reserved.

Benefit Needs Analysis • Benefit Needs Analysis • A comprehensive look at all aspects of benefits. • How much total compensation? • What part of total compensation should benefits comprise? • What expense levels are acceptable for each benefit? • Which employees should get which benefits? • What are we getting in return for the benefit? • How will offering benefits affect turnover, recruiting, and retention of employees? • How flexible should the benefits package be? © 2002 Southwestern College Publishing. All rights reserved.

Security Benefits • Worker’s Compensation • Benefits provided to persons injured on the job. • Unemployment Compensation • A Federal/state payroll tax that funds state unemployment systems. • Involuntary unemployment and actively seeking work is required for persons to claim benefit. • Supplemental Unemployment Benefits (SUB) • A union-negotiated benefit provision that pays a supplemental amount to laid-off employees who are drawing unemployment compensation. © 2002 Southwestern College Publishing. All rights reserved.

Security Benefits (cont’d) • Severance Pay • A security benefit voluntarily offered by employer to employees who lose their jobs. • Payments are determined by the employee’s level within the organization and years of employment. • Other benefits (e.g., outplacement and continued health insurance) may be offered in lieu of cash severance payments. © 2002 Southwestern College Publishing. All rights reserved.

Services During Severance Source: Linda Jones, “Severance Policies in Place at Most Organizations,” Human Resource Executive, May 1, 2001, 28. Used with permission. Figure 14–3 © 2002 Southwestern College Publishing. All rights reserved.

Retirement Security Benefits • Retirements and Age Discrimination • Age Discrimination in Employment Act (ADEA) prohibits mandatory retirement age provisions. • Social Security Act of 1935 • Established a system providing old age, survivor’s, disability, and retirement benefits. • Federal payroll tax on both the employer and the employee. • Benefit payments are based on employee’s lifetime earnings. © 2002 Southwestern College Publishing. All rights reserved.

Pension Plans • Pension Plans • Retirement benefits established and funded by employers and employees. • Traditional Benefit Plans • Defined-benefit plans • Employees are promised a definite pension amount based on age and length of service. • Defined-contribution plans • Employer makes an annual payment to an employee’s account. • Benefit payout is determined by the financial performance of the employee’s retirement. © 2002 Southwestern College Publishing. All rights reserved.

Pension Plans • Cash Balance Plans • A hybrid plan that defines retirement benefits in terms of a hypothetical account balance. • Employee Retirement Income Security Act (ERISA) • Regulates pension funds to assure their soundness. • Requires firms to offer retirement plans to all employees if offered to any employees. • Accrued benefits must be paid to departing employees. • Requires minimum funding for IRS approval and purchase of plan termination insurance. © 2002 Southwestern College Publishing. All rights reserved.

Pension Terms and Concepts • Contributory Plan • Both employer and employee pay money into the retirement fund. • Non-contributory Plan • All pension benefits funding is paid by the employer. • Vesting • The right of employees to receive benefits from their pension plans. • Portability • A pension plan feature that allows employees to move their benefits from one employer to another. © 2002 Southwestern College Publishing. All rights reserved.

401(k) for Small Business Source: Based on data in Virginia Munger Kahn, “Pension Plans for Everyone,” Business Week Small Biz, July 16, 2001, 22. Figure 14–5 © 2002 Southwestern College Publishing. All rights reserved.

Controlling Health-Care Benefits Costs • Co-Payment • Employees are required to pay a portion of the cost of both insurance premiums and medical care. • Defined Contribution Plans for Health Benefits • Employer provides a set amount that the employee may spend on health-care coverage benefits. © 2002 Southwestern College Publishing. All rights reserved.

Controlling Health-Care Costs (cont’d) • Managed Care • Approaches that monitor and reduce medical costs using restrictions and market system alternatives. • Preferred Provider Organization • A health-care provider that contract with an employer group to provide health-care services to employees at a competitive rate. • Health Maintenance Organization (HMO) • A managed care plan that provides services for a fixed period on a prepaid basis. © 2002 Southwestern College Publishing. All rights reserved.

Increases in Health-Care Benefits Coststo Employers Figure 14–6 Source: U.S. Bureau of Labor Statistics, U.S. Department of Labor, 2002. © 2002 Southwestern College Publishing. All rights reserved.

Health-Care Legislation • COBRA Provisions • Former employees, their spouses, and eligible dependents are covered for 18 to 36 months • Up to 102% of group premium costs paid by the former employee. • HIPPA Provisions • Allows employees to switch their health insurance plan from one company to another, regardless of pre-existing health conditions. • Health plans must continue to cover sick employees. © 2002 Southwestern College Publishing. All rights reserved.

Other Benefits Credit Unions Purchase Discounts Stock Investment Family-Care Benefits Relocation Expenses Benefits Family-Oriented Benefits Life, Disability, Legal Insurances Social and Recreational Educational Assistance © 2002 Southwestern College Publishing. All rights reserved.

Family Medical Leave Act (FMLA) • Coverage • Employers with 50 or more employees • Requirements • Employers must allow eligible employees to take up to a total of 12 weeks of unpaid leave to attend to a family or serious medical condition. • Employees have the right to continued health benefits and the right to return to their job. © 2002 Southwestern College Publishing. All rights reserved.

Companies Offering Different Types of Paid Time Off Source: “Employee Benefits Survey Technical Note,” Compensation and Working Conditions (Washington, DC: U.S. Bureau of Labor Statistics), Fall 2000. Figure 14–9 © 2002 Southwestern College Publishing. All rights reserved.

Holiday Pay Eligibility Vacation Pay Leaves of Absence Family Leave Medical and Sick Leave Paid Time-Off (PTO) Plans Military Leave Election Leave Jury-duty Leave Funeral Leave Time-Off Benefits © 2002 Southwestern College Publishing. All rights reserved.

Benefits Administration • Benefits Communication • Benefits Statements • Annual “personal statement of benefits” that translates the benefits into dollars to show their worth. • HRIS and Benefits Communication • HRIS information allows employees to obtain benefits information on-line. © 2002 Southwestern College Publishing. All rights reserved.

Flexible Benefits • Flexible Benefit Plan • A plan (flex or cafeteria) that allows employees to select the benefits they prefer from groups of benefits established by the employer. • Flexible Spending Accounts • An account that allows employees to contribute pre-tax dollars to buy additional benefits (e.g., life insurance). • Problems with Flexible Plans • Inappropriate benefits package choices • Adverse selection and use of specific benefits by higher-risk employees © 2002 Southwestern College Publishing. All rights reserved.

Human Resource Management TENTH EDITON