discretionary benefits. u protection programs –in general provide: family benefits, promote...
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Discretionary Benefits Protection Programs
– In general provide: Family benefits, promote health, guard against income loss
– Pension Plans, Income protection, Insurance, etc.
Paid Time Off– Vacation, sick days, etc.
Employee Services– Tuition reimbursement, day care, etc.
Income Protection Programs
Pension Programs– Financing method:
Contributory vs. non-contributory
– Benefit determination: Defined contribution vs. defined benefit
– Tax treatment: Qualified vs nonqualified
Disability Insurance– Short term (usually <6mo)
• 50-100% of pretax salary
– Long term (usually 6 mo-life) • 50-70% of pretax salary
Life Insurance– Term coverage (during work
years)
– Whole life coverage
– Group plans less expensive
Pension Plans Financing methods: Contributory vs. non-contributory
– Contributory = employees contribute– Non-contributory = employer pays all– Employee-financed = employee pays all
Benefit determination: Defined benefit vs. defined contribution– Defined benefit = variable in, fixed out– Defined contribution = fixed in, variable out
• Profit sharing plans, 401K, ESOPs, savings and thrift plans
Tax Treatment: Qualified vs non qualified– Entitle employers to tax benefits--tax deductions– Employees may get tax benefits when retire—not taxed
until retirement
Exhibit 11-3
The General Characteristics of Qualified Pension Plans (1 of 2)
Eligibility
– Employers may impose any initial eligibility EXCEPT age or service.
– Cannot require “minimum age over 21”
– Cannot require “more than one year of service” Nondiscrimination
– Cannot provide highly compensated employees (e.g., VPs, CEOs) with preferential treatment with regard to employer contributions or level of level of benefits received
– Unless the employer contributions or benefit levels are based solely on employees’ compensation level or years of service.
Exhibit 11-3
The General Characteristics of Qualified Pension Plans (2 of 2)
Vesting Requirements
– Employers must provide employees with a non-forfeitable right to the funds they contribute to the plans on behalf of their employees after a specified period, commonly five years.
– Employees who leave before the five-year period forfeit the right to the funds contributed on their behalf by the employer.
Pay-out Restrictions
– Employees generally pay a penalty (usually 10 percent) on withdrawal of funds from any qualified plan before early retirement age (59 1/2 years).
Pension Practices by Industry
Gen
Ind
Ban
k
Insu
r
Util
Reta
il
Ph
arm
0
10
20
30
40
50
60
70
80
90
100
Gen
Ind
Ban
k
Insu
r
Util
Reta
il
Ph
arm
DB+DC
DB
DC
Hewitt & Assoc. 1993
Health Protection Programs Indemnity plans (fee for
service plans)– Hospital, surgical, physicians
– Usual, customary, and reasonable charge
– Deductible
– Coinsurance: % of covered insurance that employee pays
– Out of pocket maximum
Self-funded– Like indemnity, but Company
pays.
Health maintenance organizations (HMOs)– “Prepaid medical services”– Small co-payments– Prepaid group practices or individual
practice assoc Preferred Provider organizations
(PPO)– Select group of health care providers– Quality standards, cost-containment,
PPOs reimbursement structure– No benefits on prepaid basis– Can choose from comprehensive lists
of doctors and facilities
Exhibit 11-4
U.S. Health Care Expenditures, 1960 to 1993 (1
of 3)
YEAR
196019651970197119721973197419751976
PRIVATE
TOTAL
Source: US Health Care Financing Admin., Health Care Financing Review (Winter 1994); table 150.
TOTAL(BILLIONS OF
DOLLARS)
PERCAPITA
(DOLLARS) PRIVATE
TOTAL HEALTH SERVICES ANDSUPPLIES (BILLIONS OF DOLLARS)
27.141.674.382.292.3
102.4115.9132.6151.9
143204346379421464521591671
19.829.944.048.153.959.765.974.185.7
5.78.3
25.028.231.835.942.850.256.9
Exhibit 11-4
U.S. Health Care Expenditures, 1960 to 1993 (2
of 3)
YEAR
197719781979198019811982198319841985
PRIVATE
TOTAL
Source: US Health Care Financing Admin., Health Care Financing Review (Winter 1994); table 150.
TOTAL(BILLIONS OF
DOLLARS)
PERCAPITA
(DOLLARS) PRIVATE
TOTAL HEALTH SERVICES ANDSUPPLIES (BILLIONS OF DOLLARS)
172.6193.2218.3251.1291.4328.2360.8396.0434.5
755836937
1,0681,2271,3691,4901,6201,761
96.6109.7124.0141.3164.3186.5205.3228.0252.9
64.773.684.096.1
113.9126.9139.5151.6165.2
Exhibit 11-4
U.S. Health Care Expenditures, 1960 to 1993 (3
of 3)
YEAR
19861987198819891990199119921993
PRIVATE
TOTAL
Source: US Health Care Financing Admin., Health Care Financing Review (Winter 1994); table 150.
TOTAL(BILLIONS OF
DOLLARS)
PERCAPITA
(DOLLARS) PRIVATE
TOTAL HEALTH SERVICES ANDSUPPLIES (BILLIONS OF DOLLARS)
466.0506.2562.3623.9696.6755.6820.3884.2
1,8712.0132,2142,4332,6862,8823,0943,299
268.7291.3327.5361.7399.8422.8451.7484.3
180.4196.6213.7240.1272.5206.0341.2370.9
Other Health Insurances
Dental insurance– Indemnity dental
insurance
– Self-insured dental plans
– Dental service corporations
– Dental Maintenance organizations
Vision Insurance– Fewer companies
– Eye exams. Lenses, frames, fitting
– Indemnity or managed care
– Limit frequency and types of services., e.g., once a year
– Exclude specialty prescription glasses, contacts.
Paid Time Off
Vacation: 97%* Holidays: 97% Sick leave: 68% Personal: 22% Jury duty: 90%
Funeral: 84% Military leave: 53% Clean-up, prep, travel Rest time, break: 71% Lunch periods
Exhibit 11-6
Pay for Time-Not-Worked Practices in Medium and Large Private Establishments, 1993
BENEFIT
HolidaysVacationPersonal leaveJury dutyFuneral leaveMilitary leave
AVERAGE AMOUNTPERCENT OF FULL-TIMEEMPLOYEE RECIPIENTS
76100
62877753
11 days per yearDepends on tenure3 days per yearNo stated maximum 3 days per year 10 days per year
Source: US Bureau of Labor Statistics, Employee benefits in medium and large private establishments, 1993 (Washington, D.C.: US Government Printing Office, 1994).
Vacation by Industry
Gen
Ind
Ban
k
Ins
Util
Retail
Ph
arm
0102030405060708090
100
Gen
Ind
Ban
k
Ins
Util
Retail
Ph
armBuy-sell Vaca
5: 15-19
10: 15-19
20: 20-24
30: 25-29
Employee Services Employee Assistance
Programs (EAPs): 49%– To cope with personal
problems: drug, alcohol, etc
Family assistance programs– Day care: 5%
– Elder care: 3%
– Flexible scheduling and leave: compressed work weeks, flextime, job sharing, extended leave
Wellness: 23%– Smoking cessation, stress
management, weight control and nutrition
Flexible benefit plans: 9%
Educational assistance: 69%
Transportation services Outplacement Assistance
Work & Family by Industry
Gen Ind
Bank
Ins
Util
Retail
Pharm
0102030405060708090
100
Gen Ind
Bank
Ins
Util
Retail
Pharm
Child C
Elder
Flex
Adopt
EAPs
Flexible Benefit Programs
Advantages Employees unique needs Changing needs of
changing workforce Increased involvement Easy to intro new benefits Cost containment
Disadvantages Employees make bad
choices, uncovered Adverse selection Admin burdens,
expenses increase
Others
Personal convenience: on-site laundry, payroll deductions for personal purchases, casual dress code, parking 90%, recreation facilities 28%
Other monetary: severance pay 39%, relocation allowance 36%
Flextime: Core hours, Adjustable hours Job Security
Illustration of Flextime
6am 9am noon 3pm 6pm
FlexibleTime
FlexibleTime(Lunch)
FlexibleTime
CoreCoreTimeTime
CoreCoreTimeTime
Band Width