It is essential for a company to offer a competitive compensation and benefit package to attract and retain quality employees. Our goal is to simplify the legislation and use practical examples of appropriate workplace application, so you acquire guidelines for implementation in your organization.
Federal legislation impacting benefits - Consolidated Omnibus Budget Reconciliation Act (COBRA) - What "qualifying event" allows employees, or family members, to continue health care benefits for 18 to 36 months? - Health Insurance Portability and Accountability Act (HIPAA) - How this affects changes to COBRA - Family and Medical Leave Act - Coverage, eligibility, qualifying events, conditions, health benefits, exemptions for key employees
Compensation strategies and plans - Five key questions that must be considered when designing a total compensation system - Retirement plans, disability protection, life insurance, health insurance
Administering the compensation and benefits system - Record-keeping, funding and investment responsibilities and coordination with outside administrators - Budgeting auditing and monitoring benefit plans - Evaluating the effectiveness of the system
Legally required benefits - Social Security/Medicare, unemployment compensation, workers' compensation, family and medical leave
