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Ensuring Employee Benefits and Compensation

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Ensuring Employee Benefits and CompensationEmployment CycleSlide 3Basics of Employee Benefits PlansEmployee Benefit Programs Mandated by Federal GovernmentCommon Voluntary BenefitsCommon Voluntary Benefits— Healthcare PlansSlide 8Common Voluntary Benefits— Employee Assistance Programs (EAPs)Common Voluntary Benefits— Retirement BenefitsCommon Elements of Retirement BenefitsSaving for RetirementEmployee Retirement Income Security Act (ERISA)Consolidated Omnibus Reconciliation Act (COBRA)Health Insurance Portability and Accountability Act (HIPAA)Slide 16Mandatory Benefits—Social SecurityMandatory Benefits— Unemployment InsuranceWorkers’ CompensationSlide 20Mandatory Benefits—Family and Medical Leave Act (FMLA)Slide 22Mandatory Benefits—Uniformed Services Employment and Reemployment Rights ActKeeping Current on Benefits and Related LawsKeeping Current on Benefits and Related Laws continuedEnsuring Legal WagesLegal WagesTip Income DetailsEnsuring Accurate CompensationSlide 30Payroll SystemPayroll Administration OptionsControlling Labor CostsControlling OvertimeKey Term ReviewSlide 36Key Term Review continuedSlide 38Slide 39Slide 40Slide 41Slide 42Slide 43Slide 44Slide 45Slide 46Slide 47Slide 48Slide 49Slide 50OH 12-1Ensuring Employee Benefits and CompensationHuman Resources Management and Supervision2OH 12-11OH 12-2Employment CycleOH 12-3Employment Cycle •Benefits offered by the foodservice operation are of significant interest to potential employees.•After hiring, employees must learn about benefits and receive written plan information.•During the employees’ time at the operation, managers must communicate information about some types of benefits and help employees to take advantageof them.•Page 314 are listed information that managers should be able to answer about each benefit plan offered by the operation.•Managers must understand several important concepts about employee benefit plans.OH 12-4Basics of Employee Benefits PlansFederal law requires most types of plans to have a plan administrator who is responsible for administering the plans.Employee benefit plans describe the non-wage compensation an employee is eligible to receive.Employees must enroll for benefit plans.Plan providers offer the benefits.A participant is a member of a plan; a beneficiary is entitled to receive benefits under the plan.OH 12-5Employee Benefit Programs Mandated by Federal GovernmentFamily and medical leaveHealthcare coverage after termination (if covered before termination)Military leaveSocial SecurityUnemployment insuranceWorkers’ compensationOH 12-6Common Voluntary BenefitsUniform benefitsUniforms and dress codes provide a professional look that impacts the customers’ impression of the operation.Proper uniforms also provide some measure of personal protection.Meal benefitsMany operations provide meal benefits by offering meals to employees at a reduced or no cost.OH 12-7Common Voluntary Benefits—Healthcare Plans Common types Fee-for-service plans: Fee-for-service plans are administered by insurance companies that directly pay service providers, such as physicians, or reimburse plan participants.Preferred provider organizations (PPOs): Preferred provider organizations discount the cost of their services in exchange for more patients and timely payment..OH 12-8Common Voluntary Benefits—Healthcare Plans Common types continued: Health maintenance organizations (HMOs): The cost of healthcare through a health maintenance organization is almost entirely prepaid by premiums, and service providers are part of the HMO.Some employers establish flexible spending account programs that allow employees to contribute a certain amount of income before taxes to their individual account that is used to pay certain medical expenses not covered by the employee’s healthcare plan.OH 12-9Common Voluntary Benefits— Employee Assistance Programs (EAPs)EAPs provide counseling and other services to individuals and families to help them deal with problems that impact their ability to work effectively.When a person decides to seek help through an EAP, he/she contacts the EAP to make an appointment. If EAP is suggested in corrective action, it cannot be required that an employee use EAP, only that inappropriate behavior must be corrected.In the text, page 323, you can review a list of employee problems that may be addressed in an EAPOH 12-10Common Voluntary Benefits—Retirement BenefitsRetirement benefits provide regular payments to employees who retire because of age.Defined benefits (DB)The employee is guaranteed certain payments upon retirement (the final value of the benefit is defined).Defined contribution (DC)Payments are made into an account owned by the employee (the employer’s or employee’s contribution is defined).OH 12-11Common Elements of Retirement BenefitsBoth have rules for eligibility.Benefits belong to the employee and cannot be revoked even if the employee leaves before retirement.OH 12-12Saving for Retirement This young employee is probably not thinking about retirement. However, he should recognize the importance of financial independence after retirement and begin saving for it now.OH 12-13Employee Retirement Income Security Act (ERISA)Protects employee pensions and healthcare plans from incompetent, unethical, and unfair administrationERISA helps ensure that benefits promised to employees will be available when the employees need them.Participants must receive notification about changes in the plan.OH 12-14Consolidated Omnibus Reconciliation Act (COBRA)Extends healthcare coverage for people who would otherwise lose healthcare insuranceCOBRA enables eligible people to continue their employer’s healthcare group plan for a limited time if they pay their own and the employer’s share of the cost, plus, sometimes, an administrative fee.Exhibit 12i (page 330) list of events that qualify an employee for continuation of coverage under COBRA.COBRA also requires plan administrators to communicate specific information to qualified beneficiaries. Exhibit 12j, page 331,reviews communication requirements for plan administrators.OH 12-15Health Insurance Portability and Accountability Act (HIPAA)Helps ensure that people do not lose access to healthcare because of preexisting conditions, other health status factors, or limits on plan enrollment


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