What are some types of employee benefits we should offer our employees?
There are virtually limitless employee benefit options available to all sizes of businesses. The most common is health insurance, prescription coverage, dental and vision plans. Additional benefits to encourage the wellbeing of your employees include health savings accounts, flexible savings accounts, life insurance, short and long-term disability, retirement/pension plans and profit sharing. There are even voluntary benefits that help employees during accidents occurring away from work and event triggered policies to cover incidents such as cancer or hospitalization. These voluntary benefits are typically offered to the employee at a discount rate since usually more than one employee enrolls, making a group discount possible.
Do my employees really need additional benefits other than their wage?
Offering employee benefits equals a well-rounded employee compensation plan. You spend time acquiring your employees, training them, and your customers become acclimated to those staff members, but then one leaves you for a position down the street for less pay. More than likely its due to the overall benefit package offered by their new employer.
I have both part time and full-time employees – do I need to offer benefits to both?
While full time employees are typically eligible for certain employee benefits there are plan setups that can accommodate offering benefit packages to part time employees as well. We highly recommend talking to an Employee Benefit Advisor to discuss your intentions of your plan as you can customize your plan to fit your needs and budget.
What costs should I expect with employee benefit plans?
Costs vary by state, county and even zip code, along with your normal parameters such as deductible options and the age demographics of the group. A plan in one city might cost twice as much as the town only 50 miles away. Its best to discuss your budget and intentions with an Employee Benefits Advisor.
Why should I offer employee benefits when my employees get coverage through the Affordable Care Act program?
A well-rounded employee benefit package will not only keep your employees happy but also attract the best prospective employees in your industry to your business. While the ACA plans are available, typically a group plan has a broader network of doctors and facilities, lower deductibles and copays, plus there are tax advantages to offering a group health insurance plan. Offering an employee, a higher wage to pay for their own coverage in lieu of a group health insurance plan might seem like a good idea, however, the “tax credits” available are based on household income and increasing their wages increases that figure and potentially kicks them out of any tax credit assistance in the ACA plans. Moreover, there are hidden and indirect costs you should consider by sending them to an ACA plan. A healthy employee is one that comes to work more often and gets the job done, but if they are sick and choose a high deductible plan on their own and avoid the doctor, then you are without an employee for however long it takes for them to heal. Maybe being sick makes them 25% less efficient, are you will to accept that hidden cost for any given length of time?