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Dessler, Cole, and Sutherland Human Resources Management in Canada Canadian Ninth Edition. 13. Chapter Thirteen Employee Benefits and Services. © 2005 Pearson Education Canada Inc., Toronto, Ontario. 13-1. The Changing Role of Employee Benefits.

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Dessler, Cole, and Sutherland

Human Resources Management in Canada

Canadian Ninth Edition

13

Chapter Thirteen

Employee Benefits and Services

© 2005 Pearson Education Canada Inc., Toronto, Ontario

13-1

the changing role of employee benefits
The Changing Role of Employee Benefits

-benefits traditionally used to reward loyalty and

tenure

-employee services more important today in post-

job security era

-benefits administration increasingly specialized

© 2005 Pearson Education Canada Inc., Toronto, Ontario

government sponsored benefits
Government-Sponsored Benefits

Employment Insurance (EI)

Canada/Quebec Pension Plan (C/QPP)

Workers’ Compensation

Provincial Health Care Plans

© 2005 Pearson Education Canada Inc., Toronto, Ontario

government sponsored benefits4
Government-Sponsored Benefits

Employment Insurance (EI)

-provides income benefits for individuals

unable to work through no fault of their own

© 2005 Pearson Education Canada Inc., Toronto, Ontario

government sponsored benefits5
Government-Sponsored Benefits

Canada/Quebec Pension Plan (C/QPP)

-provides retirement income and other

benefits to individuals who contribute to

these plans

© 2005 Pearson Education Canada Inc., Toronto, Ontario

government sponsored benefits6
Government-Sponsored Benefits

Workers’ Compensation

-provides income and medical benefits to

victims of work-related accidents and illness,

regardless of fault

© 2005 Pearson Education Canada Inc., Toronto, Ontario

government sponsored benefits7
Government-Sponsored Benefits

Provincial Health Care Plans

-pay for basic hospital and medical services

with no direct fee to patients

© 2005 Pearson Education Canada Inc., Toronto, Ontario

pay for time not worked
Pay for Time Not Worked

-vacations and holidays

-short-term disability/sick leave

-leaves of absence (paid and unpaid)

-maternity/paternity/adoption leave

-bereavement leave

-sabbatical leave

-pay on termination of employment

© 2005 Pearson Education Canada Inc., Toronto, Ontario

insurance benefits
Insurance Benefits
  • Life insurance
  • Supplementary health care/medical insurance
  • Long term disability

© 2005 Pearson Education Canada Inc., Toronto, Ontario

insurance benefits10
Insurance Benefits

Supplementary Health Care/Medical Insurance

Deductible

-annual amount of health/dental expense paid by

employee before insurance benefits will be paid

Coinsurance

-percentage of expenses (in excess of the

deductible) paid for by the insurance plan

© 2005 Pearson Education Canada Inc., Toronto, Ontario

insurance benefits11
Insurance Benefits

Reducing Health Benefit Costs

-increase the amount paid by employees

-publish a restricted list of drugs covered

-offer health promotion programs

-implement risk assessment programs

-health services spending accounts

© 2005 Pearson Education Canada Inc., Toronto, Ontario

insurance benefits12
Insurance Benefits

Long-Term Disability

Disability Management

-reduced work hours

-reduced work duties

-workstation modification

© 2005 Pearson Education Canada Inc., Toronto, Ontario

insurance benefits13
Insurance Benefits

Long-Term Disability

Mental Health Benefits

-depression a ‘clear and present danger’

->alcoholism

->absenteeism

->injury

->physical illness

->lost productivity

© 2005 Pearson Education Canada Inc., Toronto, Ontario

retirement plans
Retirement Plans

Pension Plans – Two Types

Defined Benefit Pension Plan

contains a formula for determining

retirement benefits

Defined Contribution Pension Plan

employer’s contribution to the employees’

retirement fund is specified

© 2005 Pearson Education Canada Inc., Toronto, Ontario

retirement plans15
Retirement Plans

Group RRSP/DPSP

-employee contributions to RRSP

-employer contributions to DPSP

-enables both to be tax deductible

© 2005 Pearson Education Canada Inc., Toronto, Ontario

retirement plans16
Retirement Plans

Pension Planning Issues

-membership requirements

-benefit formula (defined benefit only)

-retirement age

-funding (contributory or non-contributory)

-vesting

-portability

© 2005 Pearson Education Canada Inc., Toronto, Ontario

retirement plans17
Retirement Plans

Pension Plans – Recent Trends

-rapid growth of defined contribution plans

-same-sex benefits

-phased retirement

-supplemental employee retirement plans (SERPs)

© 2005 Pearson Education Canada Inc., Toronto, Ontario

employee services
Employee Services

Personal Services

-credit unions

-counseling services

-employee assistance programs (EAPs)

-other (social and recreational)

© 2005 Pearson Education Canada Inc., Toronto, Ontario

employee services19
Employee Services

Job-Related Services

-subsidized childcare

-eldercare

-subsidized employee transportation

-food services

-educational subsidies

-family-friendly benefits

© 2005 Pearson Education Canada Inc., Toronto, Ontario

executive perquisites
Executive Perquisites

-loans

-golden parachutes

-financial counseling

-company relocation benefits

-limousines

-executive dining room

-concierge service

……

© 2005 Pearson Education Canada Inc., Toronto, Ontario

flexible benefit programs
Flexible Benefit Programs

Advantages

-choose benefits to suit individual needs

-meet changing needs of workforce

-increased employee involvement improves

understanding

-introduction of new benefits less costly

(merely a new option)

-cost containment: firm sets a dollar maximum

© 2005 Pearson Education Canada Inc., Toronto, Ontario

flexible benefit programs22
Flexible Benefit Programs

Disadvantages

-employees make bad choices (not covered

for predictable emergencies)

-increased administrative cost

-adverse selection: employees pick only benefits

they will use (subsequent high benefit utilization

increases cost)

© 2005 Pearson Education Canada Inc., Toronto, Ontario

benefits administration
Benefits Administration

Outsourcing

Use of technology

Communication (especially pension)

© 2005 Pearson Education Canada Inc., Toronto, Ontario

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