Human Resources: Benefits The problem of benefits has become one of the most burning for many companies in the recent years. As health care costs are constantly rising and the financial situation is not stable, many big companies trying to prevent bankruptcy have to take constructive steps toward their restructuring and resort to cutbacks of benefits for retirees. This situation negatively affects both employers and former employees and requires immediate efficient solution. One of the possible solutions is introduction of Social Security which provides working Americans with a base level of retirement income. This system was supposed to close the retirement security gap, but because of unfavorable economic situation and rapid growth of social expenses it fails to perform its function. Nevertheless, according to Dan McCaw while we cant expect Social Security to assist in closing the retirement security gap, its also important that the system not be allowed to deteriorate and make the gap larger. A solution that is supported by many HR specialists and considered one of the most effective is to offer employees a variety of health care plans.
Virginia Department of Human Resource suggests that participation in the State Retiree Health Benefits Program is not mandatory. All plan members may choose to shop for plans outside of the state program that might better meet their needs. This gives every person an opportunity to choose the plan that suits his/her needs best, for each person has his/her own health problems which require individual treatment and accordingly individual expenses. According to Stephen. Taubs survey most employers offer a choice of health plans, but pre-65 retirees typically have greater choice of plans (often the same plan choices as current employees); age 65-plus retirees’ plans generally coordinate with Medicare. Many employers introduce the so-called bridge coverage which is provided to retirees under age of 65 up to Medicare entitlement. After that the employer modifies or reduces the benefit or can even terminate it.
The Business plan on Employee Benefits General Mills
1. Introduction to Employee benefits We used to call them "fringe benefits," but we quit using the word "fringe" when we saw the magnitude of that figure." - James Morris A benefit is a form of indirect compensation. Unlike in many other countries where benefits are uncommon, U. S. has been a major provider of these benefits to the citizens. In many other states, citizens as well as employers are ...
At the same time EEOC (U.S. Equal Employment Opportunity Commission) stated that “the current regulatory framework does not provide a sufficient safe harbor to protect and preserve the important employer practice of providing health coverage for retirees. This suggests an idea that intervention by government is necessary to stabilize the situation. Several health care experts say costs for retirees will keep rising, unless the government provides tax relief for the employers or a taxpayer-financed drug benefit. Last week one step to solution of this problem was taken. As Reuters reported President Bush signed into law on Saturday a measure aimed at saving U.S.
companies more than $80 billion in pension contributions over two years. The bill would provide about $80 billion in pension accounting relief through the end of 2005 for some 31,000 companies with traditional “defined benefit” pension plans. Those cover about 35 million workers and promise a specific payout based on salary and service. The news was long awaited by many companies that can hardly handle constantly growing expenses on benefits. But as the author of the article noted the relief comes from replacing a formula for calculating pension contributions. None of the aid comes from government payments.
The Term Paper on Fluorides: A Benefit To Teeth Health
Fluoridating water is a highly debated topic in almost every county in the United States. Since 1945, fluoride has been added to city tap water for the benefit of dental health. Studies show that this addition to drinking water decreases the chances of dental cavities and provides this health service for lower income people who may not otherwise be able to afford and maintain their dental health. ...
So such a solution of the problem turns out to be of a declarative character and will hardly manage to improve the overall situation. Unfortunately, many of the suggested possible solutions that help to handle the high benefits expenses problem depend on the effective legislation and implementation of progressive laws which will help employers to tackle this serious problem and support and secure employees who work for the good of the whole nation. References: 1. Armour, Stephanie. Polaroid retirees lose benefits USA TODAY. 14 Jan. 2002.
8 Apr.2004 2. Bates, Steve. EEOC proposes exempting retirees’ health coverage from age bias law.(HR News)(U.S. Equal Employment Opportunity Commission).
HR Magazine. Sept, 2003. 13 Apr.
2004 3. Crawford, Texas. Bush Signs Bill Giving Pension Aid to U.S. Companies. Reuters .10 Apr. 2004. 13 Apr.
2004 4. Freudenheim, Milt. Companies Trim Health Benefits for Many Retirees as Costs Surge The New York Times.10 May 2002. 9 Apr. 2004 5. Kesmodel, David. United cutback plan blasted: Unions vow to fight proposal to reduce benefits for retirees Rocky Mountain News.
15 Jan. 2004. 9 Apr. 2004 6. McCaw, Dan. Strengthening pension security for all Americans: Are workers prepared for safe & secure retirement? Mercer Human Resource Consulting. 22 Mar.
2004. 9 Apr. 2004 7. McLeese, Karen R. “Benefits Beat”. CBIZ. Benefits 22.
1 Aug. 2003. 9 Apr. 2004 8. Taub, Stephen. Companies Target Retiree Benefits.
CFO.com. 09 Dec. 2002. 13 Apr. 2004 9. Virginia Department of Human Resource. Health Plan Premium Increases: A National Problem.Open Forrum For Retiree Group Members in the Commonwealth of Virginias Health Benefits Program. Nov.
2002. 9 Apr. 2004 .
