Employee Benefits Administration

Employee benefits, which can be a mixture of non-financial and or indirect monetary compensation above regular wages, are an important part of employees’ overall remuneration package as it increases the value they receive from their working life and contribute to their health and that of their families.

Providing these benefits are a financial investment for organizations, a key competitive differentiator in a crowded space, and are crucial for a positive employee experience.

Some employee benefits are required by law. For example, organizations are required to:
ooooooGive their employees time off to vote, serve on a jury, and perform military service;
ooooooComply with all workers' compensation requirement;
ooooooWithhold payroll taxes from employees’ paychecks and pay the organization’s portion of payroll taxes, providing employees with retirement and disability benefits;
ooooooPay unemployment taxes (if applicable), thus providing benefits for unemployed workers;
ooooooContribute to short-term disability programs in places where such programs exist;
ooooooComply with the Federal Family and Medical Leave (FMLA) if applicable.

Organizations must be aware that paid vacations, holidays, and sick leave are mandatory is certain jurisdiction. While companies are not required to provide benefits such as retirement plans, health plans, dental or vision plans, life insurance plans, flexible work schedules, and workplace perks like on-site snacks and meals, the benefits they provided will be an important factor in recruiting and retaining good candidates and will improve the organization’s efforts to stay competitive.

In addition to the types of benefit to offer, the structuring of these benefits must also be evaluated. There are two ways—organization-oriented and employee-oriented—to structure, contribute, and offer employee benefits.
ooooooOrganization-oriented: These are benefits structured in the “traditional” way. They are employer-owned and employer-selected.
ooooooExamples include a traditional health insurance policy, retirement pension or 401(k), or formal wellness program.
ooooooEmployee-oriented: This benefit structure focuses on the employee as an individual. With this approach, employees use employer-funded
oooooodollars to customize their benefits using technology.

In the last ten years, employers have increasingly provided less traditional employee benefits that only benefit the employee’s working life and more employee oriented benefits than contributes to their life as a whole– examples of these are childcare, healthy foods in the office and subsidized gym memberships.


The benefits of a solid employee benefits package, one which goes beyond the legal requirements, are:
oooo1.oo Being effective in differentiating organizations from their competitors
oooo2.oo Attracting and retaining skilled and dedicated A-list talent
oooo3.oo Maximizing employees’ productivity and morale
oooo4.oo Minimizing employee turnover rate
oooo5.oo Improving the organization’s bottom line

By offering wellbeing programs, employees:
oooo1.oo Stay in good health —which reduces the organization’s healthcare costs
oooo2.oo Take preventative medical steps
oooo3.oo Have fewer sick days and fewer trips to the doctor
oooo4.oo Spend more time working (bringing their best selves to work every day)

This result in organizations having a healthier more talented workforce that produces more, earns more, and costs less, thereby increasing their profitability.


GlobalHRD partners with organizations in helping them design, select, purchase, implement, administer, and renew their structured employee benefit strategies which work well in today’s markets and are used as competitive recruitment tools to engage employees’ interests, and effectively reduce absenteeism, disability, and chronic illness while providing a substantial return in productivity and efficiency.

A “one size fits all” approach is avoided by researching and negotiating plans and options offered by insurance companies and other vendors —for which GlobalHRD serves as the primary contact— that best address the unique challenges each organization faces. These solutions create value for organizations and their employees by protecting their health, creating wealth, and ensuring their interests.

GlobalHRD employee benefits administration solutions include the design, administration, and management of:
oooooooHealth and Welfare Benefits
oooooooLife, Accidental Death and Dismemberment, Critical Illness, Worker’s
oooooooCompensation, and Disability Insurance Benefits
oooooooInternational Benefits
oooooooExecutive Compensation Strategies
oooooooKeyman and Business Continuity Insurance
oooooooEmployer Services
oooooooRetirement and Investment Benefits
oooooooBenefits Compliance
oooooooClaims Handling
oooooooBenefits Online Portal
oooooooBenefits Market Place
oooooooBenefits Benchmarking Survey

The firm and its structured benefit program providers determine the need, track the usage and availability of benefits for both employer and employees’ use, and ensure compliance with governmental regulations.



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