Develop an Employee Benefit Program that attracts and maintains the right people at the right time to supply a motivated, trained, productive and profitable workforce for the selected organization. Identify the coverage differentials for various groups, including: limitations, choices, employee cost sharing, eligibility and waiting periods.  Your benefit plan should address:

- Family Security Needs

- Financial Security Needs

- Family / Work Life Benefit Needs

Your program does not need to include documentation or costs of (federal) required benefits, but from a cost competitive standpoint should address needs, but not duplicate benefits. 

Included in the assignment is an explanation of WHY the specific plan benefits, designs, limits, waiting periods, and employee contribution levels were chosen. The determinations should be based on the specific manpower needs and demographics of the organization chosen.

The formatting of how the rules and benefits are communicated as well as management reporting of cost projections (and sharing) is part of the assignment.

WE BUILDEM BIG

Architectural Firm

Workforce:

• 80 Architects
• 30 Professional Architectural Support Personnel (code analysts, technical specialists, software / network support)
• 30 Draftspersons & Clerical / Presentation support
• 32 Clerical - office support persons
• 38 Staff Positions:
  • CEO / CFO / COO / CHR
  • Includes specialists in:

-  Operations

-  HR

-  Accounting / Billing

PLASTI-process

Precision Plastic Machining Facility

Workforce:

• 15 Sales / Marketing Persons
• 5 Marketing Support Persons
• 10 Administrative Support Persons
• 35 Staff Positions:
  • CEO / CFO / COO / CHR
  • Includes specialists in:

-  Operations

-  HR

-  Accounting / Billing / Payables

-  Purchasing / Procurement

• 55 Skilled Craft Persons (machinists, tool designers, etc.)
• 30 Laborers / journeymen
• 20 Warehouse / Material handlers
• 20 Machine Maintenance Operators
• 10 Custodial Persons
• Office positions: 75% Female, (Highly Compensated Employees are all office positions)
• Production Positions: 90% Male

In this assignment you will address the "balancing" that an organization must go through to meet the employee benefit needs of a diverse population relative to fiscal controls in order to attract and retain a productive workforce.

You need to develop acafeteria / flexible employee benefit program that address the needs of an employee population.  Your Employee Benefit Program must address employee needs in the following areas:

v  Retirement(Generally, all employees must receive the same benefit in this area.  Federal laws do however permit highly compensated employees to receive non qualified benefits which are subject to different tax treatment than qualified benefits)

v  Security* - Income protection relative to

o   Inability to work

o   Premature death

v  Health & Welfare* - including

o   Time off / Flexible work schedules (paid / unpaid)

o   Medical & related protections

o   Accommodation & Enhancement Benefits

* These benefits may be adjusted on a non-discriminatory basis by job category or level

 The demographics of "your" organization include the following:

You have a benefit eligible population of 200 employees (all full time) with a gross annual payroll of $11.25 million. Your target benefit cost for all discretionary benefits is 22% of gross payroll. While the salaries of this population range from $17,000 to $250,000 there are only a few "extreme" outliers in this group and the following breakdown applies:

1^stdecile               20,000

1^st quartile           25,000

Median                50,000

3^rd quartile          75,000

9^thdecile               100,000

72% of the workforce is male, 28% of the workforce is female

The age range of your workforce is 23 to 74

You know the following monthly premium rates apply for various benefits: