Is your executive compensation program competitive and effective? Is your company paying its top executives (your CEO and heads of HR, Operations, Finance, Sales, Marketing and R&D)competive bases salaries, benefits, perks, bonuses and equity incentives? Find out what other private companies are paying these executives and how some of the most successful companies are using their executive compensation programs as competitive tools.This session will provide highlights from Chief Executive Group's definitive CEO and Senior Executive Compensation in Private Companies Report www.ChiefExecutive.net/comp Find out what other private companies are paying their senior executives and how they are structuring these compensation programs to be able to recruit, retain and motivate the right people and the right behaviors.
With the Form 5500 season upon us, this presentation will address basic reporting requirements, provide practice tips, highlight areas the DOL and IRS are focusing on, and walk through how to avoid the top five Red Flags your filings may have.
This presentation will guide HR professionals through the Form 5500 filing to help them gain a better understanding of the information required to be reported and Find out what is new for 2012, how to simplify indirect (Schedule C) service provider compensation reporting, what is and how to report ‘nonmonetary compensation’ and how to perform an effective manager review of each filing before submission.
This course reviews the Affordable Care Act. The first part of the course discusses the general requirements of the Affordable Care Act, including those requirements that apply to companies today. Specifically, the course discusses the extension of dependent coverage to age 26, limits on pre-existing conditions and essential health benefits, coverage of emergency services, cost-sharing restrictions on certain preventive care coverages, the new appeals process, initial authorization by primary care physician restrictions, limits on reimbursements of certain medications, automatic health plan enrollment, additional preventive services, non-discrimination requirements, and more.
The second part of the course discusses requirements that take effect in 2012 and beyond. Specific topics include health FSA salary reduction contribution limits, Medicare Part D subsidy elimination, changes to waiting periods, limitations on pre-existing conditions and essential health benefits, restrictions on cost-sharing, clinical trial requirements, wellness programs, new Summary of Benefits and Coverage regulations, new HIPAA certification requirements, state Exchanges, the individual mandate, and more.
Penalties and taxes associated with non-compliance are also reviewed. Among the penalties and taxes that are reviewed are: the Code section 4980D health plan non-compliance excise tax, the excise tax on HSA distributions for non-medical purposes, the annual fee assessed on plan sponsors, medical loss ratio rebates, medical expenses deduction limit, additional FICA and SECA payroll tax, new investment income tax, $2,000 penalty for each full-time employee who seeks coverage through Exchanges, $3,000/$2,000 penalty for each full-time employee who receives a subsidy because employer’s coverage is unaffordable, annual fee on certain entities that provide health insurance, reinsurance fee, 40% excise tax on “cadillac” insurance plans, and more.
There are three developments that have made communicating benefits harder than ever:
The increasing complexity of benefits, especially health benefits
The general difficulty in getting anyone's attention
The need to master multiple communications channels
Fortunately, there are new ideas and methods for communicating during the open enrollment period that will help you battle past these challenges.
This webinar will look at the thinking that lies behind successful open enrollment communication programs and shares some specific tips and techniques. Among the techniques we will explore are the use of video, social media, and “federated” creation of content. We can do better communication than ever, but we have to embrace the right tools and right mindset.
The Importance of Benefit Communication will be discussing all aspects of open enrollment from:
1) Employee and Employer needs and trends and ways to save cost to bottom line.
2) Benefit selection including: product lines, differention, and how to ask the right questions to achieve the best overall plans
3) Different styles of benefit communication to fit different learning needs.
4) Questions to ask to choose a communication company that works best for your needs.
5) Different benefits available and how to choose the best ones for your needs.
6) Products and services that can help maximize your enrollment at little or no cost to your bottom line.
This presentation about Cutting Edge Corporate Human Performance Management Programs will provide organizations with the information necessary for them to understand the need to identify those issues that are affecting 50%-80% of their workers and significantly and negatively impacting corporate productivity. Tools for characterizing the extent of the problem in individual companies will be provided through real-world exercise examples. The discussion will then describe how to develop a roadmap for proceeding and the tools that are available to make the job easily manageable and how to build the case to help upper management fully grasp the impact of this concern.
Generally speaking, benefits managers regard their group long-term disability plan as an important part of their company’s benefit package. However, they feel that employees don’t necessarily feel as strongly. Insurance is an intangible product that can’t be seen, felt or tasted. Experienced benefits managers are more likely to have observed real-life cases of disability claims and understand the difference insurance can make to an individual and his or her family.
What makes a good group long-term disability plan? It depends on many things, such as a company’s size or its culture. Disability coverage offers a combination of many options to help protect an employee’s ability to earn an income. Plan decisions are best considered carefully and re-evaluated frequently.
Now, more than ever, it's important to know how health care reform will affect you, your employees and your business. Don't miss this interactive webinar discussing the sweeping transformations involving health care changes and employee benefits. In this webinar, our expert on compliance, Penny Boyd, will guide you through topics such as: W2 reporting, uniform summary of coverage, open enrollment checklists, dependent issues, and focusing on how grandfathered, non-grandfathered and self-insured plans must comply with new regulations.
Our speaker, Penny Boyd, is CBP's compliance specialist. As Compliance Coordinator, she brings over 25 years of experience in Employee Benefits, Compensation and Human Resources to the team. She is a Certified Employee Benefits Specialist and a longtime member of the International Foundation of Employee Benefits. Penny's most recent work experience was at The Dannon Company, Inc., as Manager of Employee Benefits. She graduated from the University of Arizona with a BA in Anthropology and studied Law after graduating.
Managing Health care costs in the future will take on increased importance. An aging population and the increasing costs of insurance, treatment programs, prescription drugs, mental health, absenteeism all have a negative impact on bottom line profits. To reverse these trends organizations will need to understand cost drivers and coordinate employee needs with a management structure that measures and tracks progress in order to justify investments required. Health experts indicate that 10-20% savings can be realized with effective programs in place and all elements addressed. Developing comprehensive solutions that tackle costs from a “prevention” rather than “treatment” approach can generate successful outcomes.
Managing employees with medical conditions is a complex and often frustrating process for employers. By publishing new regulations on March 24, 2011, the Equal Employment Opportunity Commission has made this an even more challenging process. The new regulations, which implement the ADA Amendment Act of 2008, fundamentally change and dramatically expand the definition of a disability and require all employers to adjust how they handle employees with disabilities, requests for accommodation, and leaves of absence. We will examine what these final regulations mean for employers, the key compliance issues every employer must know about and how the regulations change the focus for future disability discrimination litigation.