COMPENSATION

MANAGEMENT

Chapter 13: Benefits

Options
Legally Required Benefits
Workers’
Compensation
Social Security

Unemployment
Insurance

Family and
Medical Leave Act
C.O.B.R.A.
Workers’ Compensation

Berdasarkan prinsip tanggung jawab

tanpa kesalahan.
Atasan wajib memberikan kompensasi
atas pekerjanya yang mengalami cedera
dalam bekerja.
Atasan menghitung biaya untuk risiko
yang kemungkinan terjadi (kecelakaan
kerja atau biaya cedera).
Workers’ Compensation (continued)
Pengusaha membayar premi kepada
perusahaan penyedia asuransi atau
pemerintah.
Benefits include:
medical care
disability income
rehabilitation
death benefits
Social Security
Program untuk memberikan
keamanan social bagi pekerja.
For tax purposes, the system is split
into two programs:
 Social Security
 Medicare
 Social Security and Medicare
SOCIAL SECURITY MEDICARE
 Retirement income  Hospital insurance
 Disability benefits (Medicare, Part A)
 Death benefits  Medical Insurance
 Survivor’s benefits (Medicare, Part B)
 6.2% of eligible  1.45% of eligible
earnings up to earnings (unlimited)
 $76,200 (2000)
 $80,400 (2001)
 Employee and
 Employee and employer funded
employer funded
Unemployment Insurance
Unemployment insurance benefits diurus
dan diatur oleh the Federal
Unemployment Tax Act (FUTA) (Amerika).
Employers pay 6.2% on first $7,000
earned by each employee ($434)
5.4% is disbursed to state
unemployment commissions ($378)
0.8% for federal admin costs ($56)
Unemployment Insurance (continued)
Beberapa perusahaan membayar actual
rate kepada negara tergantung dari
seberapa prioritas unployment tersebut
(5 year period)
Each state pays benefits (SUTA)
 Pembayaran umumnya berlanjut selama
26 minggu
 Tunjangan pengangguran tambahan untuk
tambahan 13 minggu
Unemployment Insurance (continued)
Kelayakan di sebagian besar negara bagian:
 Tersedia dan aktif mencari pekerjaan

 Tidak menolak pekerjaan yang sesuai

 Tidak meninggalkan pekerjaan secara sukarela

 Tidak menganggur karena perselisihan tenaga kerja

 Tidak dihentikan karena pelanggaran berat

 Sebelumnya telah bekerja di industri atau pekerjaan tertutup,

mendapatkan jumlah minimum yang ditentukan untuk
jangka waktu yang ditentukan.
Consolidated Omnibus Budget
Reconciliation Act (C.O.B.R.A.)
Family and Medical Leave Act
Cakupan: Employers with 50 or more
employees
kelayakan: 12 months employment with
employer in which employee works 1,250
hrs
kualifikasi: Under four specific
circumstances
kondisi: Employee must be able to return
to same job or one with equal status
Family and Medical Leave Act (continued)
Health benefits: Continue while
employee is on leave
pengecualian for key employees:
Reinstatement to former position may not
be required
Notification: 30 days
Retirement and Savings Plan
Payments

 Defined benefit plans

 Defined contribution plans
 The Employee Retirement
Income Security Act
(E.R.I.S.A.)
Defined Benefit Plans
Pengusaha setuju untuk memberikan
tingkatan pension berdasarkan:
fixed dollar, or
percentage-of-earnings amount that may vary
(increase) with years of seniority in the company.
Pengusaha mengatur hal ini melalui:
following an actuarially determined benefits
formula (mengikuti rumus aktuaris)
making current payments that will yield the
future pension benefit for a retiring employee.
Defined Contribution Plans
Harus ada spesifik kontribusi yang diminta oleh
pengusaha.
Final benefit received by employees is unknown
Dependent on the investment success of plan
manager
Two popular forms of these plans:
401 (k) plan
Employee Stock Ownership Plan (ESOP)
Profit sharing can be considered a defined
contribution plan if the distribution of profits is
delayed until retirement. (profit sharing harus
sampai pekerja tersebut pension)
Employee Retirement Income Security Act
(E.R.I.S.A.) (1 of 2)
Kelayakan: Employees at least 21 years
old and completed one year of service
Vesting: Cliff vs. graded
Year of service: 12 months of
employment with employer in which
employee works 1,000 hours
Fiduciary responsibilities: “Prudent-
person” rule
Employee Retirement Income Security Act
(E.R.I.S.A.) (2 of 2)
Funding requirements: Specified in act
Plan documentation: Summary plan
description distributed to all participants
Reporting: Annual Report Form 5500
filed with IRS
Pension Benefit Guaranty Corporation
(PBGC): Insures payment of certain
pension plan benefits
 Life Insurance Protection

Salary continuation
Group life insurance
Dependent group life insurance
Split-dollar plans
Medical and Medically related payments

General Health
Care Cost Control
Strategies

Short & Long

Term Disability

Dental Insurance

Vision Care
Health and Medical Benefits:
Payment Mechanisms
Indemnity (fee for service)
You play - - you pay
Advantages
Greatest freedom of choice for individual
Fewer “middlemen”
Disadvantages
Greatest cost
Over-utilization
Health and Medical Benefits
Payment Mechanisms (continued)
Managed Care
Networks of Providers
Advantages
Less costly
Typically provide greater benefits (including
preventative)
Disadvantages
Under-utilization
Management (utilization review)
Health and Medical Benefits:
Managed Care
Health Maintenance Organizations
(HMO’s)
Two Models
Staff (or clinic) model
Individual provider association (IPA)
Gatekeeper
Primary care physician
Controlling Health Care Costs
Change the Delivery System
Let Employees Choose
Redesign the Policies
Promote Wellness
Conduct Careful Reviews
Undertake a Utilization Review
Miscellaneous Benefits
Paid Time Off During Payment for Time Not
Working Hours Worked

Child Care

Elder Care

Domestic Partner
Benefits
Legal Insurance
Vision Care
Payment for Time Not Worked

GONE
FISHING
Paid Time Off During Working Hours
Summary
 Benefit pekerja merupakan salah satu
komponen penting dalam berbisnis.
 Banyak yang percaya bahwa meningkatkan
benefit memerlukan biaya yang mahal.
 Benefit bisa saja lebih hemat apabila kontrol
administrasi benefitnya lebih ketat melalui
paket-paket benefit yang diberikan.
 Cara lain untuk menghemat biaya untuk
benefit ialah memotong atau menghilangkan
beberapa paket benefit.