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    by contacting plans available in your area, you have learned that the plan you represent has a significantly lower monthly premium than the others. furthermore, you see that the plan you represent has a unique benefits package. what should you do to make sure your clients know about these pieces of information?

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    get by contacting plans available in your area, you have learned that the plan you represent has a significantly lower monthly premium than the others. furthermore, you see that the plan you represent has a unique benefits package. what should you do to make sure your clients know about these pieces of information? from EN Bilgi.

    The Most Desirable Employee Benefits

    Health insurance, flexible hours, and vacation time.

    Compensation And Benefits

    The Most Desirable Employee Benefits

    by Kerry Jones by Kerry Jones February 15, 2017

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    In today’s hiring market, a generous benefits package is essential for attracting and retaining top talent. According to Glassdoor’s 2015 Employment Confidence Survey, about 60% of people report that benefits and perks are a major factor in considering whether to accept a job offer. The survey also found that 80% of employees would choose additional benefits over a pay raise.

    Google is famous for its over-the-top perks, which include lunches made by a professional chef, biweekly chair massages, yoga classes, and haircuts. Twitter employees enjoy three catered meals per day, on-site acupuncture, and improv classes. SAS has a college scholarship program for the children of employees. And plenty of smaller companies have received attention for their unusual benefits, such as vacation expense reimbursement and free books.

    But what should a business do if it can’t afford Google-sized benefits? You don’t need to break the bank to offer attractive extras. A new survey conducted by my team at Fractl found that, after health insurance, employees place the highest value on benefits that are relatively low-cost to employers, such as flexible hours, more paid vacation time, and work-from-home options. Furthermore, we found that certain benefits can win over some job seekers faced with higher-paying offers that come with fewer additional advantages.

    As part of our study, we gave 2,000 U.S. workers, ranging in age from 18 to 81, a list of 17 benefits and asked them how heavily they would weigh the options when deciding between a high-paying job and a lower-paying job with more perks.

    Better health, dental, and vision insurance topped the list, with 88% of respondents saying that they would give this benefit “some consideration” (34%) or “heavy consideration” (54%) when choosing a job. Health insurance is the most expensive benefit to provide, with an average cost of $6,435 per employee for individual coverage, or $18,142 for family coverage.

    The next most-valued benefits were ones that offer flexibility and improve work-life balance. A majority of respondents reported that flexible hours, more vacation time, more work-from-home options, and unlimited vacation time could help give a lower-paying job an edge over a high-paying job with fewer benefits. Furthermore, flexibility and work-life balance are of utmost importance to a large segment of the workforce: parents. They value flexible hours and work-life balance above salary and health insurance in a potential job, according to a recent survey by FlexJobs.

    Eighty-eight percent of respondents said they’d give some or heavy consideration to a job offering flexible hours, while 80% would give consideration to a job that lets them work from home. Both flexible hours and work-from-home arrangements are affordable perks for companies that want to offer appealing benefits but can’t afford an expensive benefits package. Both of these benefits typically cost the employer nothing — and often save money by lowering overhead costs.

    More vacation time was an appealing perk for 80% of respondents. Paid vacation time is a complicated expense, since it’s not simply the cost of an employee’s salary for the days they are out; liability also plays into the cost. American workers are notoriously bad at using up their vacation time. Every year Americans leave $224 billion dollars in unused vacation time on the table, which creates a huge liability for employers because they often have to pay out this unused vacation time when employees leave the company. Offering an unlimited time-off policy can be a win-win for employer and employee. (Over two-thirds of our respondents said they would consider a lower-paying job with unlimited vacation.) For example, HR consulting firm Mammoth considers its unlimited time-off policy a success not just for what it does but also for the message it sends about company culture: Employees are treated as individuals who can be trusted to responsibly manage their workload regardless of how many days they take off.

    Switching to an unlimited time-off policy can solve the liability issue; wiping away the average vacation liability saves companies $1,898 per employee, according to research from Project: Time Off. And with only 1%–2% of companies currently using an unlimited time-off policy, according to the Society for Human Resource Management (SHRM), it’s clearly a benefit that can make companies more attractive.

    Contrary to what employers might expect, unlimited time off doesn’t necessarily equal less productive employees and more time out of the office. A survey from The Creative Group found that only 9% of executives think productivity would decrease significantly if employees used more vacation time. In some cases, under an unlimited time-off policy, employees take the same amount of vacation time. We adopted an unlimited time-off policy at Fractl about a year ago and haven’t seen a negative impact on productivity. Our director of operations, Ryan McGonagill, says there hasn’t been a large spike in the amount of time employees spend out of the office, but the quality of work continues to improve.

    Source : hbr.org

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    Understanding Marketplace health insurance categories

    Choosing a health plan can be complicated. Use this guide to learn how to compare Marketplace plans and choose one that's right for you.

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    How to pick a health insurance plan

    The health plan categories: Bronze, Silver, Gold & Platinum

    Plans in the Marketplace are presented in 4 health plan categories: Bronze, Silver, Gold, and Platinum. (“Catastrophic” plans are also available to some people.)

    FYI

    Health plan categories are based on how you and your plan split the costs of your health care. They have nothing to do with quality of care.

    How you and your insurance plan split costs

    Estimated averages for a typical population. Your costs will vary.

    Plan CategoryThe insurance company paysYou pay

    Bronze 60% 40% Silver 70% 30% Gold 80% 20% Platinum 90% 10%

    Which health plan category is right for you?

    Bronze

    Lowest monthly premiumHighest costs when you need care

    Bronze plan deductibles — the amount of medical costs you pay yourself before your insurance plan starts to pay — can be thousands of dollars a year.

    Good choice if: You want a low-cost way to protect yourself from worst-case medical scenarios, like serious sickness or injury. Your monthly premium will be low, but you’ll have to pay for most routine care yourself.

    Silver

    Moderate monthly premiumModerate costs when you need care

    Silver deductibles — the costs you pay yourself before your plan pays anything — are usually lower than those of Bronze plans.

    Begin highlighted text

    Getting extra savings with a Silver planIf you qualify for cost-sharing reductions: You must pick a Silver plan to get the extra savings. You can save hundreds or even thousands of dollars per year if you go to the doctor a lot. (Silver plans may also be available if you’re eligible for a premium tax credit and can enroll through a Special Enrollment Period based on estimated household income.)If you’re enrolled in a Silver plan and lose your cost-sharing reductions: You’ll qualify for a Special Enrollment Period. If you want to change plans, you can enroll in a Bronze, Silver or Gold plan that meets your needs and fits your budget.

    End highlighted text

    Good choice if: You qualify for “extra savings” — or, if not, if you’re willing to pay a slightly higher monthly premium than Bronze to have more of your routine care covered.

    Gold

    High monthly premiumLow costs when you need care

    Deductibles — the amount of medical costs you pay yourself before your plan pays — are usually low.

    Good choice if: You’re willing to pay more each month to have more costs covered when you get medical treatment. If you use a lot of care, a Gold plan could be a good value.

    Platinum

    Highest monthly premiumLowest costs when you get care

    Deductibles are very low, meaning your plan starts paying its share earlier than for other categories of plans.

    Good choice if: You usually use a lot of care and are willing to pay a high monthly premium, knowing nearly all other costs will be covered.

    Find out how to use total costs of care to pick a category and plan that work for you.

    Note: Plans in all categories provide free preventive care, and some offer selected free or discounted services before you meet your deductible.

    Your premium can be lower, based on your income

    No matter which health plan category you choose, you can save a lot of money on your monthly premium based on your income.

    When you fill out a Marketplace insurance application, you’ll find out if you qualify for these savings. Learn how you can save on your monthly insurance bill with a premium tax credit.

    You can do a quick check now to see if your income’s in the range to qualify.

    Can we improve this page?

    Source : www.healthcare.gov

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