“WEEK1 Benefit Plans
Monic
“WEEK1 Benefit Plans (graded) Employer-sponsored benefits reflect the culture and business of
the organization, and plans should be crafted and selected accordingly.
Think about your current (or former) organization’s benefit plan. Did it
help to improve the quality of your work, as well as your personal
life? Why or why not? Was it a generous benefits program or were there
specific benefits you felt should have been included?Benefit Planning Process (graded)
As part of conducting a benefit plan needs assessment, a human
resource professional must consider the organizations business
strategy, as well as its compensation philosophy. What do you think is
the next step that should be taken? What are some of the possible
outcomes of a benefit plan needs assessment?WEEK 2
Role of Government (graded)
Other than the mandates of the Internal Revenue Code (IRC) and a
few other ineffectual reporting and disclosure requirements, benefit
programs were practically unregulated by the federal government before
the major shift that came with the enactment of the Employee Retirement
Income Security Act (ERISA) of 1974, which was primarily aimed at
traditional defined benefit (DB) pension plans but applicable to other
employer-sponsored retirement and benefit programs. What is the
governments current role in regulating the administration of employee
benefits? Do you think there is too little or too much government
intervention? Why?
This section lists options that can be used to view responses.Government-Mandated Benefits (graded)
There are certain benefits that are legislatively mandated and
cannot be altered or dropped by an organization for any reason other
than the organization is closing its doors for good! Social security and
Medicare, unemployment insurance, workers compensation, COBRA, and
FMLA are all federal- and state-mandated programs. What do you think
determines the types of programs that the government chooses to make
mandatory? Do you feel these programs are efficient and effective? Why
or why not?Employer-sponsored benefits reflect the culture and business of
the organization, and plans should be crafted and selected accordingly.
Think about your current (or former) organization’s benefit plan. Did it
help to improve the quality of your work, as well as your personal
life? Why or why not? Was it a generous benefits program or were there
specific benefits you felt should have been included?As part of conducting a benefit plan needs assessment, a human
resource professional must consider the organizations business
strategy, as well as its compensation philosophy. What do you think is
the next step that should be taken? What are some of the possible
outcomes of a benefit plan needs assessment?Other than the mandates of the Internal Revenue Code (IRC) and a
few other ineffectual reporting and disclosure requirements, benefit
programs were practically unregulated by the federal government before
the major shift that came with the enactment of the Employee Retirement
Income Security Act (ERISA) of 1974, which was primarily aimed at
traditional defined benefit (DB) pension plans but applicable to other
employer-sponsored retirement and benefit programs. What is the
governments current role in regulating the administration of employee
benefits? Do you think there is too little or too much government
intervention? Why?There are certain benefits that are legislatively mandated and
cannot be altered or dropped by an organization for any reason other
than the organization is closing its doors for good! Social security and
Medicare, unemployment insurance, workers compensation, COBRA, and
FMLA are all federal- and state-mandated programs. What do you think
determines the types of programs that the government chooses to make
mandatory? Do you feel these programs are efficient and effective? Why
or why not?”
