SEF-BUX8011 - Human Resources - Benefits Administration

Course Description

This course will provide participants with a basic understanding of laws/regulations affecting benefits administration and an overview of legally required and voluntary benefit programs. Participants will learn how to evaluate an organization’s benefits program in terms of meeting the goals of the organization and the needs of the employees.

Course Outline

1. Total Compensation
   • Pay
   • Incentives
   • Legally Required Benefits
   • Voluntary Benefits
   • Fringe Benefits
2. Tax and Accounting Treatment of Compensation and Benefits 
   • Financial Accounting Standards Board 
   • IRS Regulations
   • Employee vs. Independent Contractor
3. Other Factors Affecting Benefits 
   • Economics Factors
   • Industry Competition
   • Market Trends
4. Benefits Required by Law 
   • Social Security
   • Workers Compensation
   • Unemployment Compensation
   • Unpaid Leave (FMLA)
   • Job Protection (USERRA)
   • Continuation of Benefits (COBRA)
5. Voluntary Benefits – Basics and Frills
   • Health Protection
   • Dental Coverage
   • Other health benefits: vision, wellness, etc.
   • Death Benefits
   • Retirement Plans
   • Disability Income Protection
   • Pay for Time Not Worked
   • Employee Assistance Programs
   • Unpaid Leave
   • Employee Services: Credit Union; Legal/Financial Counseling, etc.
   • Other: Educational, Dependent Care, Auto/Property, etc.
6. Flexible Plans/Cafeteria Plans
7. Managing Corporate Benefit Programs
   • Corporate Philosophy
   • Planning and Strategy Development
   • Employee Needs and Assessment
   • Utilization Analysis
   • Communication
   • Cost Management and Evaluating Program Effectiveness
8. Legal Considerations in Administering Employee Benefits
   • Disparate Treatment/Disparate Impact
   • Civil Rights Act
   • Equal Pay Act
   • Age Discrimination in Employment Act (ADEA)
   • Americans With Disabilities Act (ADA)
   • Employee Retirement and Income Security Act (ERISA)
   • Pregnancy Discrimination in Employment Act (PDEA)
   • Consolidated Omnibus Budget Reconciliation Act (COBRA)
   • Family Medical Leave Act (FMLA)
   • Health Insurance Portability and Accountability Act (HIPAA)
   • Mental Health Parity Act (MHPA)
   • Uniformed Services Employment and Reemployment Rights Act (USERRA)
   • Economic Growth and Tax Relief Reconciliation Act of 2001 (EGTRRA)

Learner Outcomes

Upon successful completion of this course, the participants will be able to:

• Define what a benefit is and identify two strategic reasons why employers provide benefits.
• Distinguish between mandated and voluntary benefits and list at least three examples of each.
• Describe at least one major requirement of each of the following federal legislative acts: Social Security, Workers Compensation, Unemployment Compensation, ERISA, COBRA, FMLA, ADA, HIPAA, USERRA, and EGTRRA.
• Describe a cafeteria-style approach to benefits and list at least three benefits that can be offered with special tax treatment.
• Explain why family-oriented and time-off benefits have grown in importance to many employees.
• Explain why health-care cost management has become important and identify at least two methods of managing or controlling health care cost.
• Explain why benefits communication is critical to the efficient and legal administration of a benefit program and list at least three methods of communication.
• Explain the difference between a defined contribution and a defined benefit plan and provide an example of each type of plan.
• Explain the difference between a qualified and non-qualified benefit plan.
• Explain the significance of the terms “covered employee,” “covered dependent,” “coverage period,” “covered service,” and “QDRO” when administering employee benefit plans.

Notes

Evaluation:  class participation 

Instructors

• Debra Simons

Applies Towards the Following Certificates

• Human Resources Certificate Program : Human Resources Certificate Program