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?
WEEK 3

Healthcare Cost Management(graded)

Many Americans benefit from the investments in healthcare;
however, the recent cost growth, coupled with the economic downturn and
rising national deficit, has placed a great strain on the financial
systems used to finance healthcare, including private employer-sponsored
health insurance coverage and public insurance programs, such as
Medicare and Medicaid. What is the responsibility of individuals for the
cost of their care? Are health savings accounts and high-deductible
insurance policies an approach that should be expanded? What are the
concerns for low-income individuals?

Consumer-Driven Healthcare (graded)

Consumer-driven healthcare has become popular over the past few
years as employees seek tax advantages and cost savings on healthcare.
What are some of the key features of a consumer-driven healthcare plan?
Does your company currently offer any of these plans? If so, are you
taking advantage of them? Why or why not?
WEEK 4Life Insurance Plans (graded)
A major concern for most employees is caring for their families
in the event of the employees death. Many employers provide life
insurance for employees. Does your organization offer a group insurance
policy? If so, what is the basic plan design of your organizations life
insurance policy, and for how much are you covered? How do you value
this benefit in relation to the entire benefit package and why?

This section lists options that can be used to view responses.
Disability Plans (graded)
In addition to replacing household income when an employee either
retires or is no longer working, he or she may also carry some type of
income-replacement plan in the event they become disabled. Does your
current (or former) employer offer disability coverage for employees?
What are the specifics of your coverage? Do you feel the need to
purchase supplemental disability insurance? Why or why not? How do you
value this benefit in relation to the entire benefit package and why?WEEK 5Rules and Regulations (graded)
Discuss some of the legislation that helps to manage retirement
plans. What are some examples of laws that have been put into place to
protect employees? What are these laws purposed to do?
Retirement Plans (graded)
Why should an organization consider implementing a
company-sponsored retirement plan for its employees? What would be some
of the available options in choosing the right plan? Do you think
employees would favor a specific plan? If so, which plan would they
favor?WEEK 6

Paid Time Off (graded)

Some employers combine all paid time off, such as vacation, sick
leave, holidays, and personal days, into one large bank of time,
typically called paid time off (PTO). Discuss your organizations
current paid leave program. Does your organization have a PTO bank or
several categories of leave accrual? What do you think would be the pros
and cons of a PTO bank versus a traditional leave plan, including sick
time and vacation?

This section lists options that can be used to view responses.

Work-Life Benefits (graded)
What are some of the flexibilities your organization allows to
assist employees with achieving a good balance between work and life
responsibilities? Do you think more can be done? If so, describe your
perspective on what specific work-life benefits you would like to see
implemented and how they would be beneficial to employees and the
company.WEEK 7

Benefits Communication (graded)

Does your current (or previous) organization have a strategy in
place to communicate its benefits plan to employees? If so, how
effective is it, and what can be done to improve it? If not, what are
your thoughts on putting a benefits communication plan in place? Would
it be beneficial?

Benefits Administration and Cost Controls (graded)

Insurance providers and employers alike are searching for
techniques and strategies to help control their benefits costs. Has your
organization been able to find ways to improve your benefits program or
add new benefits without adding a heavy cost burden to your department
or your employees? Will your organizations budget for employee benefits
be growing, staying the same, or potentially shrinking over the coming
year?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?Many Americans benefit from the investments in healthcare;
however, the recent cost growth, coupled with the economic downturn and
rising national deficit, has placed a great strain on the financial
systems used to finance healthcare, including private employer-sponsored
health insurance coverage and public insurance programs, such as
Medicare and Medicaid. What is the responsibility of individuals for the
cost of their care? Are health savings accounts and high-deductible
insurance policies an approach that should be expanded? What are the
concerns for low-income individuals?Consumer-driven healthcare has become popular over the past few
years as employees seek tax advantages and cost savings on healthcare.
What are some of the key features of a consumer-driven healthcare plan?
Does your company currently offer any of these plans? If so, are you
taking advantage of them? Why or why not?A major concern for most employees is caring for their families
in the event of the employees death. Many employers provide life
insurance for employees. Does your organization offer a group insurance
policy? If so, what is the basic plan design of your organizations life
insurance policy, and for how much are you covered? How do you value
this benefit in relation to the entire benefit package and why?In addition to replacing household income when an employee either
retires or is no longer working, he or she may also carry some type of
income-replacement plan in the event they become disabled. Does your
current (or former) employer offer disability coverage for employees?
What are the specifics of your coverage? Do you feel the need to
purchase supplemental disability insurance? Why or why not? How do you
value this benefit in relation to the entire benefit package and why?WEEK 5Discuss some of the legislation that helps to manage retirement
plans. What are some examples of laws that have been put into place to
protect employees? What are these laws purposed to do?Why should an organization consider implementing a
company-sponsored retirement plan for its employees? What would be some
of the available options in choosing the right plan? Do you think
employees would favor a specific plan? If so, which plan would they
favor?WEEK 6Some employers combine all paid time off, such as vacation, sick
leave, holidays, and personal days, into one large bank of time,
typically called paid time off (PTO). Discuss your organizations
current paid leave program. Does your organization have a PTO bank or
several categories of leave accrual? What do you think would be the pros
and cons of a PTO bank versus a traditional leave plan, including sick
time and vacation?What are some of the flexibilities your organization allows to
assist employees with achieving a good balance between work and life
responsibilities? Do you think more can be done? If so, describe your
perspective on what specific work-life benefits you would like to see
implemented and how they would be beneficial to employees and the
company.WEEK 7Does your current (or previous) organization have a strategy in
place to communicate its benefits plan to employees? If so, how
effective is it, and what can be done to improve it? If not, what are
your thoughts on putting a benefits communication plan in place? Would
it be beneficial?Insurance providers and employers alike are searching for
techniques and strategies to help control their benefits costs. Has your
organization been able to find ways to improve your benefits program or
add new benefits without adding a heavy cost burden to your department
or your employees? Will your organizations budget for employee benefits
be growing, staying the same, or potentially shrinking over the coming
year?