Compensation

What Atypical Benefits Are Your Competitors offering?

In yesterday’s Advisor, we presented non-healthcare survey results from M Lee Smith Publishers. Today, more survey results and an introduction to a special program just for smaller or even one-person HR departments.

About 500 employers participate in the survey. Here are the detailed results. (Go here for yesterday’s survey results.)

If your organization has a 401(k) or 403(b) plan, do you automatically enroll employees in it?

Answer

Count

Percentage

Yes

129

25.39%  

No

276

54.33%  

No, but we are planning to start automatic enrollment.

10

1.97%  

We don’t offer a 401(k) or 403(b) plan.

17

3.35%  

Other

5

0.98%  

No answer

71

13.98%  

Did you add an in-plan Roth conversion feature that was recently made available by the Small Business Jobs Act of 2010?

Answer

Count

Percentage

Yes

60

11.81%  

No

309

60.83%  

No, but we are planning to add it

15

2.95%  

I’ve never heard about the feature.

40

7.87%  

Other

7

1.38%  

No answer

77

15.16%  

Which of the following “atypical” benefits to you offer your employees?

Answer

Count

Percentage

Sabbaticals (both paid and unpaid)

34

6.69%  

Pet insurance

16

3.15%  

Childcare beyond assistance and referral options

8

1.57%  

On-site fitness center

76

14.96%  

Flex work arrangements

124

24.41%  

Financial planning assistance

70

13.78%  

Legal assistance program

68

13.39%  

Commuter benefits

42

8.27%  

Free or low-priced meals for employees (9)

30

5.91%  

Concierge service  

9

1.77%  

Other

46

9.06%  

How do your non-health insurance benefits offerings compare with last year’s?

Answer

Count

Percentage

Less generous this year

49

9.65%  

About the same

408

80.31%  

More generous this year

22

4.33%  


Managing an HR Department of One was recently recognized as one of SHRM’s “Great 8” best-selling products. Examine it at no cost or risk for 30 days and find out what all the buzz is about.


What changes do you think your organization’s benefits costs (other than health care costs) will experience in 2011?

Answer

Count

Percentage

Costs will rise significantly

81

15.94%  

Costs will rise, but the change won’t be very significant

198

38.98%  

Costs will stay pretty much the same with a small rise due to inflation

172

33.86%  

Costs will go down

5

0.98%  

Other

6

1.18%  

No answer

46

9.06%  

Do you offer benefits (other than health insurance) to your employees’ unmarried partners?

Answer

Count

Percentage

Yes

87

17.16%  

No

382

75.35%  

Not Sure

5

0.99%  

Other

9

1.78%  

No answer

24

4.73%  

Benefits—one more tricky HR challenge. We’re talking about intermittent leave challenges; accommodation headaches; investigation woes; training, interviewing, and attendance; to name just a few. In HR, if it’s not one thing, it’s another. And in a small department, it’s just that much tougher.

BLR’s Managing an HR Department of One is unique in addressing the special pressures small HR departments face. Here are some of its features:

  • Explanation of how HR supports organizational goals. This section explains how to probe for what your top management really wants and how to build credibility in your ability to deliver it.
  • Overview of compliance responsibilities, through a really useful, 2-page chart of 23 separate laws that HR needs to comply with. These range from the well-known Fair Labor Standards Act (FLSA), Family and Medical Leave Act (FMLA), and new healthcare reform legislation, to lesser-known, but equally critical, rules such as Executive Order 11246. Also included are examples of federal and state posting requirements. (Proper postings are among the first things a visiting inspector looks for—especially now that the minimum wage has been repeatedly changing.)

Feel as if you’re all alone in HR? Take on a partner—Managing an HR Department of One. Examine it at no cost or risk for 30 days. Get more information.


  • Training guidelines. No matter the size of your company, expect to conduct training. Some of it is required by law; some of it just makes good business sense. Managing an HR Department of One walks you through how to train efficiently and effectively with a minimum of time and money.
  • Prewritten forms, policies, and checklists. These are enormous work savers! Managing an HR Department of One has 46 such forms, from job apps and background check sheets to performance appraisals and leave requests, in both paper and on CD. The CD lets you easily customize any form with your company’s name and specifics.

If you’d like a more complete look at what Managing an HR Department of One covers, click the Table of Contents link below. Or, better yet, take a look at the entire program. We’ll send it to you for 30 days’ evaluation in your own office with no obligation to buy. Click here, and we’ll be happy to make the arrangements.

Download Table of Contents
Order or Get More Information

More Articles on Compensation

Print
  • Anonymous

    With the cost of gas and mass transit tickets rising so quickly, it is surprising that more respondents aren’t offering commuter benefits.

  • Anonymous

    We’ve heard that some employers are offering unlimited vacation (subject to manager approval)–low-cost for employers and employees like it, too. Anyone trying this?