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In thIs Issue

CEBS Testimonial

CEBS Online Study

Course Corner

ISCEBS President’s Message

34th ISCEBS Employee Benefits Symposium

National Employee Benefits Day

Benefit Trends Benchmarking Survey

New Graduates

What’s New

Resources for You and Your Employer

Articles in Review

CEBS Information

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My CEBS Story— Laura Wilde, CEBS

International Society President Ron Krupa:

“We are a strong group of professionals with a common connection.”

Published for registrants of the Certified Employee Benefit Specialist® program.

CEBS Department | March 2015

sAnDRA L. BeCKeR, CeBs | Director, CEBS/ISCEBS

LInDA s. BIeLsKI, CeBs | Director, CEBS Field Services

LAuRA J. JesKe, CeBs | Administrator, CEBS Operations

KRIsten sOBOLeWsKI | Administrator, CEBS/ISCEBS

eRIKA R. tuRneR, CeBs | Manager, CEBS Operations

With the exception of official CEBS announcements, the opinions given in articles are those of the authors.

The International Foundation disclaims responsibility for views expressed and statements made

in articles published.

©2015 International Foundation of Employee Benefit Plans, Inc. ISSN: 0895-9226

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18700 West Bluemound Road | Brookfield, WI 53045 Phone: (262) 786-6710, option 3 | Fax: (262) 786-8780

E-mail: cebs@ifebp.org | Website: www.cebs.org

newsSCOPEC E B S N E W S L E T T E R

March 2015 | Volume XXXIII | Number 1

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newssCOPe | March 2015 | 2

My CEBS StoryLaura Wilde, CEBS Benefits Specialist Oil States International, Inc. Arlington, Texas

My introduction to employee benefit administration happened in 1987 when my duties included explaining company benefits, processing enrollment, filing claims

and distributing EOBs and reimbursement checks. HIPAA defi-nitely changed things!

I learned of a thing called a CEBS designation with a job change in 2004 and a suggestion from my boss to consider taking advantage of the company’s continuing educa-tion benefit. Since I was working in a benefits administration role, he suggested that I check into taking CEBS courses. Although he had never taken a CEBS course, his re-search found it to be a more distin-guished program than others. So, to please the new boss and to take ad-

vantage of the company-paid education, I enrolled in the first course.

I received the study materials and textbook and thought, “What the heck did I get myself into?” The Learning Guide and textbook were massive, and I immediately realized that the course was not going to be a cakewalk. I enrolled in the online study program with the thought that the structure would keep my studies on track, but I soon discovered that the instructor notes were valuable tools for exam preparation. I continued to use the online study program with each course I enrolled in.

My first exam was in May 2005, and I completed another course and exam in November 2005. As my family and I relo-cated because of job changes and to care for aging parents, I put

my pursuit of the CEBS designation on hold, but it was never forgotten. I included the completed courses and the desire to continue working toward the designation on every job applica-tion. In 2008, a new job brought me back into a predominantly benefits-related role and to a company that encouraged and supported my pursuit of the CEBS designation. I earned the GBA designation in March 2011 and CMS and CEBS designa-tions in June 2014.

Being in a room full of Certified Employee Benefit Specialists

and designees who could truly appreciate the time and effort devoted

to the goal of achieving the designation was inspiring.

Attending the conferment ceremony at the 33rd Annual IS-CEBS Employee Benefits Symposium in Phoenix, Arizona was the ultimate recognition and celebration for all the time and hard work put into obtaining the designation. Being in a room full of Certified Employee Benefit Specialists and designees who could truly appreciate the time and effort devoted to the goal of achieving the designation was inspiring. Walking across the stage to receive the pin was a very proud moment.

The Symposium sessions provided an opportunity to experi-ence quality presentations and information sharing with fellow professionals and other specialists. They provided a wealth of current and practical information that I have already referred back to in my daily responsibilities.

If you are considering pursuing the CEBS designation, def-initely get started—It is worth the time and effort. And if you have not attended a Symposium, I encourage you to do so. It’s a class act!

Laura Wilde, CeBs

Are you interested in sharing your CEBS experience? Contact Linda Bielski at lbielski@ifebp.org or (262) 373-7671 for more information.

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newssCOPe | March 2015 | 3

Meet Monica Lewis GBA 1 (Group Health Plan Design) Instructor

Monica Lewis, CeBs, CBP, CCP Principal, Touchstone Consulting Group, Worcester, Massachusetts

Ms. Lewis is a principal of Touchstone Consulting Group, Inc., a private and independent firm specializing in employee bene-fits and executive compensation programs. As a member of the health and welfare practice team at Touchstone, she works pri-marily on health care and survivor benefits programs for corpo-rate, Taft-Hartley and not-for-profit organizations. Before joining Touchstone more than a dozen years ago, she had seven years’ experience in corporate benefits man-agement in the financial services industry.

Ms. Lewis earned the CEBS designation in 1991. She is a graduate of Boston Col-lege and earned her M.B.A. degree from Boston University. She has taught CEBS courses at colleges and employer sites in the Boston-Providence-Worcester area, and she has served as instructor for the GBA 1 online course since 2001. Ms. Lewis is a past president of the Greater Boston Chapter of ISCEBS. She has also earned the Certified Compensation Professional (CCP) and Certified Benefits Professional (CBP) designations from WorldatWork.

The best advice I can give anyone who is studying is to not get discouraged! The CEBS courses are tough, and that’s why the certifications are so valuable. Many of us (me included) have failed at least one exam along the way. Don’t let a negative exam outcome deter you from trying again! Monica Lewis, CEBS

Monica Lewis, CEBS, CBP, CCP

summer 2015 note the neW start Date! May 26-July 31GBA 1—Group Health Plan DesignGBA 2—Group Benefits ManagementGBA 3—Health Care: Financing, Quality

and ReformRPA 1—Retirement Plan DesignCMS 1—Human Resources and Compensa-

tion Management

Fall 2015 (tentative— subject to change) September 14-November 20GBA 1—Group Health Plan DesignGBA 2—Group Benefits ManagementGBA 3—Health Care: Financing, Quality

and ReformRPA 1—Retirement Plan DesignRPA 2—Retirement Plan ManagementRPA 4—Personal Wealth ManagementCMS 1—Human Resources and Compensa-

tion ManagementCMS 2—Compensation Concepts and Prin-

ciplesCMS 3—Executive Compensation

Providing you with the flexibility of where, when and how to study!

CEBS online study classes are a great way to enhance your studying and help you prepare for an exam.

Our online instructors are some of the best in the industry. They’re committed to helping you learn the material and pass the CEBS exams. They come with real-world experience and, while they each have a unique way of presenting the material, you can be certain that each course will include:

• A structured syllabus to guide you through the course information

• Supplemental assignment notes that correspond to the readings of the Learning Guide and textbook

• An audio overview of the material for each assignment

• Interactive quizzes and learning ac-

tivities that help monitor your prog-ress

• At least one live interactive review session (classes even include record-ings of previously held review ses-sions)

• A discussion board to allow you to ask questions of your instructor and interact with other students

• Supplemental course information with additional resources such as current articles and websites.

And beginning this summer, classes will run for 10 weeks. You can be assured, though, that you won’t miss a thing! Classes will continue to contain all of the great features you’ve come to expect when participating in a CEBS online study class.

CEBS Online Study—

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newssCOPe | March 2015 | 4

This page summarizes upcoming and recent CEBS course revisions. If you are planning to take the exam for any of the courses listed below, please make sure you have the correct study materials for your intended testing quarter. Questions regarding study materials or revisions can be directed to CEBS customer service at cebs@ifebp.org.

Readings update: Required Reading for RPA 4The American Taxpayer Relief Act of 2012 was adopted by Congress on January 1, 2013 to

address key elements of the so-called fiscal cliff. The act contained a variety of tax-related pro-visions. The CEBS program has issued an update entitled “Highlights of the American Tax-payer Relief Act.” This update is applicable to RPA 4 and is subject to inclusion on the CEBS examination for RPA 4.

To view the update on our website, click here.

CourseCorner

2015 Course Revision New Study Revision Current Study Materials Materials Course Effective Valid Through Available

CMs 3—executive 2nd Quarter 2015 March 31, 2015 February 2015 Compensation April 1, 2015

Recent Course Revisions—2014 Course Revision Effective New Study Materials Course Assignments

CMs 2—Compensation October 1, 2014 Learning Guide, 2nd edition Concepts and Principles Compensation, 11th edition, by Milkovich, newman and Gerhart. McGraw-hill, 2014.

GBA 3—health Care: October 1, 2014 Learning Guide, 3rd edition Financing, Quality and Reform Health Insurance, 2nd edition, by Michael Morrisey. health Administration Press, 2014.

1. Compensation Management: A strategic Approach and Analytical Framework

2. establishing Internal Alignment

3. Job Analysis—Critical First step in Job-Based Pay systems

4. Job evaluation: Measuring Content, Value and exter-nal Market Links

5. Person-Based Pay systems

6. Attracting and Retaining talent

7. Designing Pay Levels, Mix and Pay structures

8. Rewarding talent: Pay for Performance

9. Aligning strategy, talent and Rewards: Pay-for-Performance Plans

10. employee Benefits: Key Feature of total Rewards

11. Rewards in a Global Marketplace

12. Managing the Compensa-tion Process

1. strategic Plan Design Amidst an evolving environment

2. underwriting and Rate Making

3. Application of Risk Adjustment

4. effect of selective Contracting

5. Premium Price sensitivity and Out-of-network Benefits

6. Measuring and Improving Quality of Care

7. Quality Improvement and Cost Reduction through Accreditation

8. Innovation and Challenge of the Patient-Centered Medical home Model

9. health Insurance exchanges

10. small Group Market11. Overview of Medicare12. Retiree Coverage

Course CorrectionsIf you are studying GBA 1, GBA 2 or RPA 4, please click here for important updates to the course’s content. All updates and corrections

are required reading for the national exam.

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newssCOPe | March 2015 | 5

International Society President Ron Krupa: Committed to Raising the Awareness and Appreciation of the CEBS Designation

As the 2015 ISCEBS President, I applaud your efforts to enhance your professional development by continuing your CEBS studies.

As a next step, if you haven’t done so already, I encourage you to join the International Society of Certified Employee Benefit Special-ists (ISCEBS) and your local chapter. Networking, education, publications and online resources are just a few of the many benefits of membership. I’ve stood in your shoes as someone who is trying to balance personal and pro-fessional obligations, and I’ve found the resources that the Society and your local chapter provide are immea-surable. It’s a value that far outweighs the cost of membership. As a CEBS student, you can join an elite group of like-minded professionals serving the employee benefits industry.

During my year as Society president, I’m committed to rais-ing the awareness and appreciation of the CEBS designation. Take a minute to read an excerpt from my message that was sent to all Society members—I’m sure you’ll agree that “we are a strong group of professionals with a common connection!”

If you’d like to learn more about the value of Society and lo-cal chapter membership, feel free to contact the Society at (262) 786-8771 or iscebs@iscebs.org.

Krupa’s Message: We Are a strong Group of Professionals With a Common Connection!

As Society President, I want to raise public awareness and ap-preciation for the CEBS designation. We worked hard to achieve this designation, and it’s important for employers to understand the value we bring to the table. As mentioned in a session at the Symposium in Phoenix last year, employers looking for outside experts to help with benefits issues should make sure to ask for

someone with the CEBS designation. Consultants and advisors who have the CEBS designation should make sure their clients understand what that means and how it helps them deliver bet-ter service.

The educational resources from the International Founda-tion and the CEBS curriculum are the crème de la crème of benefits education. These resources must evolve to meet the needs created by the new and changing legislation. Holding the CEBS, GBA, RPA or CMS designation is a huge accom-plishment and well-recognized within the Society and Founda-tion. But how do we get employers to understand and support the value of these designations? As the common analogy goes, employers would make sure to hire a CPA to work on their taxes, so they should be sure to hire a CEBS to work on their benefits.

We have access to a lot of resources as members of the Inter-national Society. One of my goals for 2015 is to ensure we are still receiving value for our membership and explore ways to increase that value. Whether by continuing discounts to Society members on International Foundation educational materials and conferences or by opening up new membership benefits—I want to help you justify your membership dues and continue to find value.

We are a strong group of professionals with a common con-nection. All of us have passion for what we do and an opportu-nity to grow. Continue to leverage each other as you work through your challenges. Look for the ISCEBSLink Discussion Board to undergo a major revision that will further enhance the ability to collaborate. Attend local chapter meetings and serve as a mentor to a younger professional starting out in ben-efits. And finally, do not miss the opportunity to attend the premier benefits conference—the ISCEBS Symposium in beau-tiful Vancouver, British Columbia. Get your passports ready and hop on for a fun and busy ride through 2015.

Ronald Krupa, CEBS, ISCEBS Fellow, is the 2015 ISCEBS President. He is the global benefits director for First Advantage in St. Petersburg, Florida.

Ronald Krupa, CeBs, IsCeBs Fellow

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newssCOPe | March 2015 | 6

Join YOUR Society!

As a CEBS student, you are eligible to join the International Society of Certified Employee Benefit Specialists (ISCEBS). You took the first step in solidifying your career in benefits when you enrolled in the CEBS program. Now it’s time to continue your journey by joining ISCEBS.

The Society is a group of CEBS gradu-ates and students like you. Society members have extensive benefits knowledge, and they’re all willing to share their wisdom and expertise with you.

As a Society member, you’ll have access to a wide variety of benefits, including:

• The ISCEBSLink—a listserve dis-cussion forum where members ask benefits questions, weigh in on issues and provide valuable resources for each other. It’s a great group where ev-eryone is willing to share information.

• The Information Center—You’ll have access to a repository of infor-

mation unmatched in the industry. Information specialists will perform the research to answer questions you ask of them. Members say one call or e-mail to the Information Center saves them up to six hours of work, which they translate into $500 or more in savings for their organiza-tion. Each Society member receives three free requests each year.

• Local Chapters—Bui ld your profess ional network through ISCEBS local chapters across North America.

• Symposium—• Amplify/maximize educational op-

portunities at the annual Symposium with 2½ days of top-rated industry education designed for you. The 2015 Symposium will be held in Vancouver, British Columbia August 23-26.

• Job and Resumé Service—Widen your employment search with the In-ternational Foundation’s job board at no additional cost.

• Member Directory—Exclusive list-ing of Society members provides ac-cess to a national network of benefits and compensation professionals.

• Bookstore—Discover the most complete collection of industry re-sources and reference materials at a reduced rate.

• Publications—Well-timed informa-tion in NewsBriefs provides benefits information, Society activities, sur-vey findings and more. Written by recognizedexpertsintotalbenefits,each issue of Benefits Quarterly delves into a particular issue or trend, covering it from multiple per-spectives.

We know you are juggling a lot as a CEBS student: CEBS studies and exams, not to mention your regular “day” job and other personal obligations. Connect with a group of like-minded professionals and join the Society for a special rate of $205.

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newssCOPe | March 2015 | 7

Reserve August 23-26, 2015 on your calendar for unsurpassed educational resources and the ability to network with old friends, make new contacts and access some of the brightest minds in the business.

A highlight of the Symposium is the conferment ceremony that will take place on Sun-day, August 23. New CEBS graduates and GBA, RPA and CMS designees will be recognized for their accomplishments.

Look for a robust educational agenda containing all the latest and most critical topics. The sessions will be grouped into four educational tracks: health, retirement, general topics and a track specifically dedicated to Canadian topics. Established experts deliver sessions and provide concrete takeaways so that you can walk away with solid, actionable informa-tion and an immediate return on investment.

Attending the Symposium can also help you fulfill your professional education require-ments, a real plus when we’re all tasked with making each dollar and minute count. Each year, the Symposium is approved by a variety of professions in many states and provinces, including insurance producers and attorneys.

The Symposium is the conference that will keep you talking long after you get home, with knowledge that will keep you in demand. To register or learn more about the Sympo-sium, including sponsorship opportunities, visit www.iscebs.org/symposium or contact the Society at iscebs@iscebs.org or (262) 786-8771.

3 4 t h A n n u A l I S C E B S

Employee Benefits

August 23-26, 2015 Hyatt Regency Vancouver | Vancouver, British Columbia

Attend Your CeBs Conferment Ceremony Sunday, August 23

August 23-26, 2015 hyatt Regency Vancouver Vancouver, British Columbia

Register Now!

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newssCOPe | March 2015 | 8

foundationnews

Benefits Day Game Plan: Wellness 2.0

employee wellness programs have long focused on the physical side of wellness—offering initiatives like weight-loss programs and health risk assess-

ments—but as the idea of employee wellness evolves, employers are realizing that the health of their workforce extends beyond just a number on the scale.

National Employee Benefits Day 2015 is focusing on Wellness 2.0—the growing movement to expand well-ness to encompass body, mind, wallet, community and work. The International Foundation encourages you to

celebrate the day by ex-amining what initiatives your organization could offer to help plan partici-pants increase their overall well-being.

Visit www.ifebp.org/benefitsday to find helpful Wellness 2.0 resources and join your col-leagues across the country in celebrating National Em-ployee Benefits Day on April 2, 2015!

1. Body• nutrition

counseling• healthy food at

meetings• exercise breaks

during work time• standing work

stations• employer-

sponsored sports teams

2. Mind• employee

assistance programs (eAPs)

• Crisis response counseling

• stress management programs

• end-of-life counseling

• On-site meditation classes

3. Wallet• Free personal

finance consultation services

• Budgeting workshops

• Projected account balance statements

• Retirement planning workbooks

• Financial literacy education

4. Community• Community charity

drives• On-site staff

celebrations • Community

volunteer projects• staff outings • Game leagues

5. Work• service

recognition awards

• tuition reimbursement

• Retirement celebrations

• Flexible work hours/telecommuting

• Mentorship program

Wellness 2.0: Ideas to Get You Startedtake your wellness program to the next level! here are sample initiatives to consider from each of the five areas of total wellness:

10YEARS

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newssCOPe | March 2015 | 9

benefit trends | 2014 benefits benchmarkingemployee benefits provide an important financial safety net

for workers and also act as a recruitment, retention and en-gagement tool for employers. Benefits comprise a significant

percentage of total employee compensation—31.5% of payroll costs, on average, and as much as 60% in some organizations, ac-cording to the International Foundation’s fourth Employee Benefits Survey.

The 2014 survey uncovers detailed benchmarking data from 571 organizations representing nearly 20 industries and ranging in size from fewer than 50 to more than 10,000 employees. Employers reported on a vast range of benefit offerings including (but not limited to) retirement, health care, life insurance, survivor benefits, voluntary benefits, paid holidays, vacation, paid-time-off banks, disability benefits, paid and unpaid leaves of absence, work/life benefits and executive perquisites.

Pension and Retirement BenefitsTwo-thirds of respondents (68.4%) offer a defined benefit (DB)

pension plan. In addition, 61% offer a defined contribution (DC) plan. Corporations are more likely than multiemployer and public employee plans to offer DC plans but much less likely to offer DB plans. Corporate and public employee DB plans commonly use a final average earnings formula to calculate benefits (61.8% and 88.6%, respectively), while multiemployer DB plans more com-monly use dollar amount formulas (53.6%). Three in ten DB plans (30.9%) offer a lump-sum final distribution option, and one in five (20.6%) are integrated with Social Security.

The most common type of DC plan offered by corporations is a 401(k) plan (83%). Money purchase plans are most common in the multiemployer sector (40.6%), and 457 plans are most common among public employee plans (73.3%). The most popular fixed match for DC plans is 50 cents per dollar for the first 6% of salary deferred by the participant.

Automatic features have become very common in DC plans, the two most popular being target-retirement-date/lifecycle invest-ment options and automatic enrollment. The most common de-fault deferral rate for automatically enrolled participants is 3%. With respect to distribution options, most DC plans (88%) offer a lump-sum option. About three in five (59.1%) provide installment payments, while nearly two in five (38.4%) make an annuity avail-able.

Nearly four in five respondents (78.8%) offer a financial/retire-ment planning benefit. The most common types include education initiatives to enhance employee understanding (55.1%), communi-cation initiatives geared toward increased participation (54.4%) and retirement calculators (47.5%).

health Care Benefits Nearly all responding organizations (98.2%) offer health care

benefits. The most commonly offered plan is a preferred provider organization (PPO) at 73.1%. About half (51.9%) of public em-ployee plans offer health maintenance organizations (HMOs), and nearly half (46.1%) of corporations offer high-deductible health plans (HDHPs) with health savings accounts (HSAs).

Nearly all cover dependents in their plans. These most often in-clude biological (97.7%) and adopted children (96.5%) and oppo-site-sex spouses (90.6%).

When asked how their plans are funded, 67.1% reported their plans are completely or partially self-funded. Multiemployer and public employee plans generally offer more generous coverage with respect to premiums and deductibles. Compared with multiem-ployer plans, corporations and public employee plans are much more likely to offer health care flexible spending accounts (FSAs) (84.2% and 71.7%, respectively). Common health care cost-man-agement techniques include case management (69.6%), claims uti-lization analysis (65.3%), disease management (53.4%), claims au-dits (51.3%) and nurse advice lines (49.7%).

Among the nine in ten responding organizations (91.8%) that offer dental benefits, the most commonly provided plan is a dental PPO (69.9%). As with health and dental coverage, nearly all (97.2%) responding corporations also offer prescription drug ben-efits. The most common cost-management techniques used for prescription drugs include three or more tiers for cost sharing (88.4%), a mail-order drug program (80.4%) and the use of a drug formulary (63.9%). The most popular additional health benefits of-fered are chiropractic coverage (76.2%), mental health benefits (75.2%), vision benefits (72.6%) and orthodontia (58.4%).

Disability and Life Insurance BenefitsNearly four in five organizations (77.9%) offer short-term dis-

ability (STD) benefits, and 60.7% offer long-term disability (LTD) benefits. More than half (57.3%) completely or partially self-fund STD benefits, while only 19.9% of organizations completely or par-tially self-fund LTD benefits. More than four in five organizations (82%) use a fixed dollar amount formula for LTD benefits, while 55.5% use fixed dollar amount formulas for STD benefits. Organi-zations commonly replace around 60% of earnings with both STD and LTD benefits (STD benefits are slightly greater). STD benefits most commonly extend for 26 weeks, while LTD benefits most commonly extend to the age of 65 or retirement.

More than four in five organizations (83.8%) offer paid life in-surance; a benefit of one or two times earnings or a flat dollar

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newssCOPe | March 2015 | 10

amount between $20,000 and $60,000 is common. About two in three corporate and public employee plans (65.2%) provide survi-vor benefits to dependents upon an employee’s death. Access to an employee assistance program (EAP) is the most commonly pro-vided survivor benefit, followed by the payout of accrued vacation, sick time or other paid time off. A majority of respondents (78.2%) offers at least one type of voluntary (employee-pay-all) benefit; among these, life insurance (51.2%), critical illness/cancer insur-ance (33.8%), vision insurance (33.4%) and accident insurance (33.1%) are the most common.

time Off and Work/Life BenefitsAmong corporate and public employee plans, the most com-

mon amounts of vacation granted based on years of service are ten days after one year, 15 days after five years and 20 days after ten years or more of service. Nearly two-thirds (65.1%) allow the car-ryover of earned vacation or paid time off to subsequent years. Nearly all corporations (93.4%) offer paid sick time; the average number of sick days offered is 10.8. About two in five organizations use paid-time-off (PTO) banks. On average, organizations offer nine paid holidays per year—most commonly Thanksgiving, New Year’s Day, Christmas, Independence Day, Memorial Day and La-bor Day—plus one additional floating holiday.

Most corporations and public employee plans provide paid be-reavement leave (89.1%) and paid jury duty leave (87.4%). Work/life benefits are also common—dependent care FSAs are most pop-ular, at 67.6%. Flexible workhours and/or compressed workweeks are available at 49.1% of responding corporations, and telecom-muting is offered by 41.2%.

Perks and Innovative BenefitsCorporations and public employee plans offer a wide variety of

at-work perks from the simple and common, e.g., coffee services (66.2%) and business casual dress codes (54.9%), to the rewarding and growth-driven, e.g., service award programs (42.3%) and edu-cational assistance plans (37.9%), to the preventive and energizing, e.g., EAPs (70%) and on-site fitness centers (30.7%). Nearly half of corporations (47.5%) provide special perks to executives; most popular is a supplemental executive retirement or nonqualified de-ferred compensation plan.

More rare and innovative benefits organizations describe offer-ing to workers include:

• Paid day off for birthdays• Creative/autonomous built-in worker time (i.e., flexibility to

spend a certain amount of time on independent/“pet” proj-ects)

• Free turkey gift certificate at Thanksgiving

• Grocery shopping services• Hybrid vehicle purchase subsidy• Nap rooms• On- or near-site elder care and elder-care subsidies• On-site blood pressure machine • On-site dog park • Organizationwide volunteer day• Pets at work• Railroad passes• Recess• Spot bonuses • Talent referral bonuses • Tuition payments for children • Unlimited vacation• Vacation/resort facilities available to all employees and retir-

ees. The survey received responses from single employer (including

corporations), multiemployer and public employee plans in the da-tabases of the International Foundation and the International Soci-ety of Certified Employee Benefit Specialists. A stratified random sampling method was used (by sector) and 571 responses were re-ceived, equating to a 4% margin of error at a 95% confidence inter-val.

Visit www.ifebp.org/benefitsurvey2014 for more information about the 2014 Employee Benefits Survey.

by | Neil Mrkvicka, Senior Research Analyst

84%

Other Bene�ts

Life insurance

Short-term disability

Long-term disability

Paid holidays

Paid vacation time

Paid sick leave

Voluntary (employee-pay-all) bene�ts

Executive perquisites(corporate)

78%

61%

98%

98%

93%

78%

48%

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newssCOPe | March 2015 | 11

quick look benefit survey highlights

The International Foundation’s fourth Employee Benefi ts Survey provides benchmarking data on a broad spectrum of benefi ts offered by 571 organizations—large, small and in between—from nearly 20 industries. The article on the preceding pages has more details of the survey, which is available at www.ifebp.org/benefi tsurvey2014. here’s an overview of the fi ndings.

0

5

10

15

20

Percentage of Payroll Costs

Empl

oyee

Ben

e�t C

osts

61%or more

56-60%51-55%46-50%41-45%36-40%31-35%26-30%21-25%16-20%11-15%6-10%0-5%

Employee Bene�t Costs as a Percentage of Payroll Costs

De�ned Bene�t (DB) and De�ned Contribution (DC) Pension Plans by Sector

2%4%

8%

13%

19% 19%

17%

6%

4%

2%

4%

Health Bene�ts Offered

98%

Health care plan

97%

Prescription drug bene�ts

92%

Dentalplan

76%

Chiropractic coverage

75%

Mental health bene�ts

73%

Visionbene�ts

58%

Orthodontia coverage

44%

Retiree health care bene�ts

AveragePercentage

32%

■ Corporations

■ Public Employers

■ Multiemployer Plans

■ Overall32%

90% 94%

61%75%

59% 62% 68%

Offer a DB Plan Offer a DC Plan

1% 1%

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newssCOPe | March 2015 | 12

ARIZOnAAimee L. Schmidt, CEBSSenior HR GeneralistLa Posada at Park Centre Inc.Green Valley, AZ

ARKAnsAsGeoffrey B. Rosen, CEBSFinancial AdvisorBeall Barclay Wealth ManagementRogers, AR

CALIFORnIAVeronica E. de la Torre, CEBSRetirement Benefit Specialist IILACERAPasadena, CABrian E. Estenson, CEBSDirector Benefits and CompensationAgua CalientePalm Springs, CARussell T. Fairles, CEBSDeputy AdministratorCarpenter Funds Administrative

OfficeBerkeley, CAJudy L. Powels, CEBSSan Bernardino, CAPhuong L. Reyes, CEBSQuality AuditorLACERAPasadena, CAHelen S. Seestadt, CEBSInvestment Specialiste3 FinancialNewport Beach, CARachael M. Seiberling, CEBSClient Advocatee3 FinancialNewport Beach, CAJeffrey L. Shevlowitz, CEBSRetirement Benefits Specialist IIILACERAPasadena, CACrystal K. Tran, CEBSManager Benefits AnalysisDGA Producer Pension and Health

PlansSan Marino, CAKarin J. Zellhart, CEBSBenefits and Compensation

SpecialistH.M.CLAUSESacramento, CA

COLORADOBarbara Holly, CEBSAssociateMercerDenver, COVictoria Zanin, CEBSSenior Benefits AnalystCimarex Energy CompanyDenver, CO

COnneCtICutMatthew J. McPartlin, CEBSHuman Resources ManagerGenPact LLCDanbury, CT

DIstRICt OF COLuMBIABethany R. Marshall, CEBSDirector of BenefitsNFL Players AssociationWashington, DC

FLORIDAJohn T. Blair III, CEBSBusiness AnalystUltimate SoftwareWeston, FLJames M. McKay, CEBSAccount SpecialistAonJacksonville, FLSusan P. Osborne, CEBSLead Legal ERISA AnalystAmerican Maritime Officers PlansDania Beach, FLLisa C. Snow, CEBSVice PresidentAon HewittTampa, FL

ILLInOIsNichole Hermes, CEBSBenefits ManagerAbelson TaylorChicago, ILMichael K. Hosen, CEBSLakemoor, ILKaitlyn A. Laduzinsky, CEBSAccount ManagerAssurance AgencySchaumburg, ILEunice J. Spotswood, CEBSChicago, IL

InDIAnABeth A. Madden, CEBSVice President UnderwritingIMG-Stop LossIndianapolis, IN

LOuIsIAnAP. Russchelle Overhultz, CEBSSenior Benefits AdministratorDEMCOBaton Rouge, LA

MARYLAnDDiane L. Sullivan, CEBSOdenton, MD

MAssAChusettsSusan G. Davis, CEBSBenefits ManagerCornerstone ResearchBoston, MA

MIChIGAnDouglas B. Bryant, CEBSNovi, MI

MInnesOtASusan K. Roeser, CEBSDirector Human ResourcesHennepin Faculty AssociatesMinneapolis, MNJeffery D. Streeper, CEBSBenefits ConsultantSecurian Financial Group Inc.St. Paul, MN

neBRAsKACathy J. Cornell, CEBSLincoln, NEKathy A. Sands, CEBSBusiness Systems ConsultantMutual of OmahaOmaha, NE

neW JeRseYJohn J. Barilla, CEBSVice President and Account

ExecutivePrudentialRoseland, NJLudwig Hoogstoel, CEBSSummit, NJIan M. Ruegg, CEBSNew Jersey Carpenters Health FundEdison, NJ

neW MeXICOWendy J. Burghaus-Ruiz, CEBSBenefits AnalystSandia National LaboratoriesAlbuquerque, NM

neW YORKAndrea V. Allen, CEBSMount Vernon, NYJoseph J. Buczek, CEBSDirector Customer and Provider

ServiceLifetime Benefit SolutionsLiverpool, NYKasia Mirota, CEBSAssistant Vice PresidentMetLifeNew York, NY

nORth CAROLInAMeredith J. Johnson, CEBSAuditorNTCAAsheville, NC

OhIOBarbara A. Kramer, CEBSTotal Rewards Stock Plan

Administrator and Accounting Manager

Parker Hannifin CorporationCleveland, OHLinda A. Langman, CEBSClient Service ExecutiveHylant Group Inc.Independence, OHRyan M. Lilly, CEBSCincinnati, OHJohn M. Riley, CEBSSenior Account ExecutiveGardner and White Employee

Benefit PlansDublin, OH

CEBS GraduatesNovember 2014 through January 2015

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newssCOPe | March 2015 | 13

OReGOnMelissa Harrison-Hiatt, CEBSSenior Director Absence

ManagementThe StandardHillsboro, OR

PennsYLVAnIACharlene D. Gumkowski, CEBSSenior Administration Technology

SpecialistMyDeferral Executive BenefitsJamison, PA

sOuth CAROLInABrittany C. Foster, CEBSTechnical Account ManagerBenefitfocusMount Pleasant, SC

tennesseeTerri N. Armstrong, CEBSAssistant Director HR BenefitsVanderbilt UniversityNashville, TN

teXAsMagdalena Brown, CEBSAccount ManagerWortham InsuranceHouston, TXJennifer L. Donaldson, CEBSHouston, TXJessica Rios, CEBSHuman Resources Service Center

ManagerMemorial Hermann Health SystemHouston, TXTeresa A. Taylor, CEBSRetirement Plan ConsultantJuly Business ServicesWaco, TX

WAshInGtOnDeborah L. Molleker, CEBSManaging Account ExecutivePropel Insurance CompanySeattle, WARuth R. Sanoy, CEBSBenefits Service SpecialistSeattle UniversitySeattle, WA

WIsCOnsInSteven M. Gotthardt, CEBSWeb DeveloperInternational FoundationBrookfield, WI

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newssCOPe | March 2015 | 14

ARIZOnAKyle W. Aldrich, GBASenior Benefits ConsultantHolmes Murphy and AssociatesScottsdale, AZHelga H. Heinz, GBAGlendale, AZDaniele M. Mercer, GBAMesa, AZ

CALIFORnIADaniel A. Duzyk, GBAOperations AnalystMcGregor and AssociatesSan Diego, CAPaula McNeal, GBASacramento, CARachael M. Seiberling, CEBS, GBAClient Advocatee3 FinancialNewport Beach, CAAnnemieke Tomey, CEBS, GBAExecutive Vice PresidentMcGregor and Associates Insurance

Administration Inc.San Diego, CAAmanda Zurmuhle, GBABenefits Support Specialiste3 FinancialNewport Beach, CA

COLORADORebecca L. Hale, GBASenior Benefits AnalystCompassion InternationalColorado Springs, CO

COnneCtICutDebra G. Verbeke, GBAVP Employee Relations and StaffingFairfield County BankRidgefield, CT

DIstRICt OF COLuMBIABethany R. Marshall, CEBS, GBADirector of BenefitsNFL Players AssociationWashington, DC

FLORIDASusan J. Hotho, GBALargo, FLLinda M. Mauger-Harnish, CEBS,

GBABenefits LeaderFlorida Power and Light CompanyJuno Beach, FLChristina Wacker, GBAPort Orange, FL

GeORGIAMeredyth C. Brown, GBASenior Benefits AnalystTravelportSmyrna, GASanja Christopher, GBALawrenceville, GAVivian F. Gharakhani, GBABenefits AnalystCity of SavannahSavannah, GA

ILLInOIsEileen J. Anderson, GBABenefits SpecialistsPotash CorporationNorthbrook, ILJohn T. Garson, GBAConsultantGallagher Benefit ServicesNaperville, ILKimberly G. Nappi, GBASenior Account ManagerUSIChicago, ILMelissa R. Upson, GBAAccount ManagerBryant Group Inc.Columbia, ILLynn Zagorski, GBAHR and Benefits SpecialistHometown AmericaChicago, IL

InDIAnABrenda Fagg, GBAPension and Health Plan

AdministratorHulman and CompanyTerre Haute, IN

Patrick T. Harpenau, GBAConsultantGibson InsuranceSouth Bend, INBeth A. Madden, CEBS, GBAVice President UnderwritingIMG-Stop LossIndianapolis, IN

IOWABrynna L. Dooley, GBAAccount ExecutiveLamair Mulock Condon CompanyWest Des Moines, IAMiranda L. Heiar, GBAAccount ManagerCottingham and ButlerDubuque, IAKelsey F. Smith, GBAAccount ManagerCottingham and ButlerDubuque, IA

KentuCKYCandice P. Cook, GBALouisville, KYMichelle D. Hammond, GBAInvestigatorU.S. Department of Labor EBSAFort Wright, KYDickie L. Padilla, GBAInvestigatorU.S. Department of Labor EBSAFort Wright, KYLauren M. Poland, GBABenefits AdvisorU.S. Department of Labor EBSAFort Wright, KY

LOuIsIAnAJoseph Grego III, GBAAssociateMercerNew Orleans, LA

MAIneCheryl S. Greenfield, GBASenior ManagerMacpage LLCAugusta, ME

MARYLAnDKimberly C. Force, GBAClient ManagerRiggs Counselman Michaels and

DownesBaltimore, MDAnita C. Grimes, GBASparrows Point, MD

MAssAChusettsDeborah D. May, GBAOperations AdministratorMid-State Insurance Agency Inc.Worcester, MA

MIChIGAnRobert B. Hemphill, GBARegional Manager Aetna Worksite

MarketingAetna Inc.Brighton, MI

MInnesOtADiana M. Flores-Montoya, GBACustomer Service RepresentativeTowers WatsonMinneapolis, MNAnne L. Krueger, GBACustomer Service RepresentativeTowers WatsonMinneapolis, MNStacy K. Meyer, GBASr. Plan AdministratorMinnesota Bankers AssociationEden Prairie, MNBryon M. Pratt, CEBS, GBAHRSC Benefits SpecialistAllina HealthMinneapolis, MNBrittany R. Wenner, GBABenefits SpecialistLifeworks Services Inc.Eagan, MN

MIssOuRITodd Hlasney, GBAHealth Risk Solutions ConsultantLockton CompaniesKansas City, MOSarah C. Osborne, GBAAssistant VP Healthcare ActuaryLocktonKansas City, MO

Group Benefits Associates (GBAs)November 2014 through January 2015

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newssCOPe | March 2015 | 15

Phillip J. Prichard Jr., GBAHealth and Benefits AnalystAon HewittWebster Groves, MO

neBRAsKALaurie L. Oxley, GBABenefits SpecialistLincoln Public SchoolsLincoln, NE

neW JeRseY James T. King, GBAClient Services ConsultantMetLifeBridgewater, NJElizabeth Rilloraza, GBAPayroll and Benefits AnalystAlbeaWashington, NJJohn Senay III, GBAConner StrongMarlton, NJ

neW YORK Pamela J. Dorner, GBADirector Account ManagementNFP Corporate ServicesEndwell, NYKala Harinarayanan, GBADirector of Environmental Health

and SafetyAmerican Museum of Natural

HistoryNew York, NYMark R. Sessing, GBAAssistant Vice PresidentChernoff DiamondNew York, NY

OhIO Kelly E. Bareswilt, GBACincinnati, OHAndrew M. Burke, GBABusiness AdvisorArthur J. GallagherCincinnati, OHChristy E. Conrath, GBASenior Client Manager Group

BenefitsOswald CompaniesCleveland, OHMargaret M. Kroeger, GBAClient SpecialistHoranCincinnati, OHLinda A. Langman, CEBS, GBAClient Service ExecutiveHylant Group Inc.Independence, OH

OKLAhOMA Brian S. Hubbard, GBAClient Relations DirectorBenefitfocusTulsa, OKKristopher D. Jackson, GBAApplication AnalystBenefitfocusTulsa, OKJoshua D. Luth, GBAProject ManagerBenefitfocusTulsa, OKChristopher P. Metcalf, GBASolution EngineerBenefitfocusJenks, OKVictoria Rice, GBAInformatics Product

Communications ManagerBenefitfocusBroken Arrow, OK

OReGOnMary Fleming, GBASenior Benefits SpecialistDaimler Trucks North AmericaPortland, OR

PennsYLVAnIA Lori Capozzi, GBAManager, Benefits AdministrationEndo PharmaceuticalsHoney Brook, PAElizabeth L. Cook, GBAAssociate Consultant BenefitsMcConkey Benefits and Financial

Services LLCYork, PAEric G. Waldschmidt, GBASenior ConsultantBuck Consultants Inc.Pittsburgh, PA

sOuth CAROLInA Kyle Bruton, GBAProduct ConsultantBenefitfocusMount Pleasant, SCJonathan T. Burriss, GBAImplementation ConsultantBenefitfocusCharleston, SCFrank L. Butler, GBAStrategy Manager Inside SalesBenefitfocusCharleston, SC

Susan A. Dalton, GBAEmployee Sales Operations ManagerBenefitfocusMount Pleasant, SCRachel A. Downing, GBASenior Director of Engineering

Global ServicesBenefitfocusCharleston, SCThomas B. Dugan, GBAProduct ManagerBenefitfocusMount Pleasant, SCDustin G. Freeman, GBABusiness AnaylstBenefitfocusCharleston, SCCaitlin M. Goodman, GBAImplementation ConsultantBenefitfocusCharleston, SCChristopher M. Kroner, GBASecurity AnalystBenefitfocusCharleston, SCBrian M. Thomasson, GBAOperations ManagerBenefitfocusMount Pleasant, SC

teXAs Magdalena Brown, CEBS, GBAAccount ManagerWortham InsuranceHouston, TXDeborah D. Gray, GBAHealth and Group Benefits AnalystTowers WatsonHouston, TX

utAhJenny Chester, GBAAccount ManagerHUB International Insurance

Services Inc.Salt Lake City, UTKatie L. Keil, GBAAccount ManagerHUB International Insurance

Services Inc.Salt Lake City, UTRoseanna Lund, GBAAccount Manager IIHUB International Insurance

Services Inc.Salt Lake City, UT

VIRGInIA Hays J. Falconburg, GBAPayroll and Benefits ManagerWilliams Mullen Clark

and Dobbins PCRichmond, VAMarcia Lynch, GBABenefits AdministratorSouthern Management CorporationVienna, VAKimberly A. Martin, GBACrozet, VA

WAshInGtOn Jessica M. Rancourt, GBAPort Angeles, WA

West VIRGInIA Robert R. Reynolds, GBARanson, WV

WIsCOnsIn Gerald T. Carlson, CEBS, GBABenefits Compliance AdministratorExtendicare Healthcare Services Inc.Milwaukee, WI

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newssCOPe | March 2015 | 16

ARIZOnAMark E. Cline, RPATucson, AZAimee L. Schmidt, CEBS, RPASenior HR GeneralistLa Posada at Park Centre Inc.Green Valley, AZ

CALIFORnIAYulia V. Demina, RPAConsultantEPICSan Francisco, CARussell T. Fairles, CEBS, RPADeputy AdministratorCarpenter Funds

Administrative OfficeOakland, CASusan Gonzales, RPAHuman Resources ManagerEast Bay Regional Park DistrictOakland, CAMeenakshi C. Natarajan, RPARetirement Programs ManagerFranklin Templeton InvestmentsSan Mateo, CAHelen S. Seestadt, CEBS, RPAInvestment Specialiste3 FinancialNewport Beach, CACrystal K. Tran, CEBS, RPAManager Benefits AnalysisDGA Producer Pension

and Health PlansLos Angeles, CA

FLORIDAJames M. McKay, CEBS, RPAAccount SpecialistAonJacksonville, FL

GeORGIAKimberly Tofanelli, RPACompensation AnalystTotal System Service Inc.Columbus, GA

ILLInOIsEunice J. Spotswood, CEBS, RPAChicago, IL

InDIAnALouise H. Schmidt, RPABeech Grove, IN

IOWARobert G. Seiler, RPABenefits ManagerEMC Insurance CompanyDes Moines, IA

KentuCKYTrue H. Treanor, RPAInvestigatorU.S. Department of Labor EBSAFort Wright, KY

MARYLAnD Milena P. Zauberman, RPAKensington, MD

MAssAChusettsSusan G. Davis, CEBS, RPABenefits ManagerCornerstone ResearchBoston, MANicole D. Lessard, CEBS, RPASenior Manager, Benefitsathenahealth Inc.Watertown, MA

MInnesOtADavid A. Riegelman, CEBS, RPARetirement Planning ConsultantTransamerica Retirement SolutionsHarrison, MN

MIssOuRIJonathan M. Binkley, RPAJefferson City, MOBrianne Rodriguez, RPAProject ManagerLocktonKansas City, MO

neBRAsKANicholas L. Hayes, RPASenior Associate Retirement

Plan Distribution AssociateNRECA—LincolnLincoln, NE

neW hAMPshIReJames F. Daley, CEBS, RPAVice President, HSA Product

ManagementFidelity HR Services CompanyMerrimack, NH

neW JeRseYJohn J. Barilla, CEBS, RPAVice President

and Account ExecutivePrudentialRoseland, NJShinae Lee, RPAJersey City, NJAtaf Nabli, RPAJersey City, NJ

neW YORKKaren A. Barnes-Karp, CEBS, RPAVice PresidentUS Aviation Underwriters Inc.New York, NYJoseph J. Buczek, CEBS, RPADirector Customer

and Provider ServiceLifetime Benefit SolutionsLiverpool, NYKasia Mirota, CEBS, RPAAssistant Vice PresidentMetLifeNew York, NY

nORth CAROLInADebra D. Frazier, RPACharlotte, NCTerri L. Roughton, RPASenior AnalystBB&TRaleigh, NCLisa P. Strader, CEBS, RPASenior Health and Benefits AnalystMercerCharlotte, NC

OhIOSandra Kubasky, RPASenior Benefits SpecialistNewPage CorporationMiamisburg, OHRyan M. Lilly, CEBS, RPACincinnati, OHChristopher M. Smith, RPAPrincipal/Director

of Compliance ServicesFlexible Benefits Systems Inc.Akron, OHPaul W. Weber, RPADirectorTIAA-CREFDublin, OH

OKLAhOMAGarry L. England, CEBS, RPABartlesville, OKKristopher D. Jackson, RPAApplication AnalystBenefitfocusTulsa, OKGene Ann Mason, CEBS, RPAManager of BenefitsWPX EnergyTulsa, OK

OReGOnMelissa Harrison-Hiatt, CEBS,

RPASenior Director Absence

ManagementThe StandardHillsboro, OR

PennsYLVAnIAAndrew D. Brownstein, RPAFurlong, PAChelsea A. Geyssens, RPAAccount AnalystHenderson Brothers Inc.Pittsburgh, PAChristine R. O’Leary, RPABenefits AdministratorArcelorMittal Tubular Products USA

LLCPittsburgh, PATatyana Pokhodenko, CEBS, RPABenefits AnalystDVMMAHorsham, PA

Retirement Plans Associates (RPAs)November 2014 through January 2015

(Continued on page 18)

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newssCOPe | March 2015 | 17

CALIFORnIAVeronica E. de la Torre, CEBS, CMSRetirement Benefit Specialist IILACERAPasadena, CAPhuong L. Reyes, CEBS, CMSQuality AuditorLACERAPasadena, CA

COnneCtICut Matthew J. McPartlin, CEBS, CMSHuman Resources ManagerGenPact LLCDanbury, CT

DIstRICt OF COLuMBIA Robert K. Krouse, CEBS, CMSSenior Benefits Strategy

and Program AdvisorAARPWashington, DC

FLORIDAJessica Jones Mason, CEBS, CMSHealth Services Financial ManagerCity of OrlandoOrlando, FLBridgette K. Reilly, CEBS, CMSProducerArthur J. Gallagher & Co.Orlando, FL

GeORGIA Jennifer R. Husson, CEBS, CMSCompensation ManagerNational Vision Inc.Duluth, GA

IDAhO Benjamin M. Torgersen, CEBS,

CMSCompensation ManagerHPBoise, ID

ILLInOIsTammie M. Fletcher, CEBS, CMSEmployee Benefits ManagerCEFCUPeoria, ILKaren M. Hensal, CEBS, CMSTotal Rewards CoordinatorFHNLena, ILNichole Hermes, CEBS, CMSBenefits ManagerAbelson TaylorChicago, ILChristine B. Johnson, CEBS, CMSHR and Development Associate2Innov8 LLCPrairie Grove, IL

InDIAnAAndrew D. Graman, CEBS, CMSClient ManagerGibson InsuranceSouth Bend, IN

IOWAShannon M. Svoboda, CEBS, CMSSenior Compensation AnalystRockwell CollinsMarion, IA

KentuCKYJulia J. O’Bryan, CEBS, CMSAssociateMercerLouisville, KY

LOuIsIAnAP. Russchelle Overhultz, CEBS, CMSSenior Benefits AdministratorDEMCOBaton Rouge, LA

MARYLAnDElizabeth A. Behrmann, CEBS,

CMSSenior Director Human ResourcesTelecommunications Systems Inc.Stevensville, MDDonna L. Culotta, CEBS, CMSBaltimore, MDDiane L. Sullivan, CEBS, CMSOdenton, MD

MAssAChusettsYoskaire C. Brea Parra, CEBS, CMSHR AnalystEastern BankLynn, MA

MIssOuRIDana M. LaBarge, CMSVice President of Global BenefitsEnterprise Holdings Inc.St. Louis, MOMark Rodrigues, CEBS, CMSHealth Risk Solutions ConsultantLockton CompanyKansas City, MOLynne P. Sherman, CEBS, CMSHR ManagerAnthem Blue Cross Blue ShieldSt. Louis, MO

neW MeXICOWendy J. Burghaus-Ruiz, CEBS,

CMSBenefits AnalystSandia National LaboratoriesAlbuquerque, NM

neW YORK Ira E. Ozarin, CEBS, CMSMember HR/IT StaffArkTeleservicesValley Stream, NYJill Vosburg, CEBS, CMSBenefits AdministratorSt. Peters Health Care ServicesSchenectady, NY

nORth CAROLInALindsey L. Peters, CEBS, CMSRelationship ManagerTIAA-CREFCharlotte, NC

nORth DAKOtASuzanne Rehr, CEBS, CMSChief Compliance Officer/Executive

VPDiscovery Benefits Inc.Fargo, ND

OhIOKelley Korte Westerhede, CEBS,

CMSDirector Benefits PlanningAmerican GreetingsCleveland, OH

OReGOnDenise L. Coderre, CEBS, CMSThe StandardPortland, ORMelissa Harrison-Hiatt, CEBS,

CMSSenior Director Absence

ManagementThe StandardHillsboro, OR

sOuth CAROLInAJon-Michael McDowell, CMSMount Pleasant, SC

tennesseeAmanda L. Jordan, CEBS, CMSManager, BenefitsTruGreenMemphis, TNClaudia A. McGee, CEBS, CMSBenefits SpecialistNoranda Intermediate Holding

CorporationFranklin, TN

teXAsLindsay M. Laviada, CEBS, CMSRisk Management SpecialistSouthwest Research InstituteSan Antonio, TXLinda D. Pedigo, CMSSenior National Account ManagerBlue Cross Blue Shield of TexasRichardson, TXJessica Rios, CEBS, CMSHuman Resources Service Center

ManagerMemorial Hermann Health SystemKaty, TXSamantha K. Swan, CMSEmployee Benefits ManagerCarriage ServicesHouston, TXTeresa A. Taylor, CEBS, CMSRetirement Plan ConsultantJuly Business ServicesWaco, TX

Compensation Management Specialists (CMSs)November 2014 through January 2015

(Continued on page 18)

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newssCOPe | March 2015 | 18

RPAs (Continued from page 16)

tennesseeMelanie D. Adams, RPALead Benefit SpecialistUSW Benefit FundsNashville, TNBrenda C. Curtis, RPAVP Human ResourcesORNL Federal Credit UnionOak Ridge, TNPatricia M. Greaney, CEBS, RPAKnoxville, TN

teXAsMagdalena Brown, CEBS, RPAAccount ManagerWortham InsuranceHouston, TXTherese Tolch Henton, RPAProject Manager at Aon HewittAon HewittThe Woodlands, TXDaniel J. Mecham, RPAH&W AdvisorConocoPhillips CompanyHouston, TXSusan C. Skarness, CEBS, RPABenefits ManagerMaxus Energy CorporationThe Woodlands, TXTeresa A. Taylor, CEBS, RPARetirement Plan ConsultantJuly Business ServicesWaco, TX

WAshInGtOnWilliam P. Beezley, RPAPort Townsend, WARuth R. Sanoy, CEBS, RPABenefits Service SpecialistSeattle UniversitySeattle, WAMaria T. Vergis, RPABenefits SpecialistClark CountyVancouver, WA

WIsCOnsInDeborah S. Cochenour, RPAMilwaukee, WI

CMss (Continued from page 17)

WAshInGtOnCandice Hamilton, CMSNewcastle, WARonald A. Shiley, CEBS, CMSSenior Benefits AnalystGroup HealthSeattle, WA

WIsCOnsIn Lisa M. Henke, CEBS, CMSRisk and Benefits ManagerWalworth CountyJanesville, WIJacqueline S. Murphy, CEBS, CMSAccount ManagerRC Insurance Services Inc.Hartland, WIAnn M. Pabst, CEBS, CMSAccount ExecutiveAssociated Financial Group LLCKimberly, WISeth B. Rehbaum, CEBS, CMSHuman Resources AssistantWalworth CountyWatertown, WI

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newssCOPe | March 2015 | 19

the Importance of Mastering Global Assignment Preparedness

With traditional packages still the prevalent arrangement for global employee assign-ments, employers must prepare to get the best return on their investment. The candi-date must not only be qualified but also must be sensitive to the culture, be resilient and have strong communication skills. Needs of the spouse and other family mem-bers must be considered, and all must be given resources and support to make their stay positive. Supporting expats includes considering their mental, physical and emotional well-being. Global assignees also should be prepared for the transition from the “honeymoon phase” to culture shock. Before the assignment, employers should facilitate travel documents, ensure compli-ance with local laws, adjust compensation for fairness and verify health coverage and other benefits. Attending to such details ahead of time will contribute to a successful assignment.

Robyn Cameron Benefits & Compensation International

December 2014 | pp. 3-4, 6 | 0166311

It Is time for employees to set their Retirement GPs

Employees bear responsibility for their own retirement planning, but employers have a fiduciary responsibility to manage the re-tirement plan and help participants make the best retirement decisions. The first task for the employee is to identify the retire-ment destination, ideally a lifetime retire-ment income replacing about 80% of prere-tirement income. Employers can provide tools comparable to a global positioning system (GPS) to show how to reach that destination, such as target-date funds. Par-ticipants should save 10% to 15% of their earnings starting in their 20s, or more if they start later. They should be helped to understand retirement plan design features like employer matching contributions to maximize their savings and, if their saving schedule changes, know how to recalculate by amping up asset allocations or increas-ing contributions. Employers can provide financial planning education sessions and make online resources available.

Michael Rhim Compensation and Benefits Review

December 2014 | pp. 235-238 | 0166369

Views on the Value of Voluntary Workplace Benefits: Findings From the 2014 Health and Voluntary Workplace Benefits Survey

The 2014 survey on voluntary workplace benefits by the Employee Benefit Research Institute and Greenwald & Associates indi-cates that employees consider benefits to be important to their job satisfaction. Health insurance is seen as most important, fol-lowed by retirement plans and dental and vision benefits. But not all workers are of-fered insurance protection, and not all ac-cept the offer. Voluntary benefits have ap-peal, with 84% saying purchasing through an employer provides a strong or moderate cost advantage and 85% finding the ability to choose specific benefits to be a strong or moderate advantage, followed by benefit portability and the ease of payroll deduc-tion. Disadvantages include the possibility of having to pay the full cost of voluntary benefits and the employer’s choice of bene-fit providers.

Paul Fronstin and Ruth helman EBRI Notes

November 2014 | pp. 2-9 | 0166287

What’s New?Trends and Innovations in Employee Benefits

For free copies of the full articles, members can call the Bookstore at (888) 334-3327, option 4, or e-mail bookstore@ifebp.org.

For more information on the CEBS program, visit www.ifebp.org/cebs.

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newssCOPe | March 2015 | 20

Certificate in Global Benefits Management June 8-12, 2015 | Chicago, Illinois October 19-23, 2015 | San Francisco, California

Employers that work globally must learn to navigate the increasingly complex chal-lenges of international benefits and cultural

e x p e c t a t i o n s . Learn from global industry experts and international

residents while you earn your Certificate in Global Benefits Management. Through 4½ days of instruction, you will obtain a solid foundation in international benefits and an enhanced understanding of the differences in benefit packages offered around the world. You can also earn continuing educa-tion credit from attending this course.

Session Topics Include:

• Cross-Cultural/Diversity: The Power of World Views

• Developing a Global Benefits Strat-egy

• International Health Care Systems and Trends

• International Retirement Systems and Trends

• Europe: Regional and Country Over-view

• Latin America: Regional and Coun-try Overview

• Multinational Pooling and Offshore Retirement Plans

• Middle East/Africa: Regional and Country Overview

• Benefits Issues Relating to Interna-tional Assignments (Expatriates)

• Case Studies and Application• Asia Pacific: Regional and Country

Overview.

Featured e-Learning Courses 401(k) Plan structure (2-hour course)

Retirement plans can be designed in many different ways. This course looks at the many aspects to consider when struc-turing a 401(k) plan. Topics include salary deferral limits and catch-up contributions, matching and profit-sharing contributions, nondiscrimination testing and safe harbors.

401(k) Plan Administration (3-hour course)

This course covers the many dimensions of 401(k) plan administration, including plan design issues, plan investments, fidu-ciary responsibility and plan fees, employee communications and investment educa-tion, automatic enrollment, participant loans, distributions, and plan amendment and termination.

View all available e-learning courses.

2015 healthcare Reform Facts by Alson R. Martin, J.D., LL.M.

With answers to 532 questions fre-quently asked by employers and their advi-sors concerning the Patient Protection and Affordable Care Act (PPACA), this reference book addresses imple-mentation, compliance and tax implications of health care reform. Among the topics cov-ered are:

• Types of health insurance affected by health care reform

• The effective dates of various penal-ties

• Rules regarding health insurance ex-changes

• Reasons employers should or should not continue to offer health insur-ance

• Tax incentives for offering health in-surance.

New guidance is offered on:• The effect of the Supreme Court de-

cision Burwell v. Hobby Lobby• IRS same-sex guidance for HSAs and

cafeteria plans• SHOP delay• Exchange income verification• Security issues and privacy concerns• And more.The book also includes a model sum-

mary of benefits and coverage (SBC), a glossary of health coverage and medical terms and model notices from the U.S. De-partment of Labor.

National Underwriter (2015). Item #9017, $155.40 (I.F./ISCEBS Members: $148).

For this and other publications, please visit the International Foundation Book-store.

Resources For You and Your Employer

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newssCOPe | March 2015 | 21

Depression in the Workplace Remains Costly Problem

The Employers Health Coalition estimates employers lose $100 bil-lion every year from the direct and indirect costs of depression, with $44 billion just for absences and reduced productivity. Most employers provide mental health benefits including counseling, but utilization, other than treatment with prescription drugs, is limited. Ongoing stigmatization is the main cause, as affected em-ployees fear using the services will hurt their careers. Employers must comply with the Americans with Disabilities Act to avoid any discrimination and to provide reasonable accommodation for a verified condition. They must be careful when dealing with behav-ior that could otherwise be grounds for disciplinary action. Open discussion about proper responses is essential for front-line man-agers and human resources personnel.

Matt Dunning | Business InsuranceDecember 8, 2014 | pp. 1, 44 | 0166314

employee Classification scrutiny to Intensify under ACA

As of the start of 2015, employers with 100 or more employees must not only attend to 40-hour workweeks for overtime purposes but also to the 30-hour threshold requiring health care coverage under the Affordable Care Act (ACA). Employers should expect scrutiny of reduction in employee workhours as well as use of in-dependent contractors. Calculating the number of employees in-cludes a proportionate consideration of part-time employees work-ing less than 30 hours weekly and a different approach for seasonal workers, volunteers, interns and others not typically considered as employees. Those who work on call or on commission must also be included using special methods to credit service hours. The focus requires employers to reexamine worker classifications and calcu-lations of hours.

Maureen Minehan | Employment Law CounselorNovember 2014 | pp. 1-3 | 0166323

Mergers and Acquisitions

Corporate mergers and acquisitions bring retirement plan issues to the forefront and require early attention. A buyer purchasing com-pany stock acquires the company and its plans unless plans are ter-minated first, but an asset transfer or purchase leaves decisions about plans to be negotiated. In that case, the purchaser should be fully aware of any plan problems or liabilities. Plan disclosures should cover all plans and agreement obligations, and the seller should confirm plans’ funding and compliance with applicable laws. Options for handling retirement plans include a negotiated termination, merger with the buyer’s plans, immediate distribution of assets to participants or offer to roll into the buyer’s plan, con-tinuation of the seller’s plans or assumption and then freezing of the seller’s plans.

Rebecca Moore | PLANSPONSORNovember 2014 | pp. 80-81 | 0166285

the Importance of a Compensation Philosophy: Redux

Regulatory changes and evolving corporate goals should prompt a review or even re-creation of a company’s compensation philoso-phy. Factors to be considered include the stated compensation pro-gram objectives, internal and external equity, comparisons to peer group compensation and performance, pay positioning and align-ment with business plans. Base-level pay should be evaluated against a broad peer group with appropriate adjustments for short- and long-term performance. Peer groups may be direct competi-tors or outstanding performers, those in similar industries, the same area or having comparable revenues, with the selection influ-encing compensation philosophy. Corporate goals inform compen-sation levels, components, short- and long-term incentive mix and a pay-for-performance curve, making a wide variety of payouts possible.

James F. Reda | Journal of Compensation and BenefitsJanuary-February 2015 | pp. 36-40 | 0166483

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