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Employee Benefits

Our company is looking at our benefits package. It would help me a lot at the bargaining table if I had some idea of what is being offered out there. Do you pay 100% of your employee's health ins. premium? if not, what percentage? How about dependant coverage?

Your input is greatly appreciated.

Cindy Nelson Clarus Public Relations

Our Company pays 50% coverage for the employee and 25% for the dependents. I hope this helps

Cheryl Rankin Anderson Partners, Inc.

We pay 80% of employee's coverage and 0% for dependant. We have increased the amount paid for the last 2 years (1998 was %50, 1999 was %70). Increases have been to help absorb increases passed on from health care provider. Our next addition will be to pay some % of t he dependant coverage.

Dawn Jaworski Gabriel Diericks Razidlo

We pay 80% for single coverage and 70% for Family Coverage.

Kim Hogen Donahoe & Purohit

Our company pays 70% of the premium for the employee, spouse and eligible dependents. (We are a small agency -- 35 employees.) We offer major medical and prescription coverage.

Cheryl Brunner Office Manager Crowl, Montgomery & Clark, Inc. cbrunner@crowlinc.comOur company pays 70% of the premium for the employee, spouse and eligible dependents. (We are a small agency -- 35 employees.) We offer major medical and prescription coverage.

Cheryl Brunner Office Manager Crowl, Montgomery & Clark, Inc.

We have 25 employees at our agency in Fort Worth, Texas. We pay 100% of employee medical/dental but employees pay 100% to cover their dependents. We used to also pay 100% for AD&D but dropped it when the premium went up significantly this year and none of our employees wanted to pay it themselves.

Marilyn Power Director of Operations Stuart Bacon

Currently, we offer 100% of the individual and 50% of the dependent cost for health, dental, and prescription insurance. However, we also offer pre-tax benefits for the cost of health, dental, and prescription insurance. We also offer pre-tax dependent care and pre-tax medical reimbursement. In addition, we have a 401k program which we are set up to make making contributions at the end of the year based on profitability, and a profit sharing program. In addition, we have a "phantom stock" like arrangement where we give profit participation shares that worth a % of the value of the company, so each staff member is an " owner" of the company. And to the end that the value of the company increases during their tenure, they earn money. That's most of it. Good luck. We also pay 100% of disability insurance for every employee.

Shelly Constantz Just Partners

We offer the following benefits to all full-time employees (around 55 right now):

Medical Insurance: employee pays about 30% of his/her cost (and all the extra cost for adding spouse and/or children to their coverage). Dental Insurance: employee pays about 20% of his/her cost (and all the extra cost for adding spouse and/or children to their coverage). Long Tem Disability Insurance: company pays all. $5,000 Life Insurance: company pays all. 401(k) Plan: company matches dollar for dollar for the first 2% the employee contributes and $.50 on the dollar for the next 4%. Employee is eligible to participate after 1 year of full time service; entry into the plan is available at the beginning of each quarter. Vesting happens in increments of 20% per year, starting with 20% at 2 years service. Profit Sharing Plan: Eligibility and vesting same as above. Section 125 Plan: employee can take advantage of the pre-tax flex spending deferrals for dependent child care and unreimbursed medical expenses, purchase additional disability insurance through a pre-tax payroll deduction and purchase whole life insurance at group rates. Paid Holidays: 10 to 12, depending on which days some holidays (like July 4th) fall. Standard Vacation Policy 9 Paid Sick/Personal Days per Year.

We have employee incentive programs such as Employee of the Month ($150 Amex gift check and a special, reserved parking spot) and awards for perfect attendance. Also, we have occasional "Decompression Nights" at a local pub, where the owner provides a private party room and free drinks and pretty elaborate munchies, and 2 annual company parties: a night at the races, where we have exclusive use of the "Paddock Park" and a huge buffet spread, and a VERY elaborate Christmas party, with lots of door prizes like DVD players (tab of around $25,000). There are sometimes other company sponsored/underwritten events, such as a bus to and from the stadium, food and tickets for a Mets game in August. Parties are open to all full-time AND part-time employees; full-time can bring spouse/significant other free, part-timers have to pay for their guest.

This was probably much more detailed than you needed, but I hope it helps.

Mary Beth Harris Controller Interactive Marketing Group, Inc.

For rank and file employees, our agency pays 50% of the premium for medical, dental and life insurance and 25% of the cost of coverage for their dependents. However, we offer a Cafeteria (125) Plan which allows the employees to pay their share on a pre-tax basis.

For management employees, the agency pays 100%.

Hope this helps.

Dorinda Sample Janzen IdeaCorp

Cindy,

We pay 50% of our employees health insurance during their first year of employment. We pay 100% of the employee's health insurance upon completion of that. Our employees pay 100% of any dependent coverage they want or need.

Deana Cocks Staff Accountant Young Associates

We pay all but $20.00 per monthly premium per employee. Employees pay for spouse and dependents. Employees pay 100% of dental but we pay 100% of short term and long term disability insurance. Hope this helps.

Tracie Off Fricks-Firestone toff@FRICKSFIRESTONE.comWe pay all but $20.00 per monthly premium per employee. Employees pay for spouse and dependents. Employees pay 100% of dental but we pay 100% of short term and long term disability insurance. Hope this helps.

Tracie Off Fricks-Firestone

As an employee, I am covered 100% for medical unless I choose to upgrade my deductible (which I do for about $28 a month). Dental is a choice also (for $22 a month). Family coverage is a considerable addition to this. Our eyes are not covered, unfortunately (and we stare at the computer screen all day!).

We also have a 401k where the employer matches 25% of our donation.

Plus all the soft drinks, coffee or spring water we can drink, chocolate and pretzels for snacks, and bagels/donuts on Friday. Can't beat that!

mindy mcCain Miller Brooks, Inc.

Wirestone pays 100% employee Health, Dental, Vision, Disability and Life and 50% of any dependant coverage of the same

Kim Barnicoat Wirestone
www.wirestone.com

Our company pays 100% of the health insurance premium for full time employees, and 50% for part time employees. We also pay 50% of dependant coverage for full time employees, 25% for part time.

Carrie L. Suntken Business Manager Concept Group Inc.

We pay 75% of the cost for medical, dental and vision coverage for employees and dependents.

Mike Bratton Financial Manager

We offer 100% to our employee's & 80% to their dependents.

Ryann Harnist Vaughn Wedeen Creative, Inc.

Our company pays 80% of health insurance for the employee and dependent coverage.

Marie Spain Lynch Jarvis Jones

Our company offers the following benefits to all full-time employees (around 15 employees currently):

Paid Holidays: - New Years - Martin Luther King Day - Memorial Day - Independence Day - Labor Day - Thanksgiving, plus day after - Christmas, plus day before or after - One Floater (may choose Columbus, Presidents, Veterans Day or any other day)

Bank of Days: - Total of 10 days during the first year - Total of 20 days during the second year - Total of 25 days thereafter

Other perks are: - long distance calling (within reason) - Postage & UPS (within reason) - FedEx can be used but this needs to be reimbursed to petty cash - Parking permits (saves employee about $90 per quarter) - Mileage (reimbursed @ 32.5¢ per mile) - Ability to purchase personal items & charge them to company account at established businesses (reimbursement made to petty cash) - Ability to charge to company coffee, tea, etc., at local coffee business located near Agency - Snacks (healthy & un-healthy), beverages including soda, fruit drinks, beer, wine, & liquor - Education is reimbursed up to $1,000 a year for college courses - Training courses for both software & hardware are reimbursed - Trade shows (MacWorld & Sybold for example) are reimbursed - Wellness program - $500 a year for fitness efforts; specifically gym membership or gym equipment for the home - Seps - third year of employment you become eligible to receive a SEP. Basically a SEP is a percentage of your annual salary, up to 15% across the board, that is submitted directly to your established account - Volunteer program - entitled to take up to three days per calendar year to do volunteer work - Company sponsored/underwritten events at the office include catered lunches, birthday celebrations, Christmas party, open house nights for clients or public sponsored events that include catering & entertainment

Health Care: - Medical is paid by the company & covers both employee and spouse and/or children and pays 90% with a $250 per person or $500 per family deductible per policy year in the PPO. Outside the PPO it pays 80% for coverage. We have a $20 co-pay and prescription costs $5/generic - $10/$15 name brand. It also has a preventative care package that covers 100% - Vision care is $15 co-pay, with once a year exam with an approved Doctor - Dental care includes two cleanings per calendar year. There is a $50 deductible for basic & major procedures. Maximum benefit per calendar year is $1,500 - Disability for short term & long term - Life insurance is $75,000 per employee

Overall the benefit package is very nice. The owner of the company has been very generous and is just a wonderful person to work with. I realize this may be somewhat detailed for what you were looking for but I hope it gives you a good basis to work from.

Michael P. Robarge IS Director Church & Main, Advertising

We have approximately 28 full time employees. Our company pays 100% single coverage for health, dental, long term disability, life insurance (1 times annual salary to $100,000) and accidental death insurance. The employee pays the difference for family coverage. We will negotiate when hiring what portion the employee pays for family coverage. As an incentive to keep employees long term we will pay 100% of insurance coverages after 5 years.

We also offer a 401K plan with matching percent based on the performance of the company along with a profit sharing plan, both having a 5 year vesting.

Laurie Wilkinson Reed Sendecke, Inc.

We pay 100% of employee premium and 50% of their dependents. There is one exception: disability. Our disability plan is 100% employee funded, which employees pay approximately $20 per paycheck. By having a 100% employee funded (short/long) disability plan, if the employee becomes disabled the disability income paid to them is non-taxable. This might be a state to state rule, we're in California.

Hope this helps.

Claudia Valderrama Winkler Advertising

Cindy,

The company I work for only pays $100 per employee, which averages out to be 30% overall. We have 3 sick days, 2 personal days, our birthday, 10 vacation days, and 10 to 12 holidays. Other than that nothing else.

Cara Filipiak Veritas Advertising

Our company pays 50% of health insurance premium from single to family.

Mary Lucas Loren Allan Odiso

To circumvent this rule, our agency pays 100% of the disability costs, but assigns the premium cost as additional income to the employee. The employee then pays taxes on the total additional income (incremental). IF THEY CHOOSE. If they don't choose, we don't add the income as additional income, but still pay 100%. If anyone chooses the second option, then they would have to pay taxes on the income received if they became disabled and had to tap into the income. I have only had one employee choose not to pay taxes now, and she has an extremely wealthy husband.

Shelly Constantz Just Partners

We are considering setting up flexible spending accounts to help employees with health care costs. I was wondering if anyone uses them, pros/cons, costs/benefits, in-house/out-sourced, etc. Any feedback would be greatly appreciated.

Debbie Guthmiller The Signature Agency

Hi

Wondering what everyone is offering for vacation and sick days? We offer 10 vacation days (for the first 5 years) & 8 sick daysdays.... doesss seem competitive? Part timers receive a percentage of that based on number of days worked.

Thanks! Christine WarWar dwellllfice Manager The Phillips Agency