Make Your Benefits Package Exciting

Today's workers expect their employers to offer more than basic health insurance. They want comprehensive benefits packages that help them lead healthy and productive lives. Benefits can range from pet insurance to onsite child care, so how do you decide which ones to provide to your employees? Human resource professionals offer the following advice:

Make sure the benefit is important to a large number of your employees.

Choose benefits that work well with your corporate culture.

Decide if your benefits package will offer a good return on your investment.

Let your benefits package evolve with your company and employees.

Perform a cost analysis of each benefit to determine how it will affect your bottom line.

New Benefits Ideas:

Call Roper Insurance and ask how you can supplement existing benefits. You may be able to offer your employees new benefits and perks without spending a lot of cash. Some traditional providers offer such benefits as prenatal care, smoking cessation and weight loss programs, gym subsidies, onsite flu shots, CPR training and retiree health-care benefits. Then try adding a few new perks that your employees will appreciate and enjoy.

Offer assistance to new recruits. In addition to offering a relocation package, consider providing services that will help spouses of your new employees find jobs. Family transition packages help family members find jobs, schools, activities, and churches or synagogues.

Give perks to business travelers. Encourage employees to use their company-earned frequent-flier miles to bring their spouses and children on business trips. And offer to pay for their long-distance calls and dry cleaning while they're on the road.

Incorporate "lifestyle" benefits. Add benefits that help employees simplify their personal lives. Consider offering dry cleaning services, legal assistance, onsite cash machines and health insurance for pets.

Create a time bank. Build a sense of loyalty among coworkers with a time bank. Encourage your employees to donate sick, vacation or personal days to others in the company.

Match employees' charitable contributions. Donate money to your employees' favorite charities, and offer employees paid time off when they volunteer for a charity.

Explore options for child care. Company child-care centers help cut down on absenteeism. If your company is too small to provide onsite care, consider offering referral services and subsidies.


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Here is the latest News from your carrier:

Do you feel like the government is taking more of your time in running your business? Well, You would be right! Here is a study that shows how much time is involved and how much it is costing you.

America 's smallest firms bear the largest per-employee burden of federal regulatory compliance costs, according to The Impact of Regulatory Costs on Small Firms, released by the Office of Advocacy of the U.S. Small Business Administration. The study finds that firms with fewer than 20 employees annually spend $7,647 per employee to comply with federal regulations, which is 45 percent more than the $5,282 per employee spent by firms with more than 500 employees. The peer-reviewed study, written by W. Mark Crain with funding from the Office of Advocacy, updates two earlier reports from 1995 and 2001, which showed similar patterns.

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