Every organization, large and small, must determine the pay structure for its employees. Compensation and Benefits administrators are the key specialists in charge of managing the impact of compensation and benefits packages on an organization’s bottom line while ensuring fair and equitable pay rates for employees.

Get the training you need to stay ahead of other organizations in attracting and retaining top talent.  It is essential to make employees feel that they are paid fairly and treated fairly for what they do.  This is why it is imperative to get Compensation and Benefits aligned with the organization’s vision and goals.  

This program provides the fundamental strategic choices that employers must take in creating, designing, developing, & implementing a total reward’s package.

You will learn how to professionally handle questions from staff members at a much higher and qualified level by gaining confidence through the knowledge of the following:

• Benefit History (Then & Now)
• Regulatory Benefits
• Mandated Benefits
• Retirement Plan Benefits
• Compensation Benefits
• Office Perk Benefits
• Performance Based Benefits
• Time Off Benefits
• Health Benefits

Keeping your employee Compensation & Benefit training current has many rewards.  This course will make you and your team more aware of the “Why’s” and “How’s” in creating a staff with more awareness, engagement, & more understanding.  Remember, a well-trained Compensation & Benefits employee is in high demand. Being able to anticipate the major trends in employee benefits and how it can improve your retention rates and time-to-fill rates will immensely help your team.  Learning how to be more current in laws and policies that are forever changing can also assist you and your team be more prosperous and able to complete projects on time.   

Additionally, for HR Professionals understanding the needs and wants of your organization’s employees and aligning them with the executive team’s vision will make specific processes and procedures more efficient and successful.  This new knowledge that you will gain through this course will also be vital for you to gain a seat at the strategic table.

Other important strategies that you will learn through this course is as follows:

• Health Benefit Campaign Design Strategy
• Benefit Communication Strategy
• Benefit Outsource Strategy
• Benefit Open Enrollment Strategy

Don’t forget, during this seminar, there will be periodic quizzes for you to test your knowledge and activities for you to share your thoughts and concerns.  Now get ready and enroll because it’s time to expand your Compensation & Benefit knowledge.

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Schedule

• Day 1 – 9:00 AM – 6:00 PM Central Time
  • 15 Minute Break at 11:15 PM CT
  • 1 Hour Lunch at 1:00 PM CT
  • 15 Minute Break at 4:15 PM CT

• Day 2 – 9:00 AM – 6:00 PM Central Time
  • 15 Minute Break at 11:15 PM CT
  • 1 Hour Lunch at 1:00 PM CT
  • 15 Minute Break at 4:15 PM CT

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Topics Covered in this Certificate Program

1. History Of Benefits (1636 to present)

   Then and Now (1636 to present)

   Regulatory Benefits

   Government Influence on Employee Benefits

   Legislation

   Regulatory and Judicial Processes

   Federal Governing Agencies

   IRS – Internal Revenue Service

   DOL – Department of Labor

   EBSA – Employee Benefits Security Administration

   PBGC – Pension Benefit Guarantee Corporation

   EEOC – Equal Employment Opportunity Commission

   SEC – Security and Exchange Commission

   Government Programs

   Equal Opportunity Laws

   Mandated Employee Benefits

   Social Security

   Worker’s Compensation

   Unemployment

   Retirement Plans

   Retirement Benefits

   Retirement Emotional Journey

   ERISA – Employee Retirement Income Security Act

   ERISA Provisions

   ERISA Section 404C

   Pension Protection Act of 2006

   QDRO – Qualified Domestic Relations Order

   ADP/ACP Non-Discrimination Tests

   EGTRRA – Economic Growth & Tax Relief Reconciliation Act of 2001

   IRC – Internal Revenue Code of 1926

   FICA – Federal Insurance Contribution Act Tax

   Plan types and Qualifications

   Qualified Compensation (PBGC)

   Defined Benefits (Non-Contributory)

   SOX – Sarbanes Oxley Act

   Traditional Pension

   Flat Dollar

   Final Pay

   Guaranteed income annuities (GIAs)

   The Federal Thrift Savings Plan

   Cash-Balance Plan

   Cash-Value Insurance Plan

   Defined Contributions (Contributory)

   401k

   Solo 401k

   403B

   457B

   IRA

   ROTH IRA

   Self-Directed IRA

   SEP IRA 408k

   SIMPLE IRA

   Keogh (HR-10)

   Plan Distributions

   Withdrawal Regulations

   Required Distributions

   Hardship Distributions

   Rollovers

   Tax on Early Distribution

   Loans from 401(k) plans

   Early Retirement Package

   Early Withdrawal

   IRA Quiz

   Non-Qualified Compensation

   Deferred Plans

   Executive Bonus Plans

   Split-Dollar Life Insurance Plans

   Rabbi Trust

   Top Hat Plan

   Health Benefits

   ERISA – Employee Retirement Income Security Act

   COBRA – Consolidated Omnibus Budget Reconciliation Act

   GINA – Genetic Information Non-Discrimination Act

   HIPAA – Health Insurance Portability and Accountability Act

   ACA – Affordable Care Act

   Medicare/Medicaid

   Short Term Disability/Long Term Disability

   Life Insurance

   Dental Care/Vision Care

   AD&D – Accidental Death and Dismemberment

   Extended or Long-Term Health Care

   EAP – Employee Assistance Program

   Mental/Behavioral Health Care

   Mental Health Parity Act (MHPA)

   HMO – Health Maintenance Organization

   PPO – Preferred Provider Organization

   HDHP – High Deductible Health Plan

   Cafeteria Plans

   IRC Section 125

   IRC Section 129

   FSA, HSA, HRA

   Self-Funded

   Stop/Loss Coverage

   Prescription Drug Plans

   Health Benefits Quiz

   Compensation

   Attract & Retain

   Compensation Management Process

   Major Influences

   Internal Equity vs External Equity

   Job Analysis Process

   Direct Pay

   FLSA

   Pay Decisions/Strategy

   Types of Compensation

   Comp Terms

   Job Evaluations

   Qualitative

   Quantitative

   Indirect Pay

   Stock Options

   Equity

   Executive Plans

   Non-Financials

   Performance Benefits

   Incentives

   Individual

   Groups

   Organization

   Office Perk Benefits

   Employee of the Month

   Holiday Bonus

   Employee Discounts & Rewards

   Flex-Time

   Care & Recognition Gifts

   Employee Development Plans

   Wellness Program

   Gym Membership

   Adulting Classes

   Tuition Reimbursement

   Office Perks

   Child Care Assistance

   Commuter Assistance

   Legal Assistance

   Adoption Assistance

   Disaster Relief Assistance

   Financial Assistance

   Diversity Program

   Engagement Committee

   Pre-Tax Limitations

   Reimbursements/Allowances

   Time Off Benefits

   FMLA

   USERRA

   Holiday/Vacation/Sick Days/PTO

   Bereavement Leave

   Jury Duty Leave

   Voting Time Leave

   Sabbatical/Personal Leave

   Paid Parental Leave

   Covid Sick Leave

   Benefits Design Strategy Aligning With HR & Business Goals

   Strategic Assessment

   Conduct a GAP Analysis

   Costing & Pricing

   Select & Design

   Funding & Approval

   Implement

   Train & Monitor

   Open Enrollment

   High Level Open Enrollment Calendar

   Compliance Calendar Example

   Communication Strategy Fundamentals

   Select the Communication Style

   Potential Barriers to Communication

   Fundamentals

   Communication Models

   Effective Communication

   Potential Barriers

   Filtering

   Selective Perception

   Information Overload

   Emotional Disconnect

   Workplace Gossip

   Semantics

   Gender Differences

   Sender/Receiver Differences

   Biased Language

   Communicating the Value

   Compensation/Reward Statement

   Outsourcing Strategy

   Analysis

   Budget

   Create Request for Proposal

   Send Request for Proposal

   Choose Contractor

   Negotiate

   Implement

   Evaluate/Manage

   Certification Process