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[Music] benefit programs must be designed administered communicated and measured to maximize the impact that employee benefits have on employee satisfaction and retention careful consideration must be given to designing benefit programs with the overall organizational philosophy and strategy in mind organizations design benefit plans with the goal of providing value for employees while remaining cost effective for the company many key decisions must be made as part of benefits design as part of both benefits design and administration employers may offer employees choices and benefits a flexible benefits plan is a program that allows employees to select the benefits they prefer from options established by the employer as a result of the changing composition of the workforce flexible benefit plans have grown in popularity flexible benefit systems recognize that individual employees situations differ because of age family status and lifestyle another problem can be adverse selection by employees a situation in which only higher risk employees select and use certain benefits for example employees with young children are far more likely to enroll in orthodontia benefit plans that provide braces than are older employees since insurance plans are based on a group rate the premium rates might be higher because too few employees who do not need braces enroll in the plan another key design issue is whether to provide benefits to part-time employees many employers do not provide part-time employee benefits except some paid time off benefits for part-time employees are often provided in proportion to the percentage of the full-time work they provide still another concern relates to whether employees are designated as part-time workers which can affect their eligibility for benefits in a company besides what's specified in certain laws and regulations organizations can create their own hourly thresholds for part-time and full-time status once these standards are established they must be honored based on generally accepted standards held by the Department of labor and the Internal Revenue Service consistently working hours per week is a common threshold for designation of employees as full-time there have been a number of challenges to how marriages are defined at different state and federal levels with cases focusing on the Defense of Marriage Act as well as whether and how to recognize same-sex marriage the US Supreme Court recently voted against DOMA which changed the way terms such as marriage and spouse are defined and essentially treats same-sex spouses as same in opposite sex married couples this means that same-sex spouses may be entitled to certain benefit plans and if same-sex couples get divorced one partner may be entitled to a share of retirement benefits in states where gay marriage is legal companies have to consider whether to treat same-sex couples in the same manner as traditional married couples with regard to benefits this issue is made even more complicated when organizations have operations in multiple states with varying laws while insurance issuers cannot deny coverage to same-sex married couples even in states where same-sex marriage is not formally or legally recognized employers can elect to offer benefit plans that do not cover those individuals hiring and retaining older workers can be an important strategy for an organization seeking high quality talent with a wealth of knowledge and experienced modified work schedules part-time benefits and simplified seasonal travel can be attractive to older workers offering more choice leads to higher administrative costs for the organizations but generally greater engagement and higher employee satisfaction with employee benefit options [Music] you