Connor Wyattmills

Mrs. Hartley

Computer Applications

6 December 2017

Benefits---A Matter of Choice

The best benefits package depends on the needs of each employee. Employees who

have dependents have different needs than those who do not have dependents. To realize the

greatest return on investment in benefits, Zeigler Productions, Inc. must allow employees to

participate in the decision-making process. Good decisions, however, can be made only when

employees have adequate information about each of the options available to them.1

Benefits Available to Employees

Zeigler offers two types of benefits to all full time, salaried employees. Final decisions

have been made on the specific types of benefits that will be available to all employees. These

benefits will go into effect during the January enrollment period.

Fixed Benefits

Several fixed benefits constitute the standard package and are provided to all

employees. Industry experts recommend that disability insurance, retirement plans, profit-

sharing plans, and stock ownership plans be part of the fixed benefits.2

Flexible Benefits

Each employee is provided with a flexible benefits allowance. Employees pay for flexible

benefits selected that exceed the allowance provided. Employees can allocate the benefit

allowance in the following areas: medical, dental, vision care, life insurance, and salary

redirection.

Process of Making Informed Choices

1
Lynn M. Adams, Managing Employee Benefits Effectively (New Haven: uorum Books, 2000), p. 26.
2
Janice C. Marles, Employee Benefits Allocation Strategies (San Francisco: Bay Press, 1999), pp. 65-74.
 To help employees select benefits wisely, new materials are proposed to provide

information about each benefit offered, its costs, tax considerations, and eligibility requirements.

Materials proposed include a comprehensive workbook, a videotape, and a decision worksheet.

A special telephone help desk to answer questions during the enrollment period is also

proposed.

Costs of the New Program

A complete projection of all costs was prepared by the benefits specilists and is available

in the Human Resources Department. A summary of the projected costs per employee follows:

Component Cost Per Employee

Print Materials $2.50

Video Tape 3.75

Help Desk 1.95

Enrollment Process 2.25

Total $10.45

The costs compare very favorably to the costs incurred four years ago when major

changes were made in benefits. The cost at that time was $9.75 per employee.
 Works Cited

Adams, Lynn M. Managing Employee Benefits Effectively, New Haven: uorum Books, 2000.

Marks, Janice C. Employee Benefits Allocation Strategies, San Francisco: Bay Press, 1999.