Our Employee Travel Benefit Program provides employees access to first class tours at bargain prices. Our clients offer this benefit to their employees in the same way they offer vacation time, insurance or any other standard benefit. The key to this benefit is that there is absolutely no cost to the employer.
Employee Benefits Flexible benefit plans allow employees to choose the benefits they want or need from a package of programs offered by an employer.
Flexible employee benefit plans may include health insurance, retirement benefits such as k plans, and reimbursement accounts that employees can use to pay for Cost and benefit of hosting the health or dependent care expenses.
In a flexible benefit plan, employees contribute to the cost of these benefits through a payroll deduction of their before-tax income, reducing the employer's contribution.
In addition, the ability to pay for benefits with pre-tax income lowers an employee's taxable income while raising the amount of their take-home pay-;an added "benefit.
But a business may also choose to cap its future contributions to benefits by passing along increased costs to employees through these plans. Flexible benefit plans have become increasingly popular with employers. Health and child-care costs have risen tremendously over the past several decades.
This has had a major effect on a business' ability to offer benefits, yet most employees still expect to receive benefits as a result of employment. Small businesses in particular are often unable to take advantage of the economies of scale that larger companies can use to their advantage in securing benefits programs.
These companies, as well as larger ones, have subsequently sought palatable means by which their employees can contribute to the cost of benefits. One option is a flexible benefit plan. Indeed, many businesses have begun to offer flexible benefits in order to retain a competitive benefits package for employees.
There are several types of flexible benefit plans, including cafeteria plans and flexible spending accounts. These plans were established by the Revenue Act of and are regulated by Section of the Internal Revenue Code. Only certain benefits can be offered under a cafeteria plan, though employers may offer any or all of these benefits.
Tuition assistance and other fringe benefits are exempt from the plans, even if they are not taxable. Funding for cafeteria plans may come from the employer, employee or both. Often, the employee receives a spending credit, with which he or she may choose to "buy" benefits from a list of options such as health insurance, life insurance, etc.
The benefits themselves may be provided in cash or via actual coverage. In order to ensure these plans are fair to all employees and to limit the number of changes employees can make to their plan, the IRS has set up a number of restrictions. For example, employees are unable to carry over unused credits or benefits to the next plan year.
In addition, employers need to be sure that no more than 25 percent of the tax-favored benefits go to "highly compensated" employees. FSAs allow employees to contribute pre-tax dollars to an account set up by their employer.
They can later withdraw these funds tax-free to pay for qualified health insurance premiums, out-of-pocket medical costs, day care provider fees, or private pre-school and kindergarten expenses.
There are three main types of FSAs. First, premium-only plans, which allow employees to set aside funds to pay medical and life insurance premiums. Second, unre-imbursed medical expense plans, which allow employees to set aside money for projected health care expenses not covered by insurance.
Third, dependent care reimbursement plans, which allow employees to set aside money for day care of dependent children. Employees must prove they have a legitimate expense in order to be reimbursed from these accounts.
Invoices from health care professionals or day care facilities would serve this purpose. However, employees must also prove that the claim has not been reimbursed by other coverage, such as a spouse's insurance. Funds placed in reimbursement accounts generally must be used during the calendar year in which they were contributed; otherwise, the employee forfeits the funds.
For this reason, participating in a flexible spending account requires careful planning on the part of both employees and employers. Since these plans are under the watchful eye of the IRS, it is important that record keeping and benefit payments be accurate and timely.Linux Dedicated Servers Linux operating systems are widely used in Internet servers.
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