Most of us know to the penny how much we made last paycheck, but how many of us know the details of our fringe benefits? Not many, I suspect, and that is a big mistake.
Retirement benefits are available to 77% of private industry workers and 91% of state and local government employees as of March 2019, according to the Bureau of Labor Statistics. Back in the day, offering perks to workers was a way to stand-out from your competition, but today they are essential tools of recruitment. And countless studies have shown that these benefits are a means to engage employees and increase productivity. That all sounds good on paper but in real life things may be different.
In my line of work, I often ask prospective clients to run through their employment compensation. Salary and bonus, as you might imagine, are right at the top, followed by paid vacation days. After that, things get a bit hazy.
With some initial prompting, most clients do know they have some kind of tax-deferred retirement plan, but exactly how it works and even how much they are contributing is usually answered with a “I’ll get back to you.”
In similar fashion, most employees will answer “yes” to medical coverage, but when I burrow down to the details, such as “what are your co-payments, deductibles, and do you have dental or vision coverage,” the answers are not forthcoming. In many cases, questions concerning life insurance, paid sick and leave time, disability insurance, educational assistance, flexible schedules and more might be offered, but most confess to not knowing or understanding most of what they are offered.
This seems to be the case with most, although not all, of company employees I talk to. At the same time, I know many companies task their human resources person or department to explain in detail all the benefits that an employee can obtain. And yet many employees continue to be either dissatisfied with their benefits or claim that they are too complex and difficult to understand.
As someone who reviews fringe benefits plans, I can understand their point. Many plans I have seen are written in financial or medical gobbly gook. Explanations and directions are communicated through company directives (usually via computer programs) or big fat books that confuse more than they help employees. It is not that the employee is stupid, or doesn’t care about the benefits, they simply do not have the background and experience to make rational decisions.
I have found that once each benefit is explained and applied to their particular life situation, most employees not only “get it” but appreciate it. Zack Marcotte, our resident Certified Financial Planner, recommends a few key points:
- If your company offers a Flex Spending account, sign up for it
- Both vision and dental coverage makes economic sense
- Critical Illness Coverage should be avoided in most cases
- Accident Coverage should also be avoided
- Voluntary life and insurance coverage—group coverage is a better way to go
- Short term disability coverage –avoid (assumes you have an emergency fund)
- Long Term Disability—critical to have, which should cover 60% of your income
- All and any free coverage should always be accepted
For any readers that may have specific questions along these lines, just send me an email. I will either respond to your question directly, or I may use it as a topic for another column.