These include: Some state, county and municipal employees, who are covered by state-funded pension plans rather than Social Security. Employees of the U. These longtime federal employees get pensions under the old Civil Service Retirement System. Railroad employees, who are covered by a separate pension system that came into being in the s, around the same time as Social Security.
Foreign nationals who work in the United States for their home governments or for some international organizations, such as the United Nations. Keep in mind While the jobs listed above are not covered by Social Security, the people who fill them may have accumulated enough earnings in part-time or second-career jobs in the private sector to qualify for both a non-covered pension and Social Security retirement benefits.
Updated May 26, How long do you have to work to get Social Security? Is it true that some people who are collecting Social Security benefits never paid into the program? Family Caregiving. This Section discusses that analysis in detail. At bottom, however, the fundamental principle of the anti-discrimination laws applies in this context as in all others: if an employer provides a lower level of benefits to an individual based on a prohibited factor, it must make out a defense.
If it cannot do so, its conduct will be unlawful, and cause should be found. It is not permissible to charge some employees more than any other similarly situated individuals based on medical conditions, claims experience, receipt of health care services, genetic information or disability.
HIPAA does allow an employer to make distinctions in benefits that are offered and in the cost of benefits when those distinctions are not discriminatory. Human resource professionals engaged in benefit design decisions would be wise to take a high-level overview of their employee population to ensure that design decisions do not have unintended discriminatory consequences.
If an employer does not limit the availability of maternity leave to the period of disability, male employees must be granted paternity leave under the same terms and conditions as females. Human resource professionals should also be concerned with giving highly compensated employees special perks.
Certain welfare plans including self-insured medical and group term life insurance plans will create taxable income for those employees if they receive a disproportionate amount of tax-advantaged benefits and could cause a company plan to fail its nondiscrimination testing.
An employer must exercise due diligence to ensure its benefits are not discriminatory. You may be trying to access this site from a secured browser on the server. Please enable scripts and reload this page.
Reuse Permissions. Consumer-oriented benefits are the kind of benefits that are employer-funded, but employee-selected. This empowers employees to make their own healthcare decisions that make sense for them and their families. While health insurance is traditionally offered as an organizational-oriented benefit, more and more employers are putting healthcare decisions back into the hands of their employees by offering HRAs. Through an HRA, you can reimburse your employees, tax-free, for their individual health insurance premiums and over qualifying medical expenses.
Interested in an HRA for your organization? Talk with a personalized benefits advisor to see how PeopleKeep can help. While organizational-oriented benefits are more traditional structures for benefits, many small employers are finding consumer-oriented benefits are of equally high value to employees, are typically more flexible, and also more affordable. This post was originally published on November 8, Employers usually cover a portion of this premium.
Dental Insurance Most dental policies emphasize prevention and diagnostics, typically covering annual exams and cleanings, X-rays, and sometimes fluoride treatments. Vision Insurance Vision insurance is designed to help your employees cover and budget for ongoing vision care expenses like routine eye exams, prescription glasses, and contact lenses. The amount you elect must be used in that plan year.
Using untaxed dollars in an HSA to pay for deductibles, copayments, coinsurance, and some other expenses can lower overall health care costs. An HSA may earn interest, which is not taxable. Health Reimbursement Account HRA Health Reimbursement Accounts HRAs , sometimes called Health Reimbursement Arrangements, are group health plans funded by you, the employer, from which your employees are reimbursed tax-free for qualified medical expenses up to a fixed dollar amount per year.
Unused amounts may be rolled over to be used in subsequent years. Employers fund and own accounts. Cancer Insurance Cancer insurance is an insurance policy that pays only after cancer has been diagnosed. Cancer insurance is supplemental insurance, and most types pay policyholders a lump sum upon diagnosis with a covered cancer, while others offer supplemental payments for healthcare costs. Critical Illness Insurance Critical Illness insurance, also referred to as Critical Care insurance or Critical Illness coverage, provides a lump-sum cash benefit to help cover expenses associated with a qualifying serious illness.
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