According to the Bureau of Labor Statistics, employees of large and medium businesses in the U.S. had greater access to employee benefits as of March 2012 than workers of small businesses. The question is; are part-time employees who did not enjoy these benefits entitled to the same? The answer is neither a straight yes or no, but it depends on a variety of factors.A recent survey by the Health Research & Educational Trust and the Kaiser Family Foundation shows that approximately 45% of large firms (at least 200 workers) included health insurance as one of the benefits to their part-time employees in the year 2012. This is a 6 point increase from the figures of 2010. The same survey shows that premiums benefits for part-time employees are also on the increase.
Although the United States do not have laws that require firms to offer specific benefits to their part-time employees, many businesses are increasingly finding it beneficial to do so. Statistics seem to show that small businesses do not offer employee benefits as much as large businesses, the small ones stand to benefit from this practice more. Offering part-timers benefits is a good way of motivating them. In fact, it is also a useful tool for attracting top professionals who might otherwise stay away from small firms because of inadequate remuneration packages.
Firms that intend to offer their part-time employees benefits should consult with labor attorneys before commencing the practice. The department of labor can also be a useful starting point for those who wish to streamline their employee benefits. The next step after that is to determine exactly the minimum number of hours an employee must work each week to be labeled as a part-time employee. It is also a common practice to set the eligibility requirements one must meet before receiving the said benefits. For example, some businesses only offer benefits to employees they have had for at least three months.
Right now, there are regulations in the pipeline that will soon be used to streamline employee benefits for part time employees. It would be a good idea to start implementing some of these things before they are mandated by law, as that would help with smooth transition. An earlier adoption will also help firms to gauge the effects of offering these benefits to employees to a company.
For those who are planning to start offering benefits to part-time employees, it is best to ease into the transition slowly. Starting with easy and inexpensive benefits is a good idea, but most employees will still be grateful for them. Something like reimbursement for health club memberships is a good way to start. With time, other benefits may be added until the full package (as determined by the employers) is available to the part-time employees. If you need guidance on how to handle Ohio Employee Benefits or any other related issues, do not hesitate to call a Gardiner Allen DeRoberts Insurance agent today at 614.221.1500.
