Sentences with phrase «insurance as an employee benefit»

Additionally, one in three Fortune 500 companies offers VPI Pet Insurance as an employee benefit.

Trending: Pet Insurance as an Employee Benefit Since 2013, Pets Best has seen at least a 21 % year over year increase in the number of companies opting to add pet health insurance to their employee benefits packages.

According to the 2015 Bureau of Labor Statistics» National Compensation Survey, 72 % of workers have access to health insurance as an employee benefit.

Not exact matches

Fringe benefits such as a company car, subsidized meals and insurance can be a great way to pay for services and decorate a more enticing employee package.

In addition to payroll, Namely can help with a number of employee benefits like health insurance, life and disability insurance, wellness programs, commuter benefits, and other less traditional plans as well.

A little less than one in three small businesses were found to offer health insurance benefits to employees, for example, as compared to the national average of 96 percent of larger firms.

-- Discriminating in terms, conditions, or privileges of employment, such as providing a lower salary to an employee because of sexual orientation, or denying spousal health insurance benefits to a female employee because her legal spouse is a woman, while providing spousal health insurance to a male employee whose legal spouse is a woman.

A 2014 study from S&P concluded that the ACA's legacy may ultimately be «recognized as the starting point of the reconstruction of the U.S. health care benefit industry and a catalyst for how companies provide health care insurance for their employees.»

One advantage C corporations have over unincorporated businesses and S corporations is that they may deduct fringe benefits (such as group term life insurance, health and disability insurance, death benefits payments to $ 5,000, and employee medical expenses not paid by insurance) from their taxes as a business expense.

Through the VEBA, you buy life insurance for yourself and your employees, as well as other benefits.

[74] In 2008, Corzine approved a law that increased the retirement age from 60 to 62, required that government workers and teachers earn $ 7,500 per year to qualify for a pension, eliminated Lincoln's Birthday as a state worker holiday, allowed the state to offer incentives not to take health insurance and required municipal employees work 20 hours per week to get health benefits.

Like all Googlers, our named executive officers are eligible to participate in various employee benefit plans, such as medical, dental, and vision care plans, flexible spending accounts for health and dependent care, life, accidental death and dismemberment, disability, and travel insurance, survivor income benefit, employee assistance programs (e.g., confidential counseling), and paid time off.

As with our other employees, we also paid life insurance premiums for the benefit of our named executive officers (other than Larry and Sergey).

(a) Schedule 2.7 (a) of the Disclosure Schedule contains a list setting forth each employee benefit plan, program, policy or arrangement (including any «employee benefit plan» as defined in Section 3 (3) of the Employee Retirement Income Security Act of 1974, as amended («ERISA»)(«ERISA Plan»)-RRB-, including, without limitation, employee pension benefit plans, as defined in Section 3 (2) of ERISA, multi-employer plans, as defined in Section 3 (37) of ERISA, employee welfare benefit plans, as defined in Section 3 (1) of ERISA, deferred compensation plans, stock option plans, bonus plans, stock purchase plans, fringe benefit plans, life, hospitalization, disability and other insurance plans, severance or termination pay plans and policies, sick pay plans and vacation plans or arrangements, whether or not an ERISA Plan (including any funding mechanism therefore now in effect or required in the future as a result of the transactions contemplated by this Agreement or otherwise), whether formal or informal, oral or written, under which (i) any current or former employee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or oblemployee benefit plan, program, policy or arrangement (including any «employee benefit plan» as defined in Section 3 (3) of the Employee Retirement Income Security Act of 1974, as amended («ERISA»)(«ERISA Plan»)-RRB-, including, without limitation, employee pension benefit plans, as defined in Section 3 (2) of ERISA, multi-employer plans, as defined in Section 3 (37) of ERISA, employee welfare benefit plans, as defined in Section 3 (1) of ERISA, deferred compensation plans, stock option plans, bonus plans, stock purchase plans, fringe benefit plans, life, hospitalization, disability and other insurance plans, severance or termination pay plans and policies, sick pay plans and vacation plans or arrangements, whether or not an ERISA Plan (including any funding mechanism therefore now in effect or required in the future as a result of the transactions contemplated by this Agreement or otherwise), whether formal or informal, oral or written, under which (i) any current or former employee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or oblemployee benefit plan» as defined in Section 3 (3) of the Employee Retirement Income Security Act of 1974, as amended («ERISA»)(«ERISA Plan»)-RRB-, including, without limitation, employee pension benefit plans, as defined in Section 3 (2) of ERISA, multi-employer plans, as defined in Section 3 (37) of ERISA, employee welfare benefit plans, as defined in Section 3 (1) of ERISA, deferred compensation plans, stock option plans, bonus plans, stock purchase plans, fringe benefit plans, life, hospitalization, disability and other insurance plans, severance or termination pay plans and policies, sick pay plans and vacation plans or arrangements, whether or not an ERISA Plan (including any funding mechanism therefore now in effect or required in the future as a result of the transactions contemplated by this Agreement or otherwise), whether formal or informal, oral or written, under which (i) any current or former employee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or oblEmployee Retirement Income Security Act of 1974, as amended («ERISA»)(«ERISA Plan»)-RRB-, including, without limitation, employee pension benefit plans, as defined in Section 3 (2) of ERISA, multi-employer plans, as defined in Section 3 (37) of ERISA, employee welfare benefit plans, as defined in Section 3 (1) of ERISA, deferred compensation plans, stock option plans, bonus plans, stock purchase plans, fringe benefit plans, life, hospitalization, disability and other insurance plans, severance or termination pay plans and policies, sick pay plans and vacation plans or arrangements, whether or not an ERISA Plan (including any funding mechanism therefore now in effect or required in the future as a result of the transactions contemplated by this Agreement or otherwise), whether formal or informal, oral or written, under which (i) any current or former employee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or oblemployee pension benefit plans, as defined in Section 3 (2) of ERISA, multi-employer plans, as defined in Section 3 (37) of ERISA, employee welfare benefit plans, as defined in Section 3 (1) of ERISA, deferred compensation plans, stock option plans, bonus plans, stock purchase plans, fringe benefit plans, life, hospitalization, disability and other insurance plans, severance or termination pay plans and policies, sick pay plans and vacation plans or arrangements, whether or not an ERISA Plan (including any funding mechanism therefore now in effect or required in the future as a result of the transactions contemplated by this Agreement or otherwise), whether formal or informal, oral or written, under which (i) any current or former employee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or oblemployee welfare benefit plans, as defined in Section 3 (1) of ERISA, deferred compensation plans, stock option plans, bonus plans, stock purchase plans, fringe benefit plans, life, hospitalization, disability and other insurance plans, severance or termination pay plans and policies, sick pay plans and vacation plans or arrangements, whether or not an ERISA Plan (including any funding mechanism therefore now in effect or required in the future as a result of the transactions contemplated by this Agreement or otherwise), whether formal or informal, oral or written, under which (i) any current or former employee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or oblemployee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or obligation.

For C corps, they can claim more tax deductions than a partnership may be able to, write off benefits for employees (like health insurance) as business expenses, and are at much less risk of being audited as opposed to an LLC or sole proprietorship structure.

Amazon builds out «interfaces» for its employees (as well as those of Berkshire Hathaway and J.P. Morgan Chase — I'll just refer to Amazon from here on out), both digital and physical, to access basic healthcare needs; these sit in front of pharmacy benefit managers (PBMs), insurance administrators, wholesale distributors and pharmacies.

C corporations can also deduct fringe benefits such as qualified education costs, group term life insurance up to $ 50,000 per employee, employer - provided vehicles and public transportation passes, pre-paid legal assistance, child and dependent care, discounts on company products and services, and qualified achievement awards.

Employees can also sign up for company offered benefits such as insurance using the onboarding process.

Companies that use independent contractors, or offer scant benefits for employees, would have to add on a certain percentage of their pay as a contribution to those accounts, which would cover health care, unemployment insurance, and more.

As your insurance advisor, we can assist you in finding workers» compensation coverage to provide wages and benefits to injured employees.

Remember, hiring a salaried employee has added expenses, such as the company's share of the worker's Social Security and Medicare taxes, as well as state unemployment insurance and healthcare benefits.

As an employer, the Civilian Board of Contract Appeals offers eligible employees an excellent compensation and benefits package that includes federal insurance plans, life insurance coverage, leave policies, thrift - savings plans, transit and child - care subsidies, training and development, and work flexibility.

As a small business owner, you have to account for you and your employees» salaries, as well as expenses for insurance and retirement benefitAs a small business owner, you have to account for you and your employees» salaries, as well as expenses for insurance and retirement benefitas well as expenses for insurance and retirement benefitas expenses for insurance and retirement benefits.

Health insurance brokers have been turning more to employee benefits as the individual health insurance market has faced its challenges.

Elementary principles of good employee relationships such as clear - cut job definitions, adequate pay and vacations, hospitalization insurance, retirement benefits, and appreciation when deserved, constitute the needed treatment.

Unreported costs primarily include labor, equipment depreciation, and indirect costs (such as accounting, purchasing, communication services, employee benefits, payroll taxes, and insurance).

Employer would have an incentive to have a smoking free (or a way to reduce smoke) as a benefit to employee to have lower insurance cost.

This is a false statement, as all county employees (including his wife and he himself as her spouse) who earn health insurance benefits will receive 50 % of their health insurance costs covered under MVP Gold (which is not the same insurance that current county employees receive) upon retirement and 10 years of employment after reaching the age of 55.

The legislation allows businesses to hire veterans without having them count as full - time employees under the Affordable Care Act, currently companies with 50 or more full - time workers must provide health insurance for their employees, but Veterans already receive health benefits through the Department of Veterans Affairs or Department of Defense.

As employees, postdoctoral associates were awarded full benefits packages, including dental care, broader choices in health care, retirement benefits, disability insurance, and access to pretax saving plans for child care and retirement.

PolicyWorks has reported that graduates have gone on to hire education and full - or part - time employment; full - time employees are earning an average of $ 80,000 and receiving health insurance as well as other benefits.

The company is often viewed as a sort of apparel - industry savior, not only because it's supplanting the decrease in retail jobs by hiring more than 3,000 «stylists» as W - 2 employees — meaning that Stitch Fix deducts payroll taxes from each pay check and offers benefits like 401K and health insurance to those who work a certain number of hours a week — but also by emerging as one of the largest wholesale partners in the US.

Family income as I use the term here is cash income plus tax - exempt employee and employer contributions to health insurance and other fringe benefits, employer contributions to tax - preferred retirement accounts, income earned within retirement accounts, and food stamps.

In instances when smaller organizations or nonprofits can not compete with large or private sector organizations, many organizations offer unique benefits — such as comprehensive medical insurance plans, flexible schedules, or financial planning services — to entice employees.44 Alpert Jewish Family and Children's Service, or AJFCS, a nationally accredited social services agency in Palm Beach, Florida, uses innovative benefits to recruit and retain talent — especially workers in the later stages of their careers.

It covers a variety of issues that school leaders may encounter related to the court decision's impact on employee benefits, such as health insurance, retirement benefits, personal leave, collective bargaining agreements, and other areas of employer - employee relations.

Employee benefit expenditures include costs such as retirement plans and health insurance.

to take any action otherwise prohibited under subsections (a), (b), (c), or (e) of this section where age is a bona fide occupational qualification reasonably necessary to the normal operation of the particular business, or where differentiation is based on reasonable factors other than age; to observe the terms of a bona fide seniority system or any bona fide employee benefit plan such as a retirement, pension, or insurance plan, which is not a subterfuge to evade the purposes of this Act, except that no such employee benefit plan shall excuse the failure to hire any individual; or to discharge or otherwise discipline an individual for good cause

As we approach the end of the year, many companies are holding their annual benefit «open enrollment» periods where employees must decide on various health care, dental, FSA, stock purchase plans, life insurance, education reimbursement, and other employee benefits for 2012.

Additionally, «we» or «us» shall mean any third party providing benefits, services, or products in connection with the Account (including but not limited to credit reporting agencies, merchants that accept any credit device issued under the Account, rewards programs and enrollment services, credit insurance companies, debt collectors, and all of their officers, directors, employees, agents and representatives) if, and only if, such a third party is named by you as a co-defendant in any Claim you assert against us.

Some employers deliberately classify employees as 1099 workers to avoid paying payroll taxes, health insurance premiums, and other benefits, which is a clear violation of the law and constitutes fraud.

However, permanent life insurance can be structured as an employee benefit, as the policy, and its cash value, can be transferred to the insured after a certain number of years or at a particular milestone.

A key man policy can also be used as an employee benefit, since the life insurance policy can be transferred to the executive or insured employee by the company.

I am working for a company which provides employee group insurance (group plan) as my employee's benefit.

Group life insurance is often provided as part of a complete employee benefit package.

Life Insurance: B&H provides a company - paid life insurance benefit to qualifying employees, as well as the opportunity to purchase additional life insurance for themselves and their Insurance: B&H provides a company - paid life insurance benefit to qualifying employees, as well as the opportunity to purchase additional life insurance for themselves and their insurance benefit to qualifying employees, as well as the opportunity to purchase additional life insurance for themselves and their insurance for themselves and their families.

Employees: Having employees comes with a number of requirements and one of them is the need to offer an industry - comparable benefits package that can include such coverages as life, disability, critical illness, health benefits, drug iEmployees: Having employees comes with a number of requirements and one of them is the need to offer an industry - comparable benefits package that can include such coverages as life, disability, critical illness, health benefits, drug iemployees comes with a number of requirements and one of them is the need to offer an industry - comparable benefits package that can include such coverages as life, disability, critical illness, health benefits, drug insurance.

They have lines of individual insurance such as term life, universal life, and variable universal life among their other offerings in the employee benefit space and retirement plan services.

Many employers pay the cost of employees» long - term disability insurance as a benefit.

Group term life insurance is offered by an organization to its employees as a benefit.

Adjusted gross income usually reflects less than a borrower's total income because it excludes the income a borrower contributes to a long list of common pre-tax benefits, such as health insurance premiums, retirement savings, and even employee parking and transit expenses.