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.
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.
Not exact matches
In addition to flexible work options, Kaplan supports and rewards its
employees with competitive pay
structures,
as well
as comprehensive
benefits packages designed to support financial futures, health, and well - being, which are offered to both full - time and part - time
employees.
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.
In cases where an
employee is dismissed before the arrival of a date that triggers an entitlement to a
benefit, such
as the date when the
employee will have earned the right to a full pension, a question inevitably arises
as to whether the severance package offered to the
employee should be
structured in a way to «bridge» the former
employee so that trigger date is achieved.
As needed by our clients, our tax team reviews proposed
structures for the most tax advantageous arrangements, including in the US like - kind exchanges and mixing - bowl
structures, and our
employee benefits team assists with transitioning personnel in a reasonable manner while
structuring cost allocations favorable to our client.
Typically designed so that the surviving business partner would have the money to purchase the company interests, life insurance for businesses can also be
structured as «key person insurance,» where if a key
employee dies the business owner will receive a
benefit to help offset the financial impact of losing the key
employee.
Depending on the plans offered and the contributions that employers require for
employees and dependents, what's best for one couple is not best for another — and that best scenario can change from year to year
as employers change their plans,
benefits structures and contribution strategies.»
The policy can also be
structured in a way that obligates or entices the
employee to remain loyal to the company or corporation for a period of time before the
benefits become vested commonly referred to
as «golden handcuffs».
* Working
as Chief Manager - Corporate Risk & Insurance Solution (Business Development & Client Servicing) in
Employee Benefits vertical of Howden Insurance Brokers India Private Limited, a leading UK based insurance broker * Expert in
structuring policies of different insurance...
* Working
as Chief Manager - Corporate Risk & Insurance Solution (Business Development & Client Servicing) in
Employee Benefits vertical of Howden Insurance Brokers India Private Limited, a leading UK based insurance broker * Expert in
structuring policies of different insurance line and negotiating coverage and premium with both general and life insurers * Excellent Client Management skills with expertise in building strong relationships and networking.
For example, that human capital management consultant's professional competencies might include short descriptions, such
as «Design strategic compensation and
benefits models for large organizations with
employee base greater than 5,000, including variable pay, pay - for - performance and merit - based pay
structuring.»
Director of Human Resources / HR Consultant — Professional Duties & Responsibilities Oversee the planning, direction, and management of all HR - related activities including staff recruiting, candidate tracking, personnel screening and testing, and hiring processes in accordance with Affirmative Action and Equal Opportunity Employment regulations Support senior management to develop and maintain personnel policy and ensure compliance with all standards, authoring and implementing new policies and procedures
as needed along with creating HR procedure manual Serve
as lead analyst for compensation reviews, performance and pay - scale benchmarking, market studies, and salary
structure decisions, also creating organizational / staff planning charts for all departments and all positions Create and deliver firm - wide staff new - hire orientation, training and development programs, and performance evaluations utilizing a competency - based appraisal system which leads to focused training and development programs based on common and individual areas of performance deficiency Manage all aspects of workers compensation and unemployment claims on behalf of employer, attending hearings and participating actively in all related meetings Hold responsibility for all
benefit negotiations, administration, and plan reviews, promoting compliance with and effective execution of IRS / DOL regulations, ERISA, HIPPA, and all audit - related processes Implement and sustain safety programs while performing regular safety - policy trend analyses to identify critical issues, developing corrective action plans to ensure compliance with applicable safety, health, and environmental regulations including OSHA and other applicable laws Consult with management regarding
employee - and labor - related issues to resolve conflicts in a professional manner, conducting grievance hearings and negotiation agreements with worker representatives within the provisions of any applicable contract Provide relevant guidance and administration to the development of human resources site on firm intranet, housing online - employment forms, manager resources, job postings, and HR - related forms and documents Develop valuable staff relationships to improve workplace morale
as well
as maintain positive business relationships with all related brokers and vendors