Call Us 718-534-1194 ☰ ˟
Logo
Call Us 718-534-1194
  • HOME
  • OUR PRODUCTS
    • Business & Commercial
    • Employee Benefits
    • Life Insurance
    • Professional Liability
    • Workers Compensation
  • GET A QUOTE
    • Business & Commercial
    • Employee Benefits
    • Life Insurance
    • Professional Liability
    • Workers Compensation
  • BLOG
  • RESOURCES
    • Refer a Friend
    • Insurance Glossary
    • FAQ
  • ABOUT US
    • About Us
    • Employee Directory
    • Customer Testimonials
  • CONTACT
    • Contact Us
    • Join Our Newsletter
Auto and Home Icon

Employee Benefits

GIVE YOUR TEAM NEW LIFE:
Attract and retain top talent with enticing group benefits packages.

Learn More
Business Icon

Professional Liability

MAKE YOUR BUSINESS OUR BUSINESS:
Give us the full time job of protecting your business.

Learn More
Life and Health Icon

Workers’ Compensation

LEAD WITHOUT LOSS:
Protect your team - and your money - from harm on the job.

Learn More
RV and Boat Icon

Life Insurance

GIVE LIFE - GET LIFE:
Insure yourself, your family, and your employees for life.

Learn More
Annuities Icon

Business Coverage

STAY TACTFULLY INTACT:
Effortlessly guard your property and practice against all loss.

Learn More
Home > Blog > Can I Choose To Whom I Offer Benefits, As An Employer?
MONDAY, FEBRUARY 12, 2018

Can I Choose To Whom I Offer Benefits, As An Employer?

Zupnick Associates - Employer Choose to Whom Offer Employee Benefits - Clayton Cardinalli - Unsplash

 

(by Slava Darozhkin)


It’s no easy leap for any HR department to go from entirely dollar-based compensation packages to getting involved with reimbursing employee health costs and expanding their expenditure. Businesses still look for any way to save, understandably, while also being generous with their employees.

That being said, however, staying cost-efficient forces the priority list to be implemented and often-times companies want to only offer health-related packages to only some employees.

The question is, is this allowed? The answer is that there is no legal prohibition, save for the discriminatory aspect. Obviously, your choice in which employees get the better compensation packages can’t be made based on prejudices outside of the direct scope of the employee's job.

Areas to stick to when choosing whom to offer reimbursement to might include:

  • Full-time or part-time status

  • Whether an employee works in or out of state

  • Whether an employee is salaried or hourly

  • An employee's job titles

  • An employee's seniority


As long as the decision isn’t based, at all, off the individual’s age, color, nationality, disability, citizenship status, ethnic, racial, religious, or sexual orientation, and remains a direct reflection of their work performance, yes, your business can choose which “class” of your employees qualifies for a health reimbursement arrangement (HRA) — each state also has additional descriptions for discrimination, which can be viewed here. Remember though, the entire class must be treated equally — if two employees are in the same department, they must both benefit or not.

 

Is It Worth Picking Who Gets Employee Benefits? Or Am I Just Creating Problems?

 

While it would be saving the business some cash flow, it defeats the purpose of offering these larger compensation packages in the first place: to make the employees feel valued and human. By creating more barriers for the “right” employee, less of an open and loving environment is promoted.

The QSEHRA program actually allows small businesses to be able to customize their budgets, which is a great way to offer employee benefits at a price that the company can handle. Instead of opting for fewer, higher cost plans, you can offer more quantity at a lower cost, covering more employees, and making everyone feel better about themselves.

We at Zupnick Associates always opt for equal treatment across the board to accomplish more, at a more efficient rate. When you’re ready to take your employees to the next level, reach out to us and let us help you find the right plan for you.


Posted 11:11 PM

Tags: employee benefits, hr
Share |


No Comments


Post a Comment
Required
Required (Not Displayed)
Required


All comments are moderated and stripped of HTML.

NOTICE: This blog and website are made available by the publisher for educational and informational purposes only. It is not be used as a substitute for competent insurance, legal, or tax advice from a licensed professional in your state. By using this blog site you understand that there is no broker client relationship between you and the blog and website publisher.
Blog Archive
  • 2021
  • 2020
  • 2019
  • 2018

  • employee benefits(53)
  • covid-19(22)
  • coronavirus(18)
  • hr(16)
  • medicare(11)
  • open enrollment(8)
  • business insurance(7)
  • insurance(7)
  • health benefits(6)
  • health insurance(6)
  • recruitment(6)
  • aca / obamacare(5)
  • small business(5)
  • hiring(4)
  • covid(4)
  • employee retention(4)
  • medical malpractice(4)
  • liability insurance(4)
  • medmal(4)
  • insurance broker(3)
  • healthcare acronyms(3)
  • life insurance(3)
  • general liability(3)
  • benefits(3)
  • property insurance(3)
  • employee wellness(3)
  • reference-based pricing(3)
  • sexual harassment(3)
  • leadership(3)
  • faq(3)
  • nys(2)
  • interview(2)
  • unemployment(2)
  • attrition(2)
  • nyc(2)
  • hsa(2)
  • public school(2)
  • healthcare(2)
  • shrm(2)
  • taxation(2)
  • parental leave(2)
  • private school(2)
  • medical tourism(2)
  • benefits advisors(2)
  • marijuana(2)
  • pcori(2)
  • manager(2)
  • medical negligence(2)
  • company policies(2)
  • talent retention(2)

View Mobile Version

Contact Us Today!
718-534-1194

Social Social Social Social Social

Resources

  • About Us
  • Refer A Friend
  • Blog
  • Contact Us

Contact Us

1425 37th St #515
Brooklyn, NY 11218

Ph: 718-534-1194
© Copyright. All rights reserved. | Powered by Insurance Website Builder