Essay on Case: Problem in Pay System

A health insurance plan pays for medical care only after the insured has first paid $500 out of pocket on an annual basis. The $500 annual cost is called

H. (04/2015). Comprehensive Health Insurance: Billing, Coding & Reimbursement, VitalSource for Allen School of Health Sciences, 1st Edition. [Bookshelf Online]. Retrieved from https://online.vitalsource.com/#/books/9781323131503/

carefully planned out and considered, the total closure or failure of the organization could be at hand in the near future. In our modern age, employers know that salary is not the only factor that should be considered and that salary alone will not lead to better or more highly profitable workers alone. This is why compensation planning is important and why pay should have some connection between performance and compensation. This is why the human resources department should consider many monetary and non-monetary factors when considering how to properly compensate and motivate employees (Dessler, 2013).

What is the general wage concern that management and employee representatives bring to the negotiating table?

Which would give the amount of $400,000. The first year of starting is going to cost a pretty large sum to investing in three Basic Life Support ambulance to begin with. Used BLS trucks range from $14,500- $5,500 dollars. Three BLS units would roughly cost $16,500 if staying near $5,500-dollar mark. Getting them recertified and passing inspections would cost around $1,000 dollars on all three trucks. Buying radios and medical equipment to fully stock each ambulance would budget around $13,129.59, that includes cots, AED, airway, oxygen, BLS pharmaceutical drugs, badges, backboard, etc. Vehicles (gas- maintain them, buying them) and office equipment estimation of 52,076 for the first year. What is left over would go to paying employees and other accrued leases, and expanses that need to be

On the other hand, clinical labor costs account for the majority of the clinic’s expenses; during the high season they run up to $150,000 a month, however it drops to $120,000 a month during the remainder of the year. The clinic must pay for other monthly expenses, such as fixed general and administrative expenses including clerical labor ($30,000/month), lease obligations ($12,000/month) and miscellaneous expenses ($10,000/month) as well as maintain a minimum cash balance of $50,000 at First Bank because of compensating balance requirements on its term loan. This amount, but no more, is expected to be on hand on January 1, 2010.

Medicare surcharge of 0.9% if an employee earns in excess of $200,000 a year. Such

Another fee required by employers who have self-insured group health plans is the state established transitional “reinsurance program,” which is to be paid between the years 2014 through 2016 (Grant Thornton LLP, 2013). The hope of this fee is to stabilize premiums in the individual insurance market. The Transitional Reinsurance Fee will be determined by multiplying the average number of individual employees covered by the plan and multiplied by the contribution rate for the relevant year (Grant Thornton LLP, 2013). Per the U.S. Department of Health and Human Services (HHS), self-insured group health plans that provide major medical coverage will be charged a contribution rate of $63 per plan participant (Grant Thornton LLP, 2013).

The capitated managed care agreement with the city allows the hospital to receive $250 per month per family for taking care of the 300 city employees and their families, whether they are sick or not. Utilizing the full cost method, the hospital incurs a profit loss of $51,898,395, meaning that a rate increase of $14,166.22 is required in order to cover the full cost for the year. When applying the differential cost the hospital also incurs a profit loss of $15,119, and a rate increase of $3,949.72 is required in order to cover the differential cost for the year.

When making compensation decisions, whether it is internal or external, comparisons must be considered. However, employers must carefully balance pay structures, because internal and external comparisons may not converge. Therefore, employers may differ in the way they place priorities on internal and/or external comparison data when they are developing pay structures.

Keywords: S corporation insurance, payroll treatment of health insurance, multiple reimbursement arrangements of health insurance, Section 105 health reimbursement plan

Insurance (general liability, workers' compensation and property casualty) coverage at a total premium of $2,400.

* Currently offers their employees fee-for-standard, 300 deductibles, 20 percent co insurance, FSA Flexible spending account

Some organizations are unwilling to show their reward systems and pay policies (Lawler, 1995). Many Human Resources professionals believe gender pay gaps to be resolvable through the monitoring of pay levels and communication (Report on Salary Surveys).Greater pay transparency has been a great benefit to the board, employees and managers as they now know what is happening across the business and they are able to confidently justify their actions (Commission Policy Report).All market-related supplements are recorded and reviewed separately from basic salary to ensure openness and transparency. Regular research market rates within the various labor markets in which they operate is undertaken improving transparency would also help to improve talent development, as employees would be able to see what they could earn if they wanted to move to another division and upgrade their skill set. (Commission Policy Report).

The position will also offer other employee benefits and allowances as a motivation for the workforce. The company will offer medical insurance where the employees will be sponsored for half the amount incurred as medical expenses. The medical cover offered by the company also covers the immediate