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G.Gordon

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3,182
Missouri
Two full time employees. No group benefits, both on exchange to purchase individual plans.

1. Individual HSA contributions made by employer: $3350
2. Christmas and other bonuses in the range of $2-3k
3. During high demand times: Sept 30-Jan 30 they are required to be available to work up to six days/week 10-12 hours per day. The last AEP didn't demand that much weekend work, but late nights going beyond 9pm were regular.
4. During the other times of the year they work four days per week, get paid the same salary, day off rotates forward so that they get a four day weekend each month.
5. Five sick days and five vacation days, vacation days go to ten on second anniversary.

Salary is considered very good for the rural community we are in.
 
Two full time employees. No group benefits, both on exchange to purchase individual plans.

1. Individual HSA contributions made by employer: $3350
2. Christmas and other bonuses in the range of $2-3k
3. During high demand times: Sept 30-Jan 30 they are required to be available to work up to six days/week 10-12 hours per day. The last AEP didn't demand that much weekend work, but late nights going beyond 9pm were regular.
4. During the other times of the year they work four days per week, get paid the same salary, day off rotates forward so that they get a four day weekend each month.
5. Five sick days and five vacation days, vacation days go to ten on second anniversary.

Salary is considered very good for the rural community we are in.

Coming from someone that works the employee benefits market some. That is a pretty good benefits package assuming the are eligible for premium subsidies on the exchange.

The lax schedule outside of AEP is a big benefit in and of itself.

I can only think of 2 things you might want to add, Supplemental Benefits or Retirement Benefits. Technically they could use one of the bonuses to put in their IRA. So in a way you kind of cover retirement benefits. You could always give them a bonus and specifically say it is for their IRA (of course you cant dictate if they actually use it for that, but you can give it to them for that "in spirit").

Supplemental Benefits could be easy to add. You could offer to pay 50% of the Dental/Vision. That would probably be around $50 per month for a family plan, half of that for individual.

Just let them pay for any other supplemental benefits themselves... but being able to pay for it pre-tax is a benefit in its own, even if they are paying part or all of it themselves. You could also give them the chance to get DI/LI/CI/etc on a Guaranteed Issue or Simplified Issue basis, which could be a big benefit if they or anyone in their family has a serious health condition.
 
Oh, forgot that we do a 3% match in our simple IRA and they have $25,000 of employer paid life insurance. I bought the group life on all four of us because one of them is way outside the build parameters to qualify for anything other than simplified issue FE plans. This way it was GI.
 
Oh, forgot that we do a 3% match in our simple IRA and they have $25,000 of employer paid life insurance. I bought the group life on all four of us because one of them is way outside the build parameters to qualify for anything other than simplified issue FE plans. This way it was GI.

That is average for a retirement plan match.

You could always give them the option to buy more life insurance above and beyond the $25k.

Other than that the only thing else really would be the dental/vision taken out pre-tax.
 
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