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Should organizations distinguish between an executive and a regular employees' benefit programs and cost? |
In the Title????? It really depends on several factors. Firstly, how large in the organization? If it is a very small operation, I would't recommend making large differences, but you can do some small things that won't cause friction with the rest of the employees. A few examples are funding an HSA a bit more, in compliance with the IRS regulations and using executive deffered compensation. In a large organization, it is done very regularly. Firstly, it is very competitive to get good executive leadership, and you need to offer a very competitive benefits package, which may be cost-prohibitive to offer to everyone. Also, there is a larger disconnect between execs and others, so there may not be as much integration issues. The other thing to watch out for is paperwork. Trust me, it can get to be a very big headache. Ultimately, most people understand that you pay executives more than other employees. Sometimes, that is just not enough to attract good talent. |
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