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1 The current economic and political climate has focused employers' attention on benefits that most directly impact the productivity of their workforces. As such, time off benefits have increased visibility among employers who must respond to the growing legal complexity of state, federal and even local time off regulations, as well as the ever-present pressure to reduce costs, yet improve the efficiency and effectiveness of its workers. Employees have their eyes on these benefits, as well. Time off, holidays, and disability plans are increasingly important in employee satisfaction, and new employee recruitment. This survey gathers information that provides insights around how employers are crafting, and possibly re-crafting, their disability and time off benefits to respond to a changing workplace and workforce. *Please enter your company name Company Name: *Please select your organization type: Publicly traded Privately held Subsidiary of a publicly traded company Governmental/Quasi Governmental Not-for-Profit *Answer Required 1

2 Please select your primary industry: Industry Sector: Industry Group: Industry Name: Please provide the most recent data for your organization: Annual gross revenue in US$ millions (for example, if gross revenue was $25,000,000, enter 25): Operating budget in US$ millions (for example, if operating budget was $25,000,000, enter 25): Total number of full-time equivalents: 2

3 Please provide the following: Number of Covered Employees Executives Average annual pay (in US$) Executives Please provide the following payroll information: Total Annual Gross Payroll (for FY 2009, in US$): 3

4 Company and Floating Holidays Please indicate which of the following are paid holidays for your organization (check all that apply): New Year's Day Dr. Martin Luther King Jr. Day Lincoln's Birthday President's Day Washington's Birthday Good Friday Easter Sunday Memorial Day Fourth of July Labor Day Columbus Day Veteran's Day Thanksgiving Day after Thanksgiving Christmas Eve Christmas Day Boxing Day (day after Christmas) Other (please specify): Please indicate the number of floating holidays (including personal days) that are granted (beyond the standard number of company holidays listed above): Varies by service Varies by level Fixed number of days for all employees (please specify): No floating holidays 4

5 Vacation Plans How have you modified your organization's vacation or Paid Time Off (PTO) plan in the last two years? Increased time off Decreased time off Moved from traditional vacation/sick plan to a PTO model Moved from a PTO model to a traditional vacation/sick plan Other changes (please specify): No change Indicate how your organization cashes out accrued (but unused) vacation days when an employee leaves the organization. All time available, under all circumstances All time available, under some circumstances (please answer next question) Partial pay-out, under all circumstances Partial pay-out, under some circumstances (please answer next question) Vacation days not cashed out If you only allow pay-out under some circumstances, what are those circumstances? (check all that apply) Involuntary termination with cause Involuntary termination, regardless of cause Voluntary termination Retirement Terminated due to disability Layoff, furlough, location closure Per union or employee agreement only Per state law only Other (please specify): 5

6 Vacation Plans *Please indicate the type of time off policies your organization provides to employees. Traditional vacation plan (separate vacation and sick pay programs) Paid Time Off (PTO) plan (combination of vacation and sick pay programs) Both *Answer required 6

7 Traditional Vacation Plan Please indicate the number of days per year of paid vacation. Please complete the grid below for your largest executive, salaried, and hourly employee populations. (If vacation benefit is a Uniform number of days, please complete the first column only. If the number of vacation days varies by length of service, please complete the entire grid beginning with the "After 1 year of service" column) Uniform number of days (not based on length of service) Executive After 1 year of service Executive After 5 years of service Executive After 10 years of service Executive 7

8 After 15 years of service Executive After 20 years of service Executive Varies by title, grade or other criteria Yes No Executive Are employees permitted to purchase extra vacation days? Yes (please specify the number of days): No Are employees permitted to sell vacation days? Yes No Are employees permitted to donate vacation days to other employees? Yes, into a pool (not a specific individual) Yes, to a specific individual No How many vacation days are employees permitted to carry over? Unlimited Specific number of days annually Please specify how vacation days are carried over: Number of days carried over annually: Maximum accrual of days: Not permitted 8

9 Sick Pay *Please indicate the type of fully-paid sick pay benefits your organization provides to salaried employees: Unlimited sick pay ("permissive" sick pay) Sick pay for a fixed number of days per year Sick pay for a fixed number of days per accident/illness No distinction between sick pay and STD: Other (please specify): No sick pay plan *Answer required 9

10 Sick Pay Which statement best describes your sick pay program? Intended for short absences only; longer illnesses are covered under a separate disability plan or program Is banked and is the only employer-provided disability program Is banked and can be used to supplement employer-provided disability program Other (please specify): Please indicate the number of fully-paid sick days per year. Please complete the grid below for your largest executive, salaried, and hourly employee populations. (If sick pay benefit is a Uniform number of days, please complete the first column only. If the number of sick days varies by length of service, please complete the entire grid beginning with the "After 1 year of service" column) Uniform number of days (not based on length of service) Executive After 1 year of service Executive After 5 years of service Executive 10

11 After 10 years of service Executive After 15 years of service Executive After 20 years of service Executive Varies by title, grade or other criteria Yes No Executive Does your organization offer dependent care days? Yes, they receive dependent care days separate from the employees' own sick time Specific number of days allowed: Yes, they can be taken by employees as one of their own sick days Other (please specify): Dependent care days not offered, beyond what is required by law Are employees permitted to donate sick days to other employees? Yes, into a pool (not a specific individual) Yes, to a specific individual No 11

12 How many sick days are employees permitted to carry over? Unlimited Limited to a specific number of days annually Please specify how sick days are carried over: Number of days carried over annually: Maximum accrual of days: Not permitted 12

13 Paid Time Off Please indicate the number of days per year of paid time off. Please complete the grid below for your largest executive, salaried, and hourly employee populations. (If PTO benefit is a Uniform number of days, please complete the first column only. If the number of PTO days varies by length of service, please complete the entire grid beginning with the "After 1 year of service" column) Uniform number of days (not based on length of service) Executive After 1 year of service Executive After 5 years of service Executive After 10 years of service Executive 13

14 After 15 years of service Executive After 20 years of service Executive Varies by title, grade or other criteria Yes No Executive Are company holidays also included in the PTO plan? Yes No How many PTO days are employees permitted to carry over? Unlimited Specific number of days annually Please specify how PTO days are carried over: Number of days carried over annually: Maximum accrual of days: Not permitted 14

15 Short-Term Disability/Salary Continuation *What type of STD plan does your organization offer to employees? State mandated disability plans only Uniform benefit (everyone receives same benefit) Tenure-based fixed benefit (benefit level varies by tenure, but is the same throughout the absence) Tenure-based variable benefit (benefit level is based on length of service, and changes during the absence, for example, "steps down" from 100% to 60%) Other variable benefit (benefit varies by other criteria) No STD or Salary Continuation offered *Answer required 15

16 Short-Term Disability/Salary Continuation How is the plan funded? Self-insured Insured Payroll taxes/state pool Salary continuation plan Other (please specify): Who pays for plan premiums? Both, as a shared premium Both, with an employer-paid base and employee-paid options Employer Employee Please indicate the eligibility waiting period for participation in the STD plan: No waiting period, immediately enrolled 1 month 3 months 6 months 1 year Other (please specify): How long is the elimination period for your plan (the number of days of disability that are required before benefits are paid)? Calendar days: Work days: How does STD coordinate with sick days? STD benefits begin after sick days are used (please specify the number of sick days used before STD benefits begin): STD benefits begin after all sick days are used (including banked days) STD benefits begin after PTO days are used (please specify the number of PTO days used before STD benefits begin): Other (please specify): No sick days offered No distinction between sick days and STD 16

17 Please complete the grids below for STD Benefits. (If STD benefit is a Uniform number of days, please complete the first column only. If the STD benefit percentage and duration vary by length of service, please complete the entire grid beginning with the "At Hire" column. Please enter percentages as whole numbers) Uniform number of days (not based on length of service) Percentage of Pay Number of Weeks At Hire Percentage of Pay Number of Weeks After 1 year of service Percentage of Pay Number of Weeks After 5 years of service Percentage of Pay Number of Weeks After 10 years of service Percentage of Pay Number of Weeks After 15 years of service Percentage of Pay Number of Weeks 17

18 After 20 years of service Percentage of Pay Number of Weeks Varies by title, grade or other criteria Yes No Percentage of Pay Number of Weeks Uniform number of days (not based on length of service) Percentage of Pay Number of Weeks At Hire Percentage of Pay Number of Weeks After 1 year of service Percentage of Pay Number of Weeks After 5 years of service Percentage of Pay Number of Weeks After 10 years of service Percentage of Pay Number of Weeks 18

19 After 15 years of service Percentage of Pay Number of Weeks After 20 years of service Percentage of Pay Number of Weeks Varies by title, grade or other criteria Yes No Percentage of Pay Number of Weeks 19

20 Long-Term Disability *Does your organization provide LTD Benefits to employees? (Please exclude individual or executive only coverage) Yes No *Answer required 20

21 Long-Term Disability Please indicate your company's definition of disability: Own occupation applies from the incident of disability for a specified period and then any occupation thereafter (please specify number of years): Own occupation indefinitely (applies from the incident of disability) Any occupation (applies from the incident of disability) Job specific Social Security approval required Other (please specify): Who pays for plan premiums? Employer pays all Employee pays all Employer and employee share costs of a single plan Employer provides base plan, employee can buy-up If the plan requires employee contributions, does the contribution vary by some criteria? By service By age By pay By age and pay By coverage/benefit level Other (please specify): Contributions are uniform Please indicate if the employee's share of the LTD premium is pre- or posttax: Pre-tax Post-tax Employee's choice of pre- or post-tax Employer pays 100% of premium Please indicate how long-term disability is financed (check all that apply): Insured and pooled Insured and experience rated Self-insured and paid from company assets Self-insured and reserves held in a welfare fund (VEBA/501(c)(9)) Other (please specify): 21

22 Please indicate the eligibility waiting period for participation in the LTD plan: No waiting period, immediately enrolled 1 month 3 months 6 months 1 year Other (please specify number of months): 22

23 Long-Term Disability How long must an employee be disabled before being eligible for LTD benefit payments? No elimination period Varies by service 1 month 3 months 6 months 12 months Other (please specify number of months): How long do benefits, such as health care coverage, continue during LTD? For full duration of LTD For a fixed period of time while on LTD (please specify number of months): Until SSDI is awarded Until employment is terminated Other (please specify): What is the long-term disability maximum benefit percentage before any offsets? Varies by employee choice Varies by pay or position Varies by length of service Varies by location A fixed percentage of pay (please specify percentage as a whole number): Other (please specify): 23

24 Long-Term Disability What is the definition of pay under LTD? Base compensation Total compensation Other (please specify): What is the LTD maximum monthly benefit? Monthly maximum (please specify): No monthly maximum Is LTD offset by other benefit coverages? (check all that apply) Social Security Pension Workers Compensation Statutory STD Vacation pay Sick pay Other offset (please specify): LTD is not offset If LTD is offset by Social Security, please indicate the gross benefit offsets (check all that apply): Primary Social Security Disability Family Social Security Disability Old Age Social Security Social Security cost of living increases Other (please specify): 24

25 Long-Term Disability What is the duration of LTD benefit payments (excluding return to work or recovery)? Continue for life Stop at retirement or normal retirement age (65) Stop when employee elects service retirement or disability pension Other (please specify): Which benefits continue for the full duration of LTD benefit payments? (check all that apply) Group Health Coverage, same as active Group Health Coverage, same as retiree Basic term life insurance coverage, same as active Basic term life insurance coverage, same as retiree Supplemental term life insurance, with contributions Supplemental term life insurance, without contributions Eligibility service for retiree health coverage Pension benefit eligibility service Pension benefit credited service None of the above Does the LTD plan require (check all that apply): Filing for Social Security Pursuing Social Security if initially denied (appeal, administrative hearings) Participation in a rehabilitation program Other (please specify): Does the LTD plan have limitations in coverage (check all that apply): Limited period for mental illness and/or substance abuse Limited period for musculoskeletal conditions Limited period for self-reported or subjective illnesses Other (please specify): 25

26 Leave of Absence Which approach best describes your leave of absence program administration? Internal, de-centralized Internal, centralized Co-sourced (use a vendor for some leave administration services, but not all) Outsourced with disability vendor (STD/LOA together) Outsourced, not with disability vendor (LOA is administered by a different party than STD) Other (please specify): When an employee is on an approved leave of absence, how long is his/her job protected? Only as long as required by law For a fixed period of time (please specify number of weeks): Determined on an individual basis (e.g., based on business needs) Other (please specify): During military leave, do you offer continuation of pay? Yes, full pay (no offset for military wages) Yes, full pay minus military wages Yes, partial pay No For employees who are on military leave, how long does pay continue? Until return from military leave Determined on an individual basis (e.g., based on business needs) For a variable period of time (for example, based on tenure) For a fixed period of time (please specify number of weeks): Other (please specify): 26

27 Company Leave Which of the following company-defined leaves do you offer (beyond what is required by law)? Company medical leave, only for employees not eligible for statutory leaves Company medical leave, regardless of eligibility for statutory leave Personal leave Military leave beyond USERRA Pregnancy leave (separate from other company and statutory leaves) Paternity or Parental leave (separate from other company and statutory leaves) Adoption leave (separate from other company and statutory leaves) Adoption business leave (for attending to legal issues) Education leave Sabbatical leave Union business leave Moving or relocation leave Public service leave Election service leave Charitable activity or community service leave Religious mission leave Bereavement/funeral leave Other (please specify): None of the above (please skip to page 30) 27

28 Company Leave Please provide the number of leave weeks: Number of Leave Weeks Provided (maximum) Company medical leave, only for employees not eligible for statutory leaves Company medical leave, regardless of eligibility for statutory leave Personal leave Military leave beyond USERRA Pregnancy leave (separate from other company and statutory leaves) Paternity or Parental leave (separate from other company and statutory leaves) Adoption leave (separate from other company and statutory leaves) Adoption business leave (for attending to legal issues) Education leave Sabbatical leave Union business leave Moving or relocation leave Public service leave Election service leave Charitable activity or community service leave Religious mission leave Bereavement/funeral leave Other (specified) None of the above 28

29 Pay while on leave: Company medical leave, only for employees not eligible for statutory leaves Company medical leave, regardless of eligibility for statutory leave This is a paid leave (does not require use of accrued time off) EE may substitute available paid time off Personal leave Military leave beyond USERRA Pregnancy leave (separate from other company and statutory leaves) Paternity or Parental leave (separate from other company and statutory leaves) Adoption leave (separate from other company and statutory leaves) Adoption business leave (for attending to legal issues) Education leave Sabbatical leave Union business leave Moving or relocation leave Public service leave Election service leave Charitable activity or community service leave Religious mission leave Bereavement/funeral leave Other (specified) None of the above EE is required to substitute available paid time off, as allowed by law 29

30 Americans with Disabilities Act (ADA)/Fair Employment and Housing Act (FEHA) Compliance Where are requests for leave or modified duty as an ADA/FEHA accommodation addressed in your organization (primary responsibility)? (check all that apply) Employee safety Employee health or occupational health Employee relations Human resources Legal/compliance Benefits Leave/disability management Wellness/health promotion Department or group specifically created for this purpose Other (please specify): Which of the following processes or resources are you using to consider requests for leave or modified duty as an ADA/FEHA accommodation: (check all that apply) Interactive process, casual Interactive process, formal and documented Clinical review (to clarify restrictions, assess nature and prognosis of disability) Assisted job search Passive job search (providing job posting or listing) Work hardening or progressive return to work scheduling Job accommodation meetings Other (please specify): None of the above What system-based tools are you using to track accommodation process and outcomes? (check all that apply) Specialized software, obtained from a vendor Specialized software, designed/deployed internally Case management software (such as workers comp systems) HRIS system Spreadsheets Other (please specify): Do not use any system-based tools 30

31 Compared to 2008, the number of requests for leave or modified duty/hours as an ADA/FEHA accommodation in 2009 were: About the same as in 2008 Higher in 2009 than in 2008 Lower in 2009 than in 2008 Unable to estimate How do you use external vendors in your ADA/FEHA program? (check all that apply) Provide clinical review Conduct field case management Host job accommodation meetings Facilitate job search or placement activities Provide legal advice on specific cases Provide training/coaching Conduct the interactive process Consolidate outcomes for reporting or data warehouse Other (please specify): We do not use external partners or vendors in this process 31

32 Impact of Lost Time Employers increasingly recognize time off as a significant driver of both cost and productivity loss, often rivaling the costs of health care benefits, but seldom as visible to organizations. In this section, we ask you to provide us with information that will allow us to provide benchmark information on: the cost of time off benefits (per capita and percent of payroll) and the use of time off benefits (per capita lost days). Please provide financial impact information for the following: Number of Employees Eligible for this Benefit Salary Continuation Plan STD plans LTD Worker's Compensation Indemnity (wage loss) Total Annual Costs (2009) Salary Continuation Plan STD plans LTD Worker's Compensation Indemnity (wage loss) 32

33 Please provide lost work days impact information for 2009 for the following: Number of Employees Eligible for this Benefit: Executives Personal Sick Vacation PTO Salary Continuation Plan STD Worker's Compensation Indemnity (lost time) Unpaid leave of absence Employees Personal Sick Vacation PTO Salary Continuation Plan STD Worker's Compensation Indemnity (lost time) Unpaid leave of absence 33

34 Employees Personal Sick Vacation PTO Salary Continuation Plan STD Worker's Compensation Indemnity (lost time) Unpaid leave of absence Total Lost Work Days: Executives Personal Sick Vacation PTO Salary Continuation Plan STD Worker's Compensation Indemnity (lost time) Unpaid leave of absence 34

35 Employees Personal Sick Vacation PTO Salary Continuation Plan STD Worker's Compensation Indemnity (lost time) Unpaid leave of absence Employees Personal Sick Vacation PTO Salary Continuation Plan STD Worker's Compensation Indemnity (lost time) Unpaid leave of absence How do you measure the productivity impact of lost time (absenteeism)? (check all that apply) Track the use of overtime directly related to absenteeism Track the use of temporary labor directly related to absenteeism Track quality issues directly related to absenteeism (scrap, re-work, repair, customer service ratings, etc.) Other (please specify): Unable to track specific metrics, but estimate the impact indirectly Do not track or estimate productivity impacts of lost time, at this time 35

36 How do you measure the impact of presenteeism (loss of productivity related to illness when the employee IS at work)? (check all that apply) Estimate impact using operational metrics (such as % of capacity achieved, units produced, etc.) Estimate impact using quality metrics (rate of scrap, re-work or repair, customer service ratings, etc.) Estimate impact self-reported by employees in an HRA (Health Risk Assessment) Estimate impact self-reported by employees not in an HRA, but using a survey specifically designed to address presenteeism Estimate impact self-reported by employees, for some employees, selected because they had a leave or disability Estimate impact self-reported by employees, for some employees, selected because they are enrolled in a disease or lifestyle management program Estimate impact self-reported by employees, for some employees, based on other criteria (please specify): Unable to track specific metrics, but estimate the impact indirectly Do not measure presenteeism impacts, at this time If you would like to receive a copy of the report, please provide your contact information Name: Title: Thank you for participating in Buck Consultants' survey. We hope to see you again! 36