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HRInfoSeries
2012 EMPLOYEE BENEFITS IN MICHIGAN™ SURVEY QUESTIONNAIRE
Thank you for participating in the 2012 HRInfoSeries Employee Benefits Survey, conducted by Merces Consulting
Group, Inc. (Merces). The Michigan Manufacturers Association (MMA) sponsors the manufacturing edition of this study.
If you have any questions concerning this survey, please contact Merces. Questionnaires should be returned to
Merces by September 28, 2012; please do not send questionnaires to the MMA. All participants will receive a
complimentary summary of the survey results; to purchase a copy of the full detailed report, please complete the
enclosed order form.
Merces Consulting Group, Inc.
Attn: Research Division
306 S. Washington Ave., Suite 300
Royal Oak, MI 48067 248-507-4670
FAX 248-414-6116
You may email completed questionnaires to: slplatek@mercesconsulting.com
Company
Contact Title
Phone Email
Address
City/State Zip
I. PARTICIPANT INFORMATION
Company's major products/services: _______________________
How many are employed by the company? Total: In Michigan: This facility:
2011 Revenue: $ $0-5 mm $50-100 mm
(actual if available; $5-10 mm $100-200 mm
please check category $10-20 mm $200-500 million
If actual not available) $20-50 million Over $500 million
Projected actual 2012 Revenue (in millions): $
The purpose of this survey is to collect information on the most typical benefit programs provided by employers. While
some companies have programs with a variety of options, it would require an enormous questionnaire that would only
apply to a limited number of participants. For this reason, we ask you to provide information only on the most
prevalent plans or options in your benefit program.
The benefits section of this survey covers two groups of employees -- salaried and hourly. If you have only one benefit
program that covers all employees, please indicate this below. "Salaried" refers to salaried office, professional and
management personnel. "Hourly" refers to hourly production employees. In a non-manufacturing environment, "hourly"
refers to jobs such as drivers, warehouse people, clerks, etc. If you have a union contract covering over half of the hourly
production employees, report the contract benefits; do so even if the other hourly employees have a different benefit
package. If you have a "two-tier" benefit program, report the benefits provided to the majority of your hourly employees.
If you have separate programs for FLSA "exempt" and "non-exempt" salaried jobs, report the benefits package provided
to "exempt" personnel. If your benefit package for salaried employees varies by some other factor (e.g., pay level), report
the benefits provided to mid-level professionals (e.g., accountants, engineers). If you have multiple programs, and are
unsure what to report, contact Merces Consulting Group, Inc. at (248) 507-4670 before proceeding.
Do you have only one benefit program that covers all employees? (Yes or No)
Is the data you are reporting for hourly employees "contract benefits"? (Yes or No)
HRInfoSeries™ - 2012 Benefits in Michigan Survey 2
II. PAID TIME OFF
How many paid holidays will the company observe in 2013?
Which of the following days will be paid holidays in 2013? (check all that apply)
New Year's Eve. (Mon.12/31) Easter Monday (4/1) Thanksgiving (11/28)
New Year’s Day (Tue.1/1) Memorial Day (5/27) Thanksgiving Friday (11/29)
th
M.L.King Jr. Day (1/21) 4 of July (Thu. 7/4) Christmas Eve (Tue. 12/24)
th
President’s Day (2/18) 4 of July Friday (7/5) Christmas Day (Wed.12/25)
Good Friday (3/29) Labor Day (9/2) Day After Christmas (12/26)
Will you have a Christmas shutdown in 2013 Number of Added Paid Days (not checked above):
How are non-holiday paid time off days earned? (select one only) Hourly Salaried
1 Full amount granted and available at beginning of year
2 Earned/accrued throughout the year, can’t be used until earned
3 Earned/accrued throughout the year, full year’s worth can be used any time
Do you have a “combined time off” ("CTO") (e.g., vacation, sick, personal combined) program? Hourly Salaried
If YES (a) How many total days are allowed per year for employees with: (then continue with Jury Duty section)
Hourly Salaried
Less than 1 year of service
1 year of service
3 years of service
5 years of service
10 years of service
(b) What is the treatment of unused CTO days (select one only) Hourly Salaried
1 Unused days are lost
2 All unused days can be “banked” for future use
3 Some unused days can be “banked”
4 All unused days are paid out in cash
5 Some unused days paid out in cash
If only some can be banked, what is the limit? Hourly Salaried
If only some are paid out in cash, how many? Hourly Salaried
IF NO, continue with the following questions….
How many years of service must an employee have to earn the following amount of paid vacation:
Years of Service Required to Earn: Hourly Salaried
one week of vacation
two weeks of vacation
three weeks of vacation
four weeks of vacation
five weeks of vacation
Please return to Merces by September 28, 2012
HRInfoSeries™ - 2012 Benefits in Michigan Survey 3
What is done with an employee’s unused vacation? (select one only) Hourly Salaried
1 Days are lost
2 All days are carried over to the next year
3 Some days are carried over
4 All days are paid out in cash to the employee
5 Some days are paid out in cash to the employee
If some can be carried over, what is the limit? Hourly Salaried
If only some are paid out in cash, how many? Hourly Salaried
What is the maximum number of vacation days that can be “banked” at any time? Hourly Salaried
Do you have a separate formal paid sick day program? Hourly: Salaried:
If YES (a) How many paid sick days are allowed per year? Hourly Salaried
(b) What is the treatment of unused sick days (select one only) Hourly Salaried
1 Unused days are lost
2 All unused days can be “banked” for future use
3 Some unused days can be “banked”
4 All unused days are paid out in cash
5 Some unused days paid out in cash
If only some can be banked, what is the limit? Hourly Salaried
If only some are paid out in cash, how many? Hourly Salaried
Do you have a separate personal paid time off program? Hourly: Salaried:
If YES (a) How many paid personal days are allowed per year? Hourly Salaried
(b) What is the treatment of unused personal days (select one only): Hourly Salaried
1 1 Unused days are lost
2 2 All unused days can be “banked” to the next year
3 3 Some unused days “banked” to next year
4 4 All unused days are paid out in cash
5 5 Some unused days are paid out in cash
If only some can be banked, what is the limit? Hourly Salaried
If only some are paid out in cash, how many? Hourly Salaried
All participants please continue here.
What is your policy for employees serving jury duty? (select one only) Hourly Salaried
1 Continue full pay
2 Pay difference between full pay and court pay
3 Do not pay
What is your policy for employees serving "two week" military duty (Reserves or National Guard)? (select one only)
Hourly Salaried
1 Continue full pay
2 Pay difference between full pay and compensation from military
3 Do not pay
Do you pay employees for bereavement or attending funerals? (Yes or No) Hourly: Salaried:
If YES....What is the maximum number of paid days?
For immediate family (spouse, child) Hourly Salaried
For extended family (grandparents, cousins) Hourly Salaried
Others (friends, business associates) Hourly Salaried
Please return to Merces by September 28, 2012
HRInfoSeries™ - 2012 Benefits in Michigan Survey 4
III. INSURANCE PROGRAMS
How many hours per week must an employee work to qualify for full benefits? Hourly: Salaried:
Do you provide benefits to part-time employees? Hourly: Salaried:
If YES (a) Do part-time employees receive: (1) Full Benefits or (2) Partial Benefits Hourly Salaried
Can employees “opt out” of health insurance coverage? Hourly: Salaried:
If yes, do they receive compensation? Hourly: Salaried:
What is the annual amount of compensation for opting out of health insurance? Hourly: Salaried:
Do you have an IRS Section 125 Employee Spending Account, a plan that allows an employee to use pre-tax dollars to
pay for certain services not covered by other employer plans? (select one only) Hourly Salaried
1 YES, premium only plan
2 YES, for medical expenses (including premiums) only
3 YES, for child care expenses only
4 YES, for both medical expenses (including premiums) and child care (two plans)
5 NO, this type of plan is not available to employees
If YES (a) Do employees get a credit/debit card for their eligible costs? Hourly: Salaried:
Do you have a "cafeteria benefits" plan (Employees can select from a menu of programs and levels of coverage)?
Hourly: Salaried:
HEALTH INSURANCE
Please provide information on the following types of health insurance programs:
HMO – Health Maintenance Organization
POS – Point of Service Plan (managed care plan that is a hybrid of HMO and PPO)
PPO – Preferred Provider Organization
What percentage of the company’s employees participate in the following types of health insurance plans?
Hourly Salaried
% % Not covered by any company plan
% % Health Maintenance Organizations (HMO)
_____% _____% Point of Service Plan (POS)
% % Preferred Provider Organizations (PPO)
% % Other:
100% 100%
Do any of your health insurance plans qualify under IRS guidelines as a High Deductible Health Plan (HDHP)?
If you have an HDHP, what percentage of your employees participate (percent of those covered by any plan)? %
If you have an HDHP, do you offer/sponsor a Health Savings Account (HSA) (pre-tax employee-funded account)?
Hourly: Salaried:
Do you have a Health Reimbursement Account/Arrangement (HRA)? Hourly: Salaried:
If Yes, what is the annual employer contribution/funding limit for the HRA? Hourly: Salaried:
Please return to Merces by September 28, 2012
HRInfoSeries™ - 2012 Benefits in Michigan Survey 5
What is the method by which full family coverage is provided? (select one only) Hourly Salaried
1 Fully paid
2 Same percentage of premium as for individual coverage
3 Paid by company up to the amount of individual coverage
4 Fixed percentage of full family coverage
5 Varies by status/pay grade/etc.
If a fixed percentage, what is the percent? Hourly: Salaried:
Do you offer health insurance to retirees? Hourly Salaried
Hourly Salaried
1 1 YES, at the same cost (if any) as current employees
2 2 YES, but retirees pay a higher percent of the premiums
3 3 YES, but retirees pay the full cost of the premiums
4 4 NO, retirees cannot be covered through the company
HMO PPO POS
HEALTH INSURANCE BENEFIT LEVELS Hourly Salaried Hourly Salaried Hourly Salaried
The program is available/provided to
employees (answer "Yes" or "No")
Is this plan considered a “High Deductible
Health Plan” (answer “Yes” or “No”)
Total Avg. Monthly Premium – Individual $ $ $ $ $ $
-- amount paid by company $ $ $ $ $ $
-- amount paid by employee $ $ $ $ $ $
Total Avg. Monthly Premium – Two People $ $ $ $ $ $
-- amount paid by company $ $ $ $ $ $
-- amount paid by employee $ $ $ $ $ $
Total Avg. Monthly Premium – Full Family $ $ $ $ $ $
-- amount paid by company $ $ $ $ $ $
-- amount paid by employee $ $ $ $ $ $
Individual Annual Deductible "in network" $ $ $ $ $ $
Family Annual Deductible "in network" $ $ $ $ $ $
Individual Annual Deductible "out of network" $ $ $ $ $ $
Family Annual Deductible "out of network" $ $ $ $ $ $
Office Visit Deductible (e.g., $10 per visit) $ $ $ $ $ $
Hospital Visit Deductible (e.g., $50 per
$ $ $ $ $ $
hospitalization)
In-Network Co-Pay (insurance company
percent) % % % % % %
Out of Network Co-Pay (insurance company
percent) % % % % % %
Does the company have a stand-alone
prescription drug program ("Yes" or "No")
If yes, what is the deductible/co-pay for brand
$ $ $ $ $ $
name drugs (e.g., $10/prescription)
If yes, what is the deductible/co-pay for
$ $ $ $ $ $
generic drugs (e.g., $20/prescription)
Maximum Annual Out-of-Pocket Cost for
$ $ $ $ $ $
Employees ("Stop Loss") - Individual
Maximum Annual Out-of-Pocket Cost for
$ $ $ $ $ $
Employees ("Stop Loss") - Family
Please return to Merces by September 28, 2012
HRInfoSeries™ - 2012 Benefits in Michigan Survey 6
DENTAL INSURANCE Hourly Salaried
Dental Coverage is Provided (Answer "yes" or "no")
Individual Annual Deductible $ $
Family Annual Deductible $ $
Insurance Percent ("co-pay") of preventative services (e.g., cleanings, X-rays) % %
Insurance Percent ("co-pay") of minor services (e.g., fillings) % %
Insurance Percent ("co-pay") of major services (e.g., bridges, caps) % %
Insurance Percent ("co-pay") of orthodontia (e.g., braces) % %
Lifetime Maximum on Orthodontia $ $
Annual Maximum on Dental Work $ $
LIFE AND DISABILITY COVERAGE
Hourly Salaried
Does the company offer Short-Term Disability Insurance? (“yes” or “no”)
If the benefit is calculated as a percent of base pay, what is the average percent ? % %
If the benefit is a percent of pay, what is the maximum weekly benefit? $ /week $ /week
If the benefit is a fixed dollar amount, what is the weekly benefit? $ /week $ /week
If the benefit varies based on pay level, or some other factor, indicate "Yes"
What is the waiting limit before benefits are payable (number of days)? days days
What is the maximum number of weeks benefits are payable? weeks weeks
Are employees required to pay any portion of the cost for the basic coverage?
Does the company offer Long-Term Disability Insurance? (“yes” or “no”)
If the benefit is calculated as a percent of base pay, what is the average percent? % %
If the benefit is a percent of pay, what is the maximum monthly benefit? $ /month $ /month
If the benefit varies based on pay level, or some other factor, indicate "Yes"
What is the waiting limit before benefits are payable (number of days)? days days
What is the duration that benefits can be paid? A – Life
B – Normal Retirement
C – Other
Are employees required to pay any portion of the premium for the basic coverage?
Does the company offer Life Insurance Coverage? (“yes” or “no”)
If the benefit is calculated as a percent of base pay, what is the percent? % %
If the benefit is a fixed dollar amount, what is the benefit? $ $
If the benefit varies based on pay level, or some other factor, indicate "Yes"
Are employees required to pay any portion of the premium for the basic coverage?
Can employees purchase additional life insurance for themselves?
Can employees purchase life insurance for dependents?
Does the company offer Accidental Death & Dismemberment (AD&D)
Coverage? (“yes” or “no”)
If the benefit is calculated as a percent of base pay, what is the percent? % %
If the benefit is a fixed dollar amount, what is the benefit $ $
If the benefit varies based on pay level, or some other factor, indicate "Yes"
Are employees required to pay any portion of the premium for the basic coverage?
Can employees purchase additional AD&D insurance for themselves?
Can employees purchase AD&D insurance for dependents?
Please return to Merces by September 28, 2012
HRInfoSeries™ - 2012 Benefits in Michigan Survey 7
IV. RETIREMENT PROGRAMS
Retirement Age (e.g. “65”): normal retirement; earliest age at which employees may retire and receive
all the company’s retirement benefit programs
Do you have a pension or savings plan(s) for your employees? Hourly: Salaried:
Defined Benefit Plans – Do you offer/maintain a Defined Benefit Plan (the eventual benefit is specified in the plan,
employer contributions vary as needed to fund the plan)? Hourly: Salaried:
Defined Contribution Plan - Do you offer/maintain a Defined Contribution Plan (employer and/or employee contributes to
the plan, eventual benefits are based on plan performance, includes 401k-type)? Hourly: Salaried:
Defined Contribution Plan Details (include 401k/403b, pre-tax profit sharing and any other DC plans)
(a) What type(s) of plans are offered/provided:
Employee Savings (401k/403b or other similar types)
Employee Stock Ownership Plan (ESOP)
Money Purchase Pension Plan
Simplified Employee Pension (SEP)
Other: ____________________________________________________________
(b) Does the company make a contribution to the plan regardless of employee contributions?
Hourly: Salaried:
If YES, is the contribution level tied to company profits? Hourly: Salaried:
If YES, what is the amount of the contribution for the last fiscal year (as % of pay)?
(c) Does the plan allow employees to contribute to the plan? Hourly: Salaried:
(d) Does the company “match” any part of the employee’s contribution? Hourly: Salaried:
If “yes”, what is the formula for matching? Example: 50% of first 6% of pay, 25% of next 4% of pay.
Hourly _________________________________________________________
Salaried _________________________________________________________
(e) What is the maximum the employer will match (as percent of pay): Hourly: Salaried
V. TUITION ASSISTANCE
Do you offer tuition assistance to employees? Hourly: Salaried:
If YES (a) What course work does the tuition assistance cover? (select one only) Hourly Salaried
1 Any educational program
2 Only job related courses
3 Any course in a job-related degree program
4 Any degree-related courses
(b) Does the amount of tuition assistance vary based on the grade received in the class?
Hourly: Salaried:
(c) Is there a limit on the maximum amount of tuition assistance payable per year?
Hourly: Salaried:
(d) If there is a limit, what is the maximum amount of tuition assistance payable per year:
Hourly: Salaried:
Please return to Merces by September 28, 2012
HRInfoSeries™ - 2012 Benefits in Michigan Survey 8
VI. EMPLOYEE WELLNESS PLANS
Do you require a medical examination during the hiring process? Hourly: Salaried:
Does your pre-employment physical screen for substance abuse? Hourly: Salaried:
Do you offer or require annual or other periodic physicals as a benefit separate from the health plan?
Hourly: Salaried:
Do you periodically screen current employees for substance abuse? Hourly: Salaried:
Do you have any incentives for employees to maintain a healthy life style? Hourly: Salaried:
If “yes,” please describe:
VI. BENEFIT TRENDS
In the past twelve months, have you increased done any of the following (circle all that apply)?
Hourly Salaried
Increased employee’s share of health insurance premiums
Increased health insurance deductibles or co-pays
Increased employees’ share of dental insurance premiums
Increased dental insurance deductibles or co-pays
Increased employee’s share of prescription drug premiums
Increased prescription drug deductibles or co-pays
Increased employee’s share of cost of any other benefits
Reduced the levels of any other benefits
In the next twelve months, do you plan to do any of the following (circle all that apply)?
Hourly Salaried
Increase employee’s share of health insurance premiums
Increase health insurance deductibles or co-pays
Increase employees’ share of dental insurance premiums
Increase dental insurance deductibles or co-pays
Increase employee’s share of prescription drug premiums
Increase prescription drug deductibles or co-pays
Increase employee’s share of cost of any other benefits
Reduce the levels of any other benefits
VII. BENEFIT COSTS
Please provide as much of this information as possible; we will use whatever we can to help employers best
understand their employment costs.
$ Total Payroll (not including mandatory benefits)
$ Government Mandated Benefits (FICA, Workers Comp., Unemployment Insurance)
$ Paid Time Off
Please return to Merces by September 28, 2012
HRInfoSeries™ - 2012 Benefits in Michigan Survey 9
$ Health Insurance (including Dental, Vision)
$ Other Insurances (Disability, Life Insurance, etc.)
$ Retirement Contributions (including all plans, but not including employee contributions)
$ Tuition and other non-insured benefits
$ Total cost of benefits
Please return to Merces by September 28, 2012
