Employer-sponsored benefits (see also Caregiving)Statistic # 2403According to a 2008 analysis of BLS data, wellness programs, fitness centers, and employee assistance programs are more prevalent in government than in private industry. Wellness programs are available to 25% of workers in private industry, compared to 52% in State and local government. For fitness centers, 13% of private industry workers and 23% of State and local government workers have access. For employee assistance programs, 42% of private and 73% of State and local government workers have access. (p. 3) Bureau of Labor Statistics. (2008). Program perspectives on health benefits. Washington D.C.: U. S. Department of Labor. Retrieved from http://www.bls.gov/opub/perspectives/issue1.pdf This reports presents data from the Bureau of Labor Statistics National Compensation Survey. |
Employer-sponsored benefits (see also Caregiving)Statistic # 2095According to a 2007 GAO analysis of Mercer National Survey data, the proportions of employers with over 500 workers that offered various health and wellness programs in 2005 are: disease management (67%); behavior modification (30%); health risk assessment (46%); and health advice lines (64%). (Table 3, p. 22) U. S. Government Accountability Office. (2007). Employer-sponsored health and retirement benefits. Washington, DC: U.S. Government Accountability Office. Retrieved from http://purl.access.gpo.gov/GPO/LPS82868 This report is based on data from three private-sector surveys of employer-sponsored health benefits and two federal surveys that address workforce characteristics and benefits costs and participation rates, including the Current Population Survey (CPS), which is designed and administered jointly by the Bureau of the Census and Bureau of Labor Statistics (BLS), and the Mercer National Survey of Employer-Sponsored Health Plans; Mercer's 2005 database contains information from 2,122 large (over 500) and small (under 500) employers who sponsor health plans. |
Employer-sponsored benefits (see also Caregiving)Statistic # 2094According to a 2007 GAO analysis of BLS and CPS data, the hourly costs of retirement and savings benefits for full-time workers were $1.07, compared to $0.18 for part-time workers. For health insurance benefits, the hourly costs were $1.92 for full-time workers and $0.49 for part-time. (Table 9, p. 41) U. S. Government Accountability Office. (2007). Employer-sponsored health and retirement benefits. Washington, DC: U.S. Government Accountability Office. Retrieved from http://purl.access.gpo.gov/GPO/LPS82868 This report is based on data from three private-sector surveys of employer-sponsored health benefits and two federal surveys that address workforce characteristics and benefits costs and participation rates, including the Current Population Survey (CPS), which is designed and administered jointly by the Bureau of the Census and Bureau of Labor Statistics (BLS), and the Mercer National Survey of Employer-Sponsored Health Plans; Mercer's 2005 database contains information from 2,122 large (over 500) and small (under 500) employers who sponsor health plans. |
Employer-sponsored benefits (see also Caregiving)Statistic # 2093According to a 2007 GAO analysis of BLS and CPS data, "the proportion of contingent workers [workers that are not full-time, year-round employees] offered pension and health care benefits is much less than that for full-time workers." For example, 76% of fulltime workers are offered employer-sponsored pension benefits, compared to 38% of contingent workers. For health care benefits, 81% of full-time workers were offered employer-sponsored plans, compared to 38% of contingent workers. (Fig. 4, p. 37-38). U. S. Government Accountability Office. (2007). Employer-sponsored health and retirement benefits. Washington, DC: U.S. Government Accountability Office. Retrieved from http://purl.access.gpo.gov/GPO/LPS82868 This report is based on data from three private-sector surveys of employer-sponsored health benefits and two federal surveys that address workforce characteristics and benefits costs and participation rates, including the Current Population Survey (CPS), which is designed and administered jointly by the Bureau of the Census and Bureau of Labor Statistics (BLS), and the Mercer National Survey of Employer-Sponsored Health Plans; Mercer's 2005 database contains information from 2,122 large (over 500) and small (under 500) employers who sponsor health plans. |
Employer-sponsored benefits (see also Caregiving)Statistic # 2039In a 2008 survey of 500 employers, the following changes have been adopted for 2007 or 2008 for benefit cost management for their retiree health programs: changing the employer subsidy (32%); tightening eligibility requirements (31%); offering Medicare Advantage HMO/PPO options (28%); changing the plan design (24%). Newer alternatives include: eliminating subsidies for future retirees (32% are doing now or planning for 2008); offering a high-deductible health plan (HDHP) with a health savings account (HSA) to actives and retirees under age 65 to help pay for current -- or future -- health care expenses on a tax-free basis (25% doing/planning); eliminating employer-managed drug coverage for post-65 retirees and relying on Part D plans (19% doing/planning); offering Medicare Advantage private fee-for-service plans (12% doing/planning). (p.16) Towers Perrin. (2008). 2008 health care costs survey. Stamford, CT: Towers Perrin. Retrieved from http://www.towersperrin.com/tp/getwebcachedoc?webc=HRS/USA/2008/200801/hccs_2008.pdf The Towers Perrin 2008 Health Care Cost Survey, conducted in September 2007, marks the 19th consecutive year that Towers Perrin has surveyed, analyzed and reported on major trends in employee and retiree health care costs. A total of 500 employers, with operations in numerous locations nationwide, responded. Respondents are primarily Fortune 1000 companies. |
Employer-sponsored benefits (see also Caregiving)Statistic # 2016A 2007 survey of approximately 2000 employers found that nineteen percent of employers offering health benefits reported that they offer long-term care insurance, with no significant difference between the percentage of small firms (3-199 workers) and large firms (200 or more workers) offering the benefits. (p. 6) Kaiser Family Foundation, & Health Research and Educational Trust. (2007). Employer health benefits: 2007 summary of findings. Menlo Park, CA: Kaiser Family Foundation. Retrieved from http://www.kff.org/insurance/7672/upload/Summary-of-Findings-EHBS-2007.pdf The Kaiser Family Foundation/Health Research and Educational Trust 2007 Annual Employer Health Benefits Survey reports findings from a telephone survey of 1,997 randomly selected public and private employers. Firms range in size from small enterprises with a minimum of three workers to corporations with more than 300,000 employees. |
Employer-sponsored benefits (see also Caregiving)Statistic # 1989According to the 2006 Retirement Confidence Survey, participation in employer-sponsored retirement plans could be enhanced by adding automatic options. A majority of employed workers favor automatic enrollment (69 percent), automatically increasing the percentage of salary contributed when an increase in pay is received (65 percent), and automatically investing contributions for the employee (59 percent). Plan participants and nonparticipants are equally likely to favor each of these automatic features. (p. 4) Helman, R., Copeland, C., & VanDerhei, J. (2006). Will more of us be working forever? the 2006 retirement confidence survey. (Issue Brief No. 292). Washington, DC: Employee Benefit Research Institute. Retrieved from http://www.ebri.org/publications/ib/index.cfm?fa=ibdisp&content_id=3630 These findings are part of the 16th annual Retirement Confidence Survey (RCS), a survey that gauges the views and attitudes of working-age and retired Americans regarding retirement, their preparations for retirement, their confidence with regard to various aspects of retirement, and related issues. The survey was conducted in January 2006 through 21-minute telephone interviews with 1,252 individuals (1,000 workers and 252 retirees) age 25 and older in the United States. |
Employer-sponsored benefits (see also Caregiving)Statistic # 1876According to a 2007 study of employee benefit trends, the proportion of companies offering cafeteria plans* to employees has not changed from roughly the one-third mark for the past three years. Usage of these plans is lowest among the smallest U.S. companies (22% of those with 2-49 employees), versus 42% for companies with 5,000-24,999 employees." (p. 39) *"Cafeteria plans enable employees to withhold a portion of pretax salary to pay certain medical and childcare costs or to pay premiums for a range of medical, life and other insurance products" (p. 38) Metlife. (2007). Study of employee benefits trends: Findings from the national survey of employers and employees. New York, NY: Metropolitan Life Insurance Company. Retrieved February 13, 2008 from http://www.whymetlife.com/trends/ This study summarizes the results of a national survey of 1,514 benefits decision-makers and 1,202 full-time employees concerning employee benefits, marketplace trends and their overall financial situations. |
Employer-sponsored benefits (see also Caregiving)Statistic # 2130According to data from the 2007 National Study of the Changing Workforce, the average number of paid vacation days offered to older employees (16.5 days) is higher than the average either for employees at midlife (14.5 days) or young employees (9.5 days). Higher percentages of employees at mid-life (81%) and older (79%) workers report that they have access to personal health insurance paid in part or full by their employers, compared to 66% of younger workers. (fig. 6, p. 5)  Shen, C., Pitt-Catsouphes, M., & Smyer, M. A. (2007). Today's multi-generational workforce: A proposition of value (Issue Brief No. 10). Chestnut Hill, MA: Boston College Center on Aging & Work/Workplace Flexibility. Retrieved from http://agingandwork.bc.edu/documents/IB10_MultiGenValue.pdf This Issue Brief uses a lens of “human capital costs and benefits” to examine the work experiences of young employees (aged 18-30 years), employees at mid-life (31-49 years), and older employees (50 years and older). Many of the findings discussed in this Issue Brief are the result of new analyses completed using information gathered from the wage and salaried workers (N = 2,785) who responded to the 2002 National Study of the Changing Workforce (NSCW). 25% of the respondents who provided their ages were between the ages of 18-30, 48% were between the ages of 31-49, and 27% were 50 years or older. The National Study of the Changing Workforce (NSCW) is conducted every five years. It surveys large samples of the U.S. workforce to collect information about both the work and personal lives of U.S. workers. (p. 1) |
Employer-sponsored benefits (see also Caregiving)Statistic # 2149Among the respondents to the 2002 National Study of the Changing Workforce, older workers without extra money after paying for monthly expenses have access to fewer workplace resources (such as benefits, workplace flexibility, etc.) than those with extra money (Fig. 10, p.7 ).  Johnson, J. K. M., Pitt-Catsouphes, M., Besen, E., Smyer, M., & Matz-Costa, C. (2008). Quality of employment and life-satisfaction: A relationship that matters for older workers (Issue Brief No. 13). Chestnut Hill, MA: Boston College Center on Aging & Work/Workplace Flexibility. Retrieved from http://agingandwork.bc.edu/documents/IB13_LifeSatisfaction.pdf Drawing on data from various sources, this issue brief offers insights about how employment experiences affect the life satisfaction of older workers. |
Employer-sponsored benefits (see also Caregiving)Statistic # 2402According to a 2008 analysis of BLS data, "health savings accounts are available to 8 percent of private industry workers and 20 percent of State and local government workers. Health care reimbursement accounts are more prevalent in both sectors--33 percent for private industry and 59 percent for government." (p. 3) Bureau of Labor Statistics. (2008). Program perspectives on health benefits. Washington D.C.: U. S. Department of Labor. Retrieved from http://www.bls.gov/opub/perspectives/issue1.pdf This reports presents data from the Bureau of Labor Statistics National Compensation Survey. |
Employer-sponsored benefits (see also Caregiving)Statistic # 2390A 2008 report on the National Worksite Health Promotion Survey indicates that "only 6.9% of worksites offered a comprehensive worksite health promotion program. Among worksites with more than 750 employees, 24.1% offered such a program, as compared with 11.3% of sites with 250-749 employees, 6.0% of sites with 100-249 employees, and 4.6% of sites with 50-99 employees." (p. 1507) Linnan, L., Bowling, M., Childress, J., Lindsay, G., Blakey, C., Pronk, S., et al. (2008). Results of the 2004 national worksite health promotion survey. American Journal of Public Health, 98(8), 1503-1509. The 2004 National Worksite Health Promotion Survey gathered information from a cross-sectional, nationally representative sample of US worksites. The sample was drawn from the Dun & Bradstreet database of all private and public employers in the continental United States. A total of 1553 interviews with worksites from the different size and industry categories were conducted. |
Employer-sponsored benefits (see also Caregiving)Statistic # 2248According to the 2008 National Study of Employers, "organizations that have been in business for over 31 years are more likely to offer a high level of health care and economic security benefits (30%) than organizations that have only been in operation for 10 or fewer years (15%). Nonprofit organizations are more likely to offer a high level of health care and economic security benefits (36%) than for profit organizations (22%). Organizations with some employees who are unionized are more likely to offer a high level of health care and economic security benefits (34% to 46%) than those with no unionized employees (23%)." (p. 40) Galinsky, E., Bond, J. T., & Sakai, K. (2008). 2008 national study of employers. New York, NY: Families and Work Institute. Retrieved from http://familiesandwork.org/site/research/reports/2008nse.pdf The 2008 National Study of Employers (NSE) sample includes 1,100 employers with 50 or more employees--77 percent are for profit employers and 23 percent are nonprofit organizations; 40 percent operate at only one location, while 60 percent have operations at more than one location. Interviews were conducted on behalf of Families and Work Institute by Harris Interactive, Inc. This is the third NSE; previous studies were conducted in 1998 and 2005. |
Employer-sponsored benefits (see also Caregiving)Statistic # 2246According to the 2008 National Study of Employers, among the benefits to financial security offered by employers, 26% offer a defined/guaranteed benefit pension plan, 76% offer a company contribution to a retirement plan, and 34% offer a long-term care insurance plan. (Table 30, p. 6) Galinsky, E., Bond, J. T., & Sakai, K. (2008). 2008 national study of employers. New York, NY: Families and Work Institute. Retrieved from http://familiesandwork.org/site/research/reports/2008nse.pdf The 2008 National Study of Employers (NSE) sample includes 1,100 employers with 50 or more employees--77 percent are for profit employers and 23 percent are nonprofit organizations; 40 percent operate at only one location, while 60 percent have operations at more than one location. Interviews were conducted on behalf of Families and Work Institute by Harris Interactive, Inc. This is the third NSE; previous studies were conducted in 1998 and 2005. |
Employer-sponsored benefits (see also Caregiving)Statistic # 2232In June 2008, according to data collected by the Bureau of Labor Statistics, the costs of employer-sponsored benefits in categories other than retirement and savings were: life, health, and disability insurance benefits, which averaged $2.39 (8.4 percent of total compensation); legally required benefits, including Social Security, Medicare, unemployment insurance, and workers' compensation, which averaged $2.25 per hour (7.9 percent); paid leave benefits (vacations, holidays, sick leave, and personal leave), which averaged $1.99 (7.0 percent); and supplemental pay which averaged 76 cents (2.7 percent). (p. 1) Bureau of Labor Statistics. (2008). Employer costs for employee compensation - June 2008. Washington, DC: U. S. Department of Labor. Retrieved from http://www.bls.gov/news.release/pdf/ecec.pdf The cost levels for this quarter were collected from a probability sample of approximately 56,500 occupations selected from a sample of about 12,100 establishments in private industry and approximately 11,800 occupations from a sample of about 1,900 establishments in state and local governments. |
Employer-sponsored benefits (see also Caregiving)Statistic # 2231In June 2008, "employers spent an average of $1.25 for employee retirement and savings plans for every hour worked, according to the U.S. Department of Labor's Bureau of Labor Statistics. This accounted for 4.4 percent of total compensation. Total compensation (wages and salaries and benefits) for civilian workers averaged $28.48 per hour worked in June 2008. Wages and salaries, which averaged $19.85, accounted for 69.7 percent of these costs, while benefits, which averaged $8.64, accounted for the remaining 30.3 percent. (p. 1) Bureau of Labor Statistics. (2008). Employer costs for employee compensation - June 2008. Washington, DC: U. S. Department of Labor. Retrieved from http://www.bls.gov/news.release/pdf/ecec.pdf The cost levels for this quarter were collected from a probability sample of approximately 56,500 occupations selected from a sample of about 12,100 establishments in private industry and approximately 11,800 occupations from a sample of about 1,900 establishments in state and local governments. |
Employer-sponsored benefits (see also Caregiving)Statistic # 2203In March 2008, private industry employer compensation costs averaged $26.76 per hour worked. Wages and salaries averaged $18.91 per hour (70.6 percent), while benefits averaged $7.86 (29.4 percent). Employer costs for paid leave averaged $1.80 per hour worked (6.7 percent), supplemental pay averaged 80 cents (3.0 percent), insurance benefits averaged $2.06 (7.7 percent), retirement and savings averaged 96 cents (3.6 percent), and legally required benefits $2.24 (8.4 percent) per hour worked. (p. 2) Bureau of Labor Statistics. (2008). Employer costs for employee compensation - March 2008. Washington, DC: U. S. Department of Labor. Retrieved from http://www.bls.gov/news.release/archives/ecec_06112008.pdf The cost levels for this quarter were collected from a probability sample of approximately 57,000 occupations selected from a sample of about 12,200 establishments in private industry and approximately 11,800 occupations from a sample of about 1,900 establishments in state and local governments |
Employer-sponsored benefits (see also Caregiving)Statistic # 2192Among participants in a 2007 survey on health care concerns, "young people (ages 18 to 34) are more concerned about their dental needs (44 percent) and protecting themselves from the consequences of major accidents (38 percent). Seniors tend to be much more concerned about managing major medical events (49 percent) or the requirements of long-term care (47 percent). Cordina, J., & Singhal, S. (2008). What consumers want in health care. The McKinsey Quarterly, (June) Retrieved from http://www.mckinseyquarterly.com/Health_Care/What_consumers_want_in_health_care_2145 In this 2007 McKinsey survey, some 3,000 people who have the option of choosing a health insurer were questioned about their health care concerns, perceptions, and purchasing behavior. |
Employer-sponsored benefits (see also Caregiving)Statistic # 1875In a 2007 study of employee benefits trends, "nearly 30% of baby boomers, and 41% of young families, say benefits were a primary consideration in taking their jobs. The share citing benefits as a compelling reason to remain at these jobs is 36% among baby boomers and more than 40% among young families." (p. 31) Metlife. (2007). Study of employee benefits trends: Findings from the national survey of employers and employees. New York, NY: Metropolitan Life Insurance Company. Retrieved February 13, 2008 from http://www.whymetlife.com/trends/ This study summarizes the results of a national survey of 1,514 benefits decision-makers and 1,202 full-time employees concerning employee benefits, marketplace trends and their overall financial situations. |
Employer-sponsored benefits (see also Caregiving)Statistic # 1874According to a 2007 study of employee benefits trends, "only 18% of employers have supplemented their [benefit] plans with resources and programs specifically geared to the needs of an aging demographic -- a proportion that has not changed since 2004." (p. 30) Metlife. (2007). Study of employee benefits trends: Findings from the national survey of employers and employees. New York, NY: Metropolitan Life Insurance Company. Retrieved February 13, 2008 from http://www.whymetlife.com/trends/ This study summarizes the results of a national survey of 1,514 benefits decision-makers and 1,202 full-time employees concerning employee benefits, marketplace trends and their overall financial situations. |
Employer-sponsored benefits (see also Caregiving)Statistic # 1870A 2007 study of employee benefits trends shows a "correlation between satisfaction with benefits and loyalty to employers. Of employees who are highly satisfied with their benefits, 72% report feeling a strong sense of loyalty to their employer. Likewise, 57% of employees who are highly satisfied with their benefits also feel that benefits are an important reason why they remain with the company." (p. 19) Metlife. (2007). Study of employee benefits trends: Findings from the national survey of employers and employees. New York, NY: Metropolitan Life Insurance Company. Retrieved February 13, 2008 from http://www.whymetlife.com/trends/ This study summarizes the results of a national survey of 1,514 benefits decision-makers and 1,202 full-time employees concerning employee benefits, marketplace trends and their overall financial situations. |
Employer-sponsored benefits (see also Caregiving)Statistic # 1117The National Study of Employers, which surveyed workplaces with 50 or more employees, found that only 10% of employers offered scholarship programs/educational assistance programs. (Table 10, p. 16) Families and Work Institute. (2005, September).2005 National Study of Employers. New York, NY: Bond, T. J., Galinsky, E., Kim, S. S., & Brownfield, E. Retrieved August 02, 2006, from http://familiesandwork.org/eproducts/2005nse.pdf “Families and Work Institute’s 2005 National Study of Employers (NSE) is one of the most comprehensive and far-reaching study of the practices, policies, programs and benefits provided by U.S. employers to address the changing needs of today’s workforce and workplace…will provide ongoing measurements of employer work life benefits, policies, and practices. In 2005, it was redesigned to include a nationally representative sample of employers with 50 or more employers…The 2005 NSE sample included 1,092 employers with 50 or more employees-66 percent are for-profit companies and 34 percent are nonprofit organizations; 44 percent operate at only one location, while 56 percent have operations at more than one location.” |
Employer-sponsored benefits (see also Caregiving)Statistic # 1116The National Study of Employers, which surveyed workplaces with 50 or more employees, found that only 9% of employers offered financial support for community programs. (Table 10, p. 16) Families and Work Institute. (2005, September).2005 National Study of Employers. New York, NY: Bond, T. J., Galinsky, E., Kim, S. S., & Brownfield, E. Retrieved August 02, 2006, from http://familiesandwork.org/press/2005nserelease.html#nse “Families and Work Institute’s 2005 National Study of Employers (NSE) is one of the most comprehensive and far-reaching study of the practices, policies, programs and benefits provided by U.S. employers to address the changing needs of today’s workforce and workplace…will provide ongoing measurements of employer work life benefits, policies, and practices. In 2005, it was redesigned to include a nationally representative sample of employers with 50 or more employers…The 2005 NSE sample included 1,092 employers with 50 or more employees-66 percent are for-profit companies and 34 percent are nonprofit organizations; 44 percent operate at only one location, while 56 percent have operations at more than one location.” |
Employer-sponsored benefits (see also Caregiving)Statistic # 1115The National Study of Employers, which surveyed workplaces with 50 or more employees, found that only 6% of employers offered summer programs. (Table 10, p. 16) Families and Work Institute. (2005, September).2005 National Study of Employers. New York, NY: Bond, T. J., Galinsky, E., Kim, S. S., & Brownfield, E. Retrieved August 02, 2006, from http://familiesandwork.org/press/2005nserelease.html#nse “Families and Work Institute’s 2005 National Study of Employers (NSE) is one of the most comprehensive and far-reaching study of the practices, policies, programs and benefits provided by U.S. employers to address the changing needs of today’s workforce and workplace…will provide ongoing measurements of employer work life benefits, policies, and practices. In 2005, it was redesigned to include a nationally representative sample of employers with 50 or more employers…The 2005 NSE sample included 1,092 employers with 50 or more employees-66 percent are for-profit companies and 34 percent are nonprofit organizations; 44 percent operate at only one location, while 56 percent have operations at more than one location.” |
Employer-sponsored benefits (see also Caregiving)Statistic # 1114The National Study of Employers, which surveyed workplaces with 50 or more employees, found that only 3% of employers offered seminars/workshops. (Table 10, p. 16) Families and Work Institute. (2005, September).2005 National Study of Employers. New York, NY: Bond, T. J., Galinsky, E., Kim, S. S., & Brownfield, E. Retrieved August 02, 2006, from http://familiesandwork.org/press/2005nserelease.html#nse “Families and Work Institute’s 2005 National Study of Employers (NSE) is one of the most comprehensive and far-reaching study of the practices, policies, programs and benefits provided by U.S. employers to address the changing needs of today’s workforce and workplace…will provide ongoing measurements of employer work life benefits, policies, and practices. In 2005, it was redesigned to include a nationally representative sample of employers with 50 or more employers…The 2005 NSE sample included 1,092 employers with 50 or more employees-66 percent are for-profit companies and 34 percent are nonprofit organizations; 44 percent operate at only one location, while 56 percent have operations at more than one location.” |
Employer-sponsored benefits (see also Caregiving)Statistic # 1113The National Study of Employers, which surveyed workplaces with 50 or more employees, found that only 3% of employers offered internships. (Table 10, p. 16) Families and Work Institute. (2005, September).2005 National Study of Employers. New York, NY: Bond, T. J., Galinsky, E., Kim, S. S., & Brownfield, E. Retrieved August 02, 2006, from http://familiesandwork.org/press/2005nserelease.html#nse “Families and Work Institute’s 2005 National Study of Employers (NSE) is one of the most comprehensive and far-reaching study of the practices, policies, programs and benefits provided by U.S. employers to address the changing needs of today’s workforce and workplace…will provide ongoing measurements of employer work life benefits, policies, and practices. In 2005, it was redesigned to include a nationally representative sample of employers with 50 or more employers…The 2005 NSE sample included 1,092 employers with 50 or more employees-66 percent are for-profit companies and 34 percent are nonprofit organizations; 44 percent operate at only one location, while 56 percent have operations at more than one location.” |
Employer-sponsored benefits (see also Caregiving)Statistic # 1112The National Study of Employers, which surveyed workplaces with 50 or more employees, found that only 2% of employers offered referral services. (Table 10, p. 16) Families and Work Institute. (2005, September).2005 National Study of Employers. New York, NY: Bond, T. J., Galinsky, E., Kim, S. S., & Brownfield, E. Retrieved August 02, 2006, from http://familiesandwork.org/press/2005nserelease.html#nse “Families and Work Institute’s 2005 National Study of Employers (NSE) is one of the most comprehensive and far-reaching study of the practices, policies, programs and benefits provided by U.S. employers to address the changing needs of today’s workforce and workplace…will provide ongoing measurements of employer work life benefits, policies, and practices. In 2005, it was redesigned to include a nationally representative sample of employers with 50 or more employers…The 2005 NSE sample included 1,092 employers with 50 or more employees-66 percent are for-profit companies and 34 percent are nonprofit organizations; 44 percent operate at only one location, while 56 percent have operations at more than one location.” |
Employer-sponsored benefits (see also Caregiving)Statistic # 1110The National Study of Employers, which surveyed workplaces with 50 or more employees, found that only 2% of employers offered work life programs. (Table 10, p. 16) Families and Work Institute. (2005, September).2005 National Study of Employers. New York, NY: Bond, T. J., Galinsky, E., Kim, S. S., & Brownfield, E. Retrieved August 02, 2006, from http://familiesandwork.org/press/2005nserelease.html#nse “Families and Work Institute’s 2005 National Study of Employers (NSE) is one of the most comprehensive and far-reaching study of the practices, policies, programs and benefits provided by U.S. employers to address the changing needs of today’s workforce and workplace…will provide ongoing measurements of employer work life benefits, policies, and practices. In 2005, it was redesigned to include a nationally representative sample of employers with 50 or more employers…The 2005 NSE sample included 1,092 employers with 50 or more employees-66 percent are for-profit companies and 34 percent are nonprofit organizations; 44 percent operate at only one location, while 56 percent have operations at more than one location.” |
Employer-sponsored benefits (see also Caregiving)Statistic # 1094The National Study of Employers, which surveyed workplaces with 50 or more employees, found that in 2005, 64% of companies offered temporary disability insurance. (Table 18, pp.24-25) Families and Work Institute. (2005, September).2005 National Study of Employers. New York, NY: Bond, T. J., Galinsky, E., Kim, S. S., & Brownfield, E. Retrieved August 02, 2006, from http://familiesandwork.org/eproducts/2005nse.pdf “Families and Work Institute’s 2005 National Study of Employers (NSE) is one of the most comprehensive and far-reaching study of the practices, policies, programs and benefits provided by U.S. employers to address the changing needs of today’s workforce and workplace…will provide ongoing measurements of employer work life benefits, policies, and practices. In 2005, it was redesigned to include a nationally representative sample of employers with 50 or more employers…The 2005 NSE sample included 1,092 employers with 50 or more employees-66 percent are for-profit companies and 34 percent are nonprofit organizations; 44 percent operate at only one location, while 56 percent have operations at more than one location.” |
Employer-sponsored benefits (see also Caregiving)Statistic # 1119The National Study of Employers, which surveyed workplaces with 50 or more employees, found that only 21% of employers offered counseling programs. (Table 10, p. 16) Families and Work Institute. (2005, September).2005 National Study of Employers. New York, NY: Bond, T. J., Galinsky, E., Kim, S. S., & Brownfield, E. Retrieved August 02, 2006, from http://familiesandwork.org/press/2005nserelease.html#nse “Families and Work Institute’s 2005 National Study of Employers (NSE) is one of the most comprehensive and far-reaching study of the practices, policies, programs and benefits provided by U.S. employers to address the changing needs of today’s workforce and workplace…will provide ongoing measurements of employer work life benefits, policies, and practices. In 2005, it was redesigned to include a nationally representative sample of employers with 50 or more employers…The 2005 NSE sample included 1,092 employers with 50 or more employees-66 percent are for-profit companies and 34 percent are nonprofit organizations; 44 percent operate at only one location, while 56 percent have operations at more than one location.” |
Employer-sponsored benefits (see also Caregiving)Statistic # 1120The National Study of Employers, which surveyed workplaces with 50 or more employees, found that only 43% of employers offered employee assistance programs (EAP). (Table 10, p. 16) Families and Work Institute. (2005, September).2005 National Study of Employers. New York, NY: Bond, T. J., Galinsky, E., Kim, S. S., & Brownfield, E. Retrieved August 02, 2006, from http://familiesandwork.org/press/2005nserelease.html#nse “Families and Work Institute’s 2005 National Study of Employers (NSE) is one of the most comprehensive and far-reaching study of the practices, policies, programs and benefits provided by U.S. employers to address the changing needs of today’s workforce and workplace…will provide ongoing measurements of employer work life benefits, policies, and practices. In 2005, it was redesigned to include a nationally representative sample of employers with 50 or more employers…The 2005 NSE sample included 1,092 employers with 50 or more employees-66 percent are for-profit companies and 34 percent are nonprofit organizations; 44 percent operate at only one location, while 56 percent have operations at more than one location.” |
Employer-sponsored benefits (see also Caregiving)Statistic # 1869A 2007 study of employee benefits trends "reveals a strong correlation between benefits satisfaction and job satisfaction. Among employees who are "highly satisfied" with their benefits, 80% indicate strong job satisfaction, up from 65% in 2005." (p. 19) Metlife. (2007). Study of employee benefits trends: Findings from the national survey of employers and employees. New York, NY: Metropolitan Life Insurance Company. Retrieved February 13, 2008 from http://www.whymetlife.com/trends/ This study summarizes the results of a national survey of 1,514 benefits decision-makers and 1,202 full-time employees concerning employee benefits, marketplace trends and their overall financial situations. |
Employer-sponsored benefits (see also Caregiving)Statistic # 1867According to a 2007 study of employee benefits trends, 40% of companies offered medical, life, and/or dental insurance to retired employees in 2006, compared to 33% in 2005 and 28% in 2004. "A growing proportion of these companies (63% in 2006 vs. 27% in 2004) generally expect their expenditure for retiree benefits to grow over the next five years" (p. 12) Metlife. (2007). Study of employee benefits trends: Findings from the national survey of employers and employees. New York, NY: Metropolitan Life Insurance Company. Retrieved February 13, 2008 from http://www.whymetlife.com/trends/ This study summarizes the results of a national survey of 1,514 benefits decision-makers and 1,202 full-time employees concerning employee benefits, marketplace trends and their overall financial situations. |
Employer-sponsored benefits (see also Caregiving)Statistic # 1866According to a 2007 study of employee benefits trends, "in 2006, 55% of participating companies identified employee retention as a top goal in putting together a benefits plan, while half named controlling health and benefits costs. In 2003, less than 50% of employers saw retaining employees as a primary goal." (p. 10) Metlife. (2007). Study of employee benefits trends: Findings from the national survey of employers and employees. New York, NY: Metropolitan Life Insurance Company. Retrieved February 13, 2008 from http://www.whymetlife.com/trends/ This study summarizes the results of a national survey of 1,514 benefits decision-makers and 1,202 full-time employees concerning employee benefits, marketplace trends and their overall financial situations. |
Employer-sponsored benefits (see also Caregiving)Statistic # 1832According to the 2007 EBRI Retirement Confidence Survey, in regards to employer-sponsored retirement investment advice, "two in 10 workers state they would be very likely to take advantage of such a service if it were available at a modest cost (19 percent). More than one-third report they would be somewhat likely to take advantage of the service (35 percent), while approximately 2 in 10 each would be not too (21 percent) or not at all (22 percent) likely." (p. 7) Helman, R., VanDerhei, J., & Copeland, C. (2007). The retirement system in transition: The 2007 retirement confidence survey (Issue Brief No. 304). Washington, DC: Employee Benefits Research Institute. Retrieved December 8, 2007 from http://www.ebri.org/pdf/briefspdf/EBRI_IB_04a-20075.pdf These findings are part of the 17th annual Retirement Confidence Survey (RCS), a survey that gauges the views and attitudes of working-age and retired Americans regarding retirement, their preparations for retirement, their confidence with regard to various aspects of retirement, and related issues. The survey was conducted in January 2007 through 21-minute telephone interviews with 1,252 individuals (1,001 workers and 251 retirees) age 25 and older in the United States. |
Employer-sponsored benefits (see also Caregiving)Statistic # 1650In a 2007 national study, 43.2% of the employers indicated that they allow their retirees access to at least some benefits. (p. 13) Pitt-Catsouphes, M., Smyer, M. A., Matz-Costa, C., & Kane, K. (2007). The national study report: Phase II of the national study of business strategy and workforce development (Research Highlight No. 04). Chestnut Hill, MA: The Center on Aging & Work/Workplace Flexibility. Retrieved August 22, 2007 from http://agingandwork.bc.edu/documents/RH04_NationalStudy_03-07_004.pdf The National Study of Business Strategy and Workforce Development is a 2007 study carried out by The Center on Aging & Work/Workplace Flexibility at Boston College. Human resource professionals at 578 non-governmental organizations with 50 or more employees completed a survey about their organization's response to the aging workforce. At these organizations, approximately three-fourths of the employees were full-time, almost half were women and one-third were members of a racial/ethnic minority group. |
Employer-sponsored benefits (see also Caregiving)Statistic # 1648According to a 2007 national survey, more than 20% of the employers reported that health-related benefits are available to "all" employees, including individual health insurance (41.9%), health insurance for families of full-time employees (53.9%), dental insurance (37.8%), paid sick days or paid medical leaves (37.9%), short-term disability insurance (38.1%) and long-term care insurance (27.0%). (p. 12) Pitt-Catsouphes, M., Smyer, M. A., Matz-Costa, C., & Kane, K. (2007). The national study report: Phase II of the national study of business strategy and workforce development (Research Highlight No. 04). Chestnut Hill, MA: The Center on Aging & Work/Workplace Flexibility. Retrieved August 22, 2007 from http://agingandwork.bc.edu/documents/RH04_NationalStudy_03-07_004.pdf The National Study of Business Strategy and Workforce Development is a 2007 study carried out by The Center on Aging & Work/Workplace Flexibility at Boston College. Human resource professionals at 578 non-governmental organizations with 50 or more employees completed a survey about their organization's response to the aging workforce. At these organizations, approximately three-fourths of the employees were full-time, almost half were women and one-third were members of a racial/ethnic minority group. |
Employer-sponsored benefits (see also Caregiving)Statistic # 1646Flexible cafeteria style benefits plans were offered by 21.5% of employers responding to a 2007 national survey of employers. (p. 12) Pitt-Catsouphes, M., Smyer, M. A., Matz-Costa, C., & Kane, K. (2007). The national study report: Phase II of the national study of business strategy and workforce development (Research Highlight No. 04). Chestnut Hill, MA: The Center on Aging & Work/Workplace Flexibility. Retrieved August 22, 2007 from http://agingandwork.bc.edu/documents/RH04_NationalStudy_03-07_004.pdf The National Study of Business Strategy and Workforce Development is a 2007 study carried out by The Center on Aging & Work/Workplace Flexibility at Boston College. Human resource professionals at 578 non-governmental organizations with 50 or more employees completed a survey about their organization's response to the aging workforce. At these organizations, approximately three-fourths of the employees were full-time, almost half were women and one-third were members of a racial/ethnic minority group. |
Employer-sponsored benefits (see also Caregiving)Statistic # 1121The National Study of Employers, which surveyed workplaces with 50 or more employees, found that only 7 percent of companies with 50 or more employees offer some type of program for the parents of teenage children. (Table 10, p. 16) Families and Work Institute. (2005, September).2005 National Study of Employers. New York, NY: Bond, T. J., Galinsky, E., Kim, S. S., & Brownfield, E. Retrieved August 02, 2006, from http://familiesandwork.org/press/2005nserelease.html#nse “Families and Work Institute’s 2005 National Study of Employers (NSE) is one of the most comprehensive and far-reaching study of the practices, policies, programs and benefits provided by U.S. employers to address the changing needs of today’s workforce and workplace…will provide ongoing measurements of employer work life benefits, policies, and practices. In 2005, it was redesigned to include a nationally representative sample of employers with 50 or more employers…The 2005 NSE sample included 1,092 employers with 50 or more employees-66 percent are for-profit companies and 34 percent are nonprofit organizations; 44 percent operate at only one location, while 56 percent have operations at more than one location.” |
Employer-sponsored benefits (see also Caregiving)Statistic # 1093The National Study of Employers, which surveyed workplaces with 50 or more employees, found that in 2005,” 62% of companies also offer some measure of financial assistance for employees to continue their education or training.” (Table 18, pp.24-25) Families and Work Institute. (2005, September).2005 National Study of Employers. New York, NY: Bond, T. J., Galinsky, E., Kim, S. S., & Brownfield, E. Retrieved August 02, 2006, from http://familiesandwork.org/eproducts/2005nse.pdf “Families and Work Institute’s 2005 National Study of Employers (NSE) is one of the most comprehensive and far-reaching study of the practices, policies, programs and benefits provided by U.S. employers to address the changing needs of today’s workforce and workplace…will provide ongoing measurements of employer work life benefits, policies, and practices. In 2005, it was redesigned to include a nationally representative sample of employers with 50 or more employers…The 2005 NSE sample included 1,092 employers with 50 or more employees-66 percent are for-profit companies and 34 percent are nonprofit organizations; 44 percent operate at only one location, while 56 percent have operations at more than one location.” |