These are all very valuable suggestions. We definitely want to put more of these in place. Even though we are not flush with extra cash, I need to start looking at it as the price of being in business
From: Af [mailto:af-boun...@afmug.com] On Behalf Of Mark Radabaugh Sent: Thursday, May 11, 2017 4:55 PM To: af@afmug.com Subject: Re: [AFMUG] Employee Retention - Benefits, Insurance, etc. We do a lot of the things that have been mentioned later in the thread. Health Insurance, we pay 90%, employees pay 10% and they have a HSA plan that they can put pretax money into for discretionary and dedutable expenses ($2600/$5200). This is much better than most plans at other companies. Health insurance varies by state but you might want to try finding a ‘MEWA’ based plan - Multiple Employer Welfare Association I believe is what it stands for. It’s a dept. of Labor arrangement originally for unions offering insurance but it dodges all of the ACA and can be considerably less expensive. In Ohio Anthem/Blue Cross offers them through the Chamber of Commerce. Dropped our costs about 20% this year for basically the same coverage. Include Dental/Vision/Prescription. Short and Long term disability insurance (separate from workers comp - they are different). It’s pretty inexpensive but a big help for an employee that has a issue that keeps them from working. Provides enough money that they can live and reimburse you for the health insurance so they don’t lose that. Your not stuck as employer having to either pay for the health insurance for an employee that’s not working, or be the ass that fires the guy that’s sick and he loses his health insurance. For retirement look at SIMPLE-IRA’s - they are less expensive than 401k’s to administer, can match 3% of wages, and the money is not something you are responsible for the liability of. The funds go to the plan administrator (like Edward Jones) and you don’t have any real liability for the shitty investments the employees choose. Other little things - cell phones for the outside guys with an allowance for personal use (which we never track), uniforms, steel toe/shank boots for installers every 18 months, winter and rain gear, free Internet (if they are on our system), pop/water and food on occasion, cookouts every couple of month - usually let everyone off at 3:30 or so and have food/beer around. Mark Radabaugh Amplex 22690 Pemberville Rd Luckey, OH 43443 419-837-5015 x1021 419-261-5996 (cell) m...@amplex.net<mailto:m...@amplex.net> On May 11, 2017, at 9:18 AM, Paul McCall <pa...@pdmnet.net<mailto:pa...@pdmnet.net>> wrote: OK, Our WISP, Florida Broadband, has reached the point where we need to start addressing employee needs for the long term. I have some good “guys” and don’t want to lose them because of not taking good care of them. Most of them are relatively young and health insurance hasn’t been needed, but its still nice to have if I can find any way to afford it. Plus there are many other considerations rattling around in my cranial vault. So, my points of concern are: Health Insurance – what creative options can be used?, what % of coverage is employee contributed?, what levels of coverage are typically offered? 401Ks – same type questions, is at a % contribution that the company would match?, other create elements ? Life Insurance – I understand some tower companies (we are not one) – purchase a small life insurance policy for the employer as a benefit (one employee who climbs occasionally) used to work for a tower company that had a $ 50K policy for each person Other benefits or perks – I feel this can be a big one – interested to see what creative things can be done in this area. Thanks in advance for sharing what you have found successful Paul Paul McCall, President PDMNet, Inc. / Florida Broadband, Inc. 658 Old Dixie Highway Vero Beach, FL 32962 772-564-6800 pa...@pdmnet.net<mailto:pa...@pdmnet.net> www.pdmnet.com<http://www.pdmnet.com/> www.floridabroadband.com<http://www.floridabroadband.com/>
