Compensation and Benefits Review 2006: Vol 38 Index

2006·1.5 MB·English

Annual Index (Volume 38) 2006
Subject Index Benefits Administration
401(K) Plans Buildinga Successful Relationship
F| iduci1 ary ry |D iscl|o sure irustee
\ plan sponsor ¢
Contribution Plan
rstanding
» legal restraints governing hou
tock
lation to plan] es Better Health Care Consumers
es or prospect
IplovVe successful
vestment
nications to implen
compete
ovee
» Benefits Con
Pension Plan
Defined Contribution
tf from
» Technologies Increase
an Resource Solutions
he New
\ge Discrimination in Employment Act (ADEA). Benefits Compliance. See Compliance
See Compliance
Automation. See Technology
California
B
Behavioral Health
Comorbidity Addressed Ef
SOtUTIOI
Compensation. See also Salary and Wage Trends,
specific types of compensation
Benefit Plans. See also specific plans
and types of plans riving| MakingP
Benefit Trends, Currents in Compensation
and Benefits.
NOVEMBER/DECEMBER 2006
High-Involvement Firms: Compensation Strategies and D
Underlying Values .. M/J:36
High involvement organizations use specific pay Deferred Compensation
practices and a model that integrates organizational Deferred Compensation after IRC Section 409A ....J/F:44
and leader values and contextual factors. \ll companies with deferred compensation plans must
carefully review them for compliance with new far -
Multiple Employee Incentive Plans: Too Much of a Good
reaching regulations.
NTI ferieeeen cicetin t ed sce ie Te
In the absence of careful coordination in design and Proposed Regulations for Code Section 409A ..... M/J:61
implementation, multiple incentive plans can actuall) Employers must carefully review deferred compensation
reduce employees’ motivation to perform plans for compliance with new regulations.
Using Advertising Principles to Sell Total Defined Benefit Plans. See Pension Plans
Rewards
Pitfalls in marketing the “total rewards’ approach can Defined Contribution Plans. See 401(k) Plans
be avoided with the right strategies and techniques
Directors. See Executive Compensation and Benefits
Compensation, Deferred. See Deferred
Compensation
Compensation, Executive. See Executive Employee Absence
Compensation and Benefits
Benefits/Paid Time Off: The Cost of Employee
\bsenteeism ..... .....N/D:b-bb
Compliance
Controlling employee absences can produce substantial
The ADEA, Disparate Impact Claims, and Compensation
SQUINS.
\djustments oe setae Se eagliar igre SSSA TN
Employers face complex compliance issues in Employee Retirement Income Security Act (ERISA).
developing and restructuring compensation packages See Stock Incentives
Jol employe es.
Employee Satisfaction
Benefits/Paid Time Off: The Cost of Employee
Driving Performance: Making Pay Work for the
Absenteeism ... dais sa iea ee INS DED=DD
Organization “e
Controlling employee absences can produce substantial
1 company’s total compensation posture should reflect
savings.
its business objectives and reward employees for their
Deferred Compensation after IRC Section 409A ....J/F:44
accomplishments.
{ll companies with deferred compensation plans must
Multiple Employee Incentive Plans: Too Much of a Good
carefully review them for compliance with new fai
he } Phing? \:35
reaching regulations. In the absence of careful coordination in design and
Che New Fair Labor Standards Act Regulations implementation, multiple incentive plans can actually
and the Sales Force: Who Is Entitled to Overtime reduce employees’ motivation to perform.
Using Continuation Pay to Combat Turnover: An
{ll employers must review their sales employee
Evaluation. ace WEPA2ZO
classifications to ensure FLSA compliance
Retention pay strategies may not produce the returns
Proposed Regulations for Code Section 409A that employers seek.
Employers must carefully review deferred
compensation plans for compliance with neu Executive Compensation and Benefits
regulations. Currents in Compensation and Benefits ...J/A:9, S/O:10,
N/D:h-hh
Corporate Benefits
lhe CEO's Share of Total Directors’ Cash Compensation:
Benefits/Paid Time Off: The Cost of Employee
U.K. Evidence $/0:28
\bsenteeism ; .....N/D:b-bb
Chief executives are gaining a larger proportion of total
Controlling employee absences can produce substantial
directors’ cash compensation, with potential
SAVINGS.
consequences for shareholders.
Currents in Compensation and Benefits rhe Evolution of Executive Pay in the United
benefit trends .....J/F:13, M/A:8, M/J:15, J/A:10, S/O:12, States
N/D:k-kk In the current conflict over executive compensation, a look
executive pay trends 4:9, S/O:10, N/D:h-hh back at key developments and contexts is instructive.
health care benefits §/0:12, N/D:1-1l Filling the Stock Option Void
international trends .... .J/F:17,M /A:14, M/J:11, J/A:20,
$/0:15
labor market trends M/J:8, S/O:8, N/D:i-ii
legal trends M/J:10, S/O:14, N/D:j-jj Fair Labor Standards Act (FLSA). See Compliance
salary and wage trends F:7, M/A:6, M/J:6, J/A:6,
S/0:6, N/D:g-gg Fiduciary
POCIMEIR V IPOS? 65.560). sas!oe sisiaie se oiaies Seasons S/0:20 Building a Successful Relationship with a Directed
workplace trends J/F:16, M/A:13, J/A:16 BG chess, cox ara chs ate aatil aren rerane eee rene M/,
COMPENSATION & BENEFITS REVIEW
{1 plan sponsor and its plan trustee should have a clear Filling the Stock Option Void
understanding of their expectations of each other and
lhe Leader's Role in Pay Systems and Organizational
the legal restraints governing how they will i
Performance ‘i M/J:56
Fund Investing: What to Ask for and How to Ask for \pplying behavioral principles in pay for performance
programs helps to ensure the programs’ success.
Pension plans sponsors can negotiate a better balance Multiple Employee Incentive Plans: Too Much of a Good
between the needs and interests of the fund manage Phing? coals Hate aares A335
and those of the investor. In the absence of careful coordination in design and
implementation, multiple incentive plans can actuall,
G
reduce employees’ motivation to perform
Guaranteed Cost Plans Information Technology. See Technology
Large Deductible Workers Compensation
International Trends, Currents in Compensation
Plans ..
and Benefits.
Employers can analyze, compare and evaluate different
financing methods to achieve the best balance of costs J/F:17, M/A:14, M/J:11, J/A:20, S/O:15
and risks.
H
Labor Market Trends, Currents in Compensation
Haircut Provisions and Benefits.
Proposed Regulations for Code Section 409A M/J:8, S/0:8, N/D:i-ii
Employers must carefully review deferred compensation
Labor Negotiations
plans for compliance with new regulations.
An Organizational Flexibility Framework for
Health Care Benefits Compensation and Job Security Negotiations ...M/J:24
Job security can be quantified and incorporated into
Currents in Compensation and Benefits .. S/O:12, N/D:1-l
the total rewards equation.
Comorbidity Addressed Effectively Via an Integrated
Solution ..5/0:46 Legal Issues and Litigation. See Compliance
Including depression in disease management programs
Legal Trends, Currents in Compensation
can cut costs and improve productivity.
and Benefits.
Creating Better Health Care Consumers: A Case M/J:10, S$/O:14, N/D:j-jj
Study
One employer successfully uses comprehensive M
communications to implement a consumer-driven
plan and improve employee satisfaction. Medical Benefits. See Health Care Benefits
Decision Support in the Benefits Consumer Age . .
The success of consumer-driven benefit plans hinges N
an adequate supply of information and decision-ma
Nigeria
tools.
Major Issues in Nigerian Labor-Management Relations:
Evaluating and Improving Disease Management Perceptions of Representatives of Unions and
Programs Employers . eee . N/D:d-dd
New studies indicate that employers should reet Survey data point to specific areas where employers
their strategies for managing chronic disease. and unions could improve relations and productivi}
Meeting Special Needs: A Benefit That Adds Value
Both Employees and Employers M/A:57 O
\ no-cost benefits program for employees with specia
needs dependents can provide valuable information fo1 Organizational Performance
employees and improve retention for the compan The Leader's Role in Pay Systems and Organizational
Performance sta genieca: Sasa ote </eia R
HSAs. See Health Care Benefits \pplying behavioral principles in pay for performance
prlolg reaam s nEee ips to en- stth] e tprrogreaam s Msulcc ess
\n Organizational Flexibility Framework for Compensation
Incentive Pay and Job Security Negotiations ....M/J:24
Job security can be quantified and incorporated
Career Directions for Total Rewards Professionals ...M/J
into the total rewards equation
Total rewards professionals should form the core of t
HR function. Outsourcing
Driving Performance: Making Pay Work for the \chieving Outsourcing Success: Effective Relationship
Organization Management .. M/J:50
\ company’s total compensation posture should reflect Buyers and providers alike have learned some hard
its business objectives and reward employees for theit l] essons about the steps they need to take to ensure
accomplishments. SUCCESS.
NOVEMBER/ DECEMBER 2006
Intuitive Technologies Increase Employee Adoption of Risk Financing
Human Resource Solutions Large Deductible Workers Compensation
Automated benefits administration can increase Plans . ea D:a-aa
cost e>f fircOirOeNn ciesc sa nd RDpO I for e—— mployers»y Emplo7y ers can analyze, compare and ’ evaluate difyf erent
Ovefrert ime.e . Sseee e UU Compliaanncc e financingee methods to achieve the best balance of costs
and risks.
P
S
Pay for Performance Plans. See Incentive Pay
. Salary and Wage Trends, Currents in Compensation
Pension Plans. See also Retiree Benefits and Benefits.
Fund Investing: What to Ask for and How to Ask fot J/F:7, M/A:6, M/J:6, J/A:6, S/O:6, N/D:g-g¢
z oD
It
Pension plans sponsors can negotiate a better balance Stock Incentives
between the needs and interests of the fund manage! Building a Successful Relationship with a Directed
and those of the investo1 [rustee . stegre a ; ava, oie)s e
lhe Pension Plan Crisis: Municipalities and Private eee eee en it sa ee a oar
( S} WW 1/A:52 clear understanodfi tnhgei r expectatioofn esa c h
Oomp: antes 1]o nare Woes as ste ie ' ase J nadae oth;e r and the legal restraints governing how the
Taxpawyilel bres le ft holding the bill for underfunded : 2
, ilerdacl
pension plans in U.S. cities.
iary Disclosure: Company Stock in a Defined
Performance Management
Contribution Pla bh eee cide ke ate eau
Making the Most of Performance Management Companies that provide matching contributions in
systems ‘ Sia uyardeatacereie ‘ bite é employer stock may have an obligation to disclose
Employers can harness technol ogy to optimiz l in1 jormation to plan participants about the companys
Performance Pay. See Incentive Pay
Filling the Stock Option Void
Public Sector Employees
lhe ADEA, Disparate Impact Claims, and Compensation
\djustments Sets stl Ss J/F:3
Employers face complex compliance issues i) lfalent Management
developing and restructuring compensation Making the Most of Performance Management
packages for employees. Systems . DD teat tee eee MATT nwile onan.
Majo. r Issues in Nigerian Labor-Management RDaell ations Eemyp]l oyers can >»h baayr nessc c tf echnologyo7 to optimiimizzee ttaallee nt.
Perceptions of Representatives of Unions and
Employer Technology
I "TS 7
Survey data point to specific areas where employers Currents in Compensation and Benefits p eteuace oe CRD
and J unio; ns coulPdA te improve reollearttiie ons anode | producsetse tiers ) ‘I ntuitive Technologies Increase 'E mployee Adoption of
P5 ublici Sector Pension Plans: Defi: ned B.e nefit Versus H| umainan RRee source ) So)l utions) . vecee ee J/P:6f 2
Defined Contribution .. er a We | \utomated bene} fiittss addaministration can increase cost
lryh e sh} ift from deFlf ined benefit to de} fined contributi ( fficie} le»s aandd RROO!T ffoor r eemmpnlpoloyveerr s
plaisn unsde r way in the public sect Making the Most of Performance Management
oO] issues compli]c ating tfhhee movepip qy tems.
Using Continuation Pay to Combat Turnover: An Employers Can harness tecnnotlogsy to optimize tatent.
Evaluation . v Road to Effective Communications ......J/A:57
hDre ten> tio: n 1 paNayv stsrtarattet egsiiee' s mNaavY Hnot O’p rodPriOan} u ce t’ ent and I techniques for benefits ? commun=i ca;t ions
th] at toe mpl} oynVevre s se>e k reevaluate
1 to keep pace with employee needs
R Online Benefits Management Systems: An HR
oe
eVOIMUUON
Retiree Benefits Online benefits management must be carefully
“ nde asilesastcel hac ere shat GE anal noe?2 ‘
rh>e Pension Plan . Crisis: Munici‘7p3 alaindt J Pirievast e¢ CVALUALLEO d CLLSULT ; Ha L5 UW ill Peel ad , COMLPpAoarN HYS
Companie. s Sh1 are W, oes ..... z . J/A iened ividuen al ee neenedes
Taxpayers will be left holding the bill for underfunded ; ‘
pe : ae fotal Rewards Systems
pension plans in U.S. cities :
Career Directions for Total Rewards
P>u blica Sec~t or Pdeon sion P)l ans: . Deffji ned11 BReen efi> t Ver» sus « Professi* onals ............ ose os NS
Jefined Ce ee 20 i
Defined Contribution tee eee ees ». J/F:2( lotal rewards professionals] should form the core of the
The shift from defined benefit to defined contribution HR function.
plans is under way in the public sector, with a number
of i; ssues comps li- catthei mnovge . KKeey tern einni d tosta l lrree wards syste: ms N/D:f-eef: f
Managers can gain from a better understanding of the
Reward Systems. See Incentive Pay major shifts in compensation design.
COMPENSATION & BENEFITS REVIEW
Using Advertising Principles to Sell Total W
Rewards ; shi Sisdors S/O
Pitfalls in marketing the “total rewards” approach Workplace Trends, Currents in Compensation
be avoided with the right strategies and techniques and Benefits.
Trends. See Currents in Compensation and Benefits 16, M/A:1 J A:16
U
Unions
Major Issues in Nigerian Labor-Management Relations
Perceptions of Representatives of Unions and
Employers ..... ......N/D:d-dd
Survey data point to specific areas where employers
and unions could improve relations and productivity
Author Index Fogarty, Sean
Comorbidity Addressed Effectively Via an Integrated
Abernathy, Bill, (See Daniels, Aubrey C.)
Solution
Ashley, Daryl
Fruitrail, Cindy
Intuitive Technologies Increase Employee Adoption of
Creating Better Health Care Consumers:
Human Resource Solutions ................
\ Case Study
Athavale, Manoj
Garrett, Michael B.
Large Deductible Workers Compensation
Evaluating and Improving Disease Management
Plans .
Programs
Avila, Stephen M., (See Athavale, Manoj)
Gélinas, Patrice
Bass, Cara, (See Navarro, Chris) \n Organizational Flexibility Framework fo
Buchenroth, Peg Compensation and Job Security Negotiations
Driving Performance: Making Pay Work for the Giancola, Frank L.
Organization Using Advertising Principles to Sell Total Rewards .
Cambern, Jennifer Gillman, Patricia
Online Benefits Management Systems: An HR Fund Investing: What to Ask for and How to Ask for
Evolution
Chen, Hai-Ming Groh, Ken, (See Parsons, Andrea)
Key Trends in Total Rewards Systems
Healy, Daniel J., (See Orin, Rhonda D.)
Cohen, Alan
Honoree, André L.
Decision Support in the Benefits Consume
lhe New Fair Labor Standards Act Regulations and the
Sales Force: Who Is Entitled to Overtime Pay? ... . J/F:29
Daniels, Aubrey C.
Hsieh, Yi-Hua, (See Chen, Hai-Ming)
lhe Leader’s Role in Pay Systems and Organizational
Performance . pirate SRE CO Kahya, Emin
Revising MIJGS Job Evaluation System for Blue-Collar
Daniels, James, (See Daniels, Aubrey C.)
. N/D:e-ee
David, Jannifer, (See Rubenfeld, Stephen)
Kilgour, John G.
Davis, James B. Defined Benefit Versus Defined Contribution
rhe Pension Plan Crisis: Municipalities and Private
Companies Share Woes Leverette, James R., (See Palter, John J.)
McNeil, Christopher M.
DiCarlo, Patrick
Providing Investment Advice .
Fiduciary Disclosure: Company Stock in a Defined
Contribution Plan Vontellaro, Randell, (See Schwartz, Richard G.)
Ellig, Bruce R. Morgan, Robert
rhe Evolution of Executive Pay in the United Making the Most of Performance Management
otates systems
Enlow, Sara Navarro, Chris
Achieving Outsourcing Success: Effective Relationship rhe Cost of Employee Absenteeism ..... ... N/D:b—bb
Management J:50 Neuhauser, Derrick
Ertel, Danny, (See Enlow, Sara) Deferred Compensation After IRC Section 409A
NOVEMBER/DECEMBER 2006
O’Connell, Vincent Singh, Gangaram, (See Wahl, Douglas)
The CEO’s Share of Total Directors’ Cash Compensation:
Valaas, Karin E., (See Reilly, D. Michael)
RRR. PMIOE «2 5 Sinisa SRara ar eohsn ears Sewalans S/0:28
Vaughan, Terri W.
Orin, Rhonda D.
Roth 401(k) on the Horizon: Worth the Effort ..... M/A:52
len Traps to Avoid When Negotiating Self-Funded
Benefits Plans Vogel, Nadine
Meeting Special Needs: A Benefit That Adds Value for
Palter, John J.
Filling the Stock Option Void Both Employees and Employers .............M/A:57
Wahl, Douglas
Parsons, Andrea
Using Continuation Pay to Combat Turnover: An
The New Road to Effective Communications
EVANUAGION 53052. obec ccold-ae esc inane ato emis eeeweiene M/A:20
Reilly, D. Michael
The ADEA, Disparate Impact Claims,and Compensation Wan, Hooi Lai
Adjustments Japanese Remuneration System In Malaysia: A Case Study
PREY GES cot aderussrzs asin oh oa sion enem ates ieee N/D:c-cc
Richards, David A.
High-Involvement Firms: Compensation Strategies and Wedin, Valerie, (See Fruitrail, Cindy)
RPRACO CSM PMRR ENEMIES F505 5 ci' si's,520) pro. Wain Cism ares asa M/J:36 Widlus, Hannah, (See Gillman, Patricia)
Rubenfeld, Stephen Wyld, David C., (See Honoree, André L.)
Multiple Employee Incentive Plans: Too Much of a Good
Yehudah, Yisrael B.
RR NS eset rc are arepaiaes paramo aio eros eae M/A:35
Major Issues in Nigerian Labor-Management Relations:
Schaeffer, Janae L. Perceptions of Representatives of Unions and
Building a Successful Relationship with a Directed ERIPIOVORS 6 oss icds oc. ence 4a) aan eae ote
RAE Pe cotsrs cave ire, Shar ew sie hasta, 6,a Syai sist afoucreels outa
Zingheim, Patricia K.
Schuster, Jay R., (See Zingheim, Patricia K.) Career Directions for Total Rewards Professionals ...M/J:18
Schwartz, Richard G.
Proposed Regulations for Code Section 409A ..... M/J:61
COMPENSATION & BENEFITS REVIEW