Compflash 1992: Index

5 Pages·1992·2.2 MB·English

Cash compensation for materials managers: $124,000. .............-. ---dul:03
Charity begins at home: Many foundation executives
eam more than $200,000 Nov:04
Different views on executive compensation: CEOs and directors. .Sept:01
Directors’ pay packages changing: More include stock-based
and retirement plans
Ecohnitso exmecuytive s: Fewer receiraviseesd i n
1991-- 1992 than in four previous years
Benerirs
1991 expense reimbursement rates: Slightly higher than
previous
A benefit for today: Employer-assisted housing
An expemanndatse fior vempleoyer s: COBRA health-care Gettbiad nprgess : Top executivpea y
coverage. GM cuts retirement benefits for top executives
An incentive to participate in prenatal care program: Growing healthier: Hospital executivesp’a y
Free diaper service in 1991: Executives’ a
At Levi Strauss: Most employees who've signed up for to less than six months pa
unmarried benefits are heterosexual women In 1992: Biotechnology CEOs’ salaries higher but
Benefits focus in 1990s: Costs, employee needs, bonlowuer sthane lasst y ear
and retirement plans In “austerity program”: L.A. Gear's CEO forgoes salary
COBRA claims higher than those of regular participants. In banking: Incespurn extecutiivev peerforsman ce
COBRA coverage proves expensive for employers In information systems executive pay:
Court of Appeals: Employers free to include managed-care Bonuses grow faster than base pay
elements in health-care plans. In record award: Coca Cola’s CEO receives one million
Despite economy, family benefits gain support.
Employers back employees’ education: Most provide Indudiresctotrs rfarei beattelr t han
their service counterparts
Employers see flex plans as cost cutters Inhibiting small firms’ ability tor ecruit outside directors:
For long-term care: Employer-sponsored insurance has edge
over individual policies..
Greatest cost of 401(k) plans: Matching contributions
Growing demand for work-family benefits More companies restrict executives’ sale of stock
In 1990: Benefits costs rose to 38.4% of payroll Most companies offer supplemental executive benefits
Information on benefits for “domestic partners” available Not catching 69g Shareholder proposals to limit
Large and small companies join forces to provide executivpea
dependent care “Not in my ve er CEOs don't want outsiders
NYS sets standards for long-term Care INSUTANCE. ...........-.0-0sersees Mar:04
Possible source of employee ire:
Age-weighted profit-sharing plans
Publications on benefits topics available Salaries of top tax executives range from $43,000 to $165,000
Publications on employee benefits available SEC proposes rules to clarify executive pay practices
Publications on flexible benefits and benefits available SEC wants companies to disclose more information
RJR Nabisco offers innovative tuition-aid program y:
Small business concem: Workers compensation costs Spread of “golden parachutes” slows
Survey finds: Most Americans back family leave Surprise announcement from Avon's top executive:
The fate of federal family leave rests with the election.................0++ Nov:0 6
il Jul:01
To protect guaranteed investment contract funds: Survey finds a drop in CEO pay: But is it reall? ..............csssesvees
Target for FASB: Accounting for stock options
To raise employee awareness: Companies offer The long-term incentive piece of executive
financial planning
To use flex plans in multiemployer groups: Guide offered The other side of the coin: Criticism of “excessive”
=e" Apr:3
Viewed with skepticism by employees: EXECUTIVE Pay May DE OVEFDIOWN. .........cccceccsseeereerneernerernnennes
Guaranteed investment contracts The ultimate benefit: Some major compani<s continue
CEO's salary after death
Executive COMPENSATION To align shareholder and management interests: General
A boon for mortgage banking executives: Mortgage refinancing Dynamics replaces cash bonuses with stock options
boom. To retain key employees: Restructuring companies
A change in jobs increases executive's pay offer divestiture awards
A new executive responsibility: Managing diversity Top sales marketing executive ears median of $76,000
A popular perk for executives: Personal financial counseling Under scrutiny by regulatory agencies: Stock option grants
A sign of lean times? Most executives accepted
lower pay in new jobs Equa. EmpLovment OPPORTUNITY
As percent of top executives’ pay package: Incentives After two years of debate: “Compromise” civil rights act
DEeCcEMBER 1992/5
Census Bureau: Women’s pay trails men’s pay at all levels SEC extends deadline for application of insider trading rules to
Court of Appeals: ADEA does not protect younger worker executive plans
EEOC: 1991 Civil Rights Act is not retroactive. Senate committee targets multiple employer welfare
EEOC: Discriminationme-dircael leaxpteensdes are reimbursable. Oct:10 arrangemen ts
Employer Alert! Make sure benefit plans comply with AD
Employers and insurers join in opposing annuity standards Tax breaks available to help employers comply with ADA
Fifth Circuit Court joins three others in ruling Tax court rebuffs IRS on audit program
1991 Civil Rights Act is not retroactive Tax Court: Stock options are wage costs in setting research
In record settlement: State Farm pays $157 million in tax credits
sex discrimination dispute To offset unemployment benefits costs, Congress changes
Information on Americans with Disabilities Act available gratis
Review of disability managementaa v ailable Under FLSA: “Executive employees” docfokr sheortd ho urs
Second U.S. AppeCouart lconscur s: 1991 Civil Rights Act must be paid for overtime
cannot be applied retroactively U.S. Labor Deparputshimng efanir-tlab or standards
Tax breaks available to help employers comply with ADA enforcement
Under Ontario’s pay-equity law: Administrative costs U.S. Supreme Court: Common-law definition of “employee”
outwpaey iincgrehase s applies under ERISA a
Under 1991 Civil Rights Act: Women and disabled US. r=~ sotnaeoro agape meant dilemma
can recover punitive damages in bankruptcy
U.S. District Court: Nassau County's pay schedule is equitable US. Snes Geabenatistinatuentaianeds dead
U.S. Supreme Court: Back pay for sex discrimination on retroactive workers compensatpaiymoennt s
before 1991 is taxable
Wages of women and minorities still trail those of white men HeatH-Care Costs
Women executives see male-dominated culture A major commitment: New England Telephone Company
Accounting for a larger portion of health-care costs:
Mental health and substance abuse
AIDS-related insurance costs in 1991: Minimal for most carriers
deduction.. . An anomaly: Downsized companies experience higher workers
Appeals Court: FLSA overtime rules cover sales personnel compensation costs
California law targets cash payments to employees. ..................- Dec:04 An incentive to participate in prenatal care program:
Sept:07 Free diaper service
Corporation Alert! Make sure benefits plans comply with Beatthie anvergage : Coosf tsta te health-care plans rises 8.5%
SEC rules by September 1 Book on managing health and welfare benefits available
Creating employer headaches: New immigration rules Booonk colmmuenictati ng managed-care concepts
on wage rates forf oreign hires available free
Companies adopting multitiered medical care coverage
Companies extend health-care benefits to employees’ gay
and lesbian partners
Good news for small business owners: Connecticut sets up public-private partnership
IRS modifies rules on payroll taxes for long-tecramr e
Government extends unemployment benefits Consultant asks: Should managed care set standards
for another 13 weeks for health benefits?
In record settlement: State Farm pays $157 million Court of Appeals: Self-insured employer free to limit
in sex discrimination dispute medical benefits ...
Information on Americans with Disabilities Act available gratis
IRS: Employer-provider outplacement services
generally Does ADA affect health-care cost-containment efforts? ................. Jan:05
IRS: Expefnor s“Seatusrda y night stays” are deductible Employer's COBRA obligations continue despite change
IRS clarifies rules on annuities from troubled of carrier
insurance companies Employers would supplement national health insurance. ............... Jun:0 3
IRS issues model for “rabbi trust” safe harbors Former Surgeon General Koop calls for businesasn d
IRS issues rules on tax-free transportation medical alliances to lower health-Care COSTS. ..............s0sseseesve Jun:03
IRS issues rulings on pension planning GAO: Provider fraud accounts for 100% of nation’s
health-care costs
IRS raises standard mileage rate deduction to 28¢ per mile Healtopthion- gcuidae arvaielab le
IRS sets 1992 limits for specified benefits plan Health-Care Reform: The Federal Scene (Quarterly Report)
IRS: VEBA payment rebsubajectt toe payrsoll tax. ...............ssecee Jun:04 Health-Care Reform: The State Scene (Quarterly Report)
Labor Department exempts emplofyroem crerstai n Hershey's healtprohgra-m csetas prremeium s
ERISA requirements on the baosf liifesstyl es
Labor Department exempts remedial training time In Berkeley and Seattle: Medical coverage for domestic
from overtime-pay requirements partners didn't increase costs
Labor Department to assess penalties for failure to file Form 5500. Jun:06 In long run: Utilreviiewz maay rtaisei raothenr t han
Nondiscrimirunleast oin ohonld : cut health-care costs
IRS delays compliuantnilc 1e99 3 In the last decade: Rising healtchost-s chaave rereod ed
eater ne President and Congress agree on pay increases
extended unemployment benefits Informona ptresicroiptnio n progarnda drmug-sfre e
PBGC goes to court to collect delinquent premiums workplaces available
PBGC issues 1992 premium package It pays to not smoke at Banc One
PBGC issues rule on terminations of defined-benefpliatn s
Raising hackles: New rules on testing standards Managed care: It’s not for everyone
for sepalinres aof tbuseine ss Medical plan costs in 1992: To top 20%
Reminder to pension and welfare benefits plan administrators: New York mandates medical insurance coverage
Amnpeerisod textyend ed On the upswing: Financial incentives for weliness
6/COMPFLASH
On the way to extinction? Free employer-provided
health-care covera
Prognosis bad: Health-care costs continue to escalate rapidly........
Publoin hcealtah-ctare icoosts navasila ble
Receiving mixed reviews from employers:
“Play-or-pay” health-care proposals
Senators introduce bill to back state health-care reform
initiatives
Small-group insurance reform should target ee Sept:04
Small firms financially more vulnerable toA IDS-related claims Jan:05
Sony launches weliness progra Innovative pay-for-performance plan runs into snag at
States step in where federal government fears to tread................. Aug:04 Saturn plant
In all categories: Union workers outearned nonunion workers
Feb:05 in 1991
Study points out high costs of premature DIFTNS. ...............-0-0ssreee Aug:04 In first half of 1992: Negotiated wage increases averaged 3.6%
The battle lines are drawn: President proposes to attack health In firstq uarte19r92 : Union settlements averaged 3+%
costs on a different front than Democrats Apr01 In light of GM's planned cutbacks:
To counteract high costs: Employers turn attention Union pans white-coblolnuasres
to prescription drugs Aug:05 In nine-year contract: New York Times settles with drivers’ union ..‘ Mar03
Top concem of corporate management: Rising healthco-stsc .a...rJuel:0 5 In retfuorr bonnus : Union workers extend contract
In unilateral action: Caterboopstsi pelnsilon abenrefi ts
INTERNATIONAL ISSUES
A hard sell: Overseas assignments Sept:08 Insurance company sues union for “padding” membership rolis
After 11-day strike: German union members reject 5.4% settlement Jul:08 Making the connection: ee
After Maxwepenlsioln 'abusses : Brimotvesa caiutinous ly
to review regulations
AIDS-related ilinesses exempt from overseas
insurance coverage
Asian managers expected to make significant salary
gains this year NLRB: sea er er es aga
Benefits for overseas employees vary with home country status New York health-care workers sign precedent-setctonitnragc t
British government acts to restrict pension fund investments New York State reaches agreement with civil service union
in sponsor’s company No noise on the line: “Baby Belis” settle contracts quietly
Compensation cost increases in Canada and Japan outstrip Nurses negotiate HIV disability coverage
those in United States Nurses ratify contract with Kaiser Permanente
Down under: Australia requires minimum pension contribution Pay for “beeper” duty: Subject to negotiation
Rail union members ratify contract with crew reductions
Economic slowdown hits Japanese workers The gauntiet for the UAW? GM's decision to close plants
Expatriatesi n ex-Soviet bloc countries get special incentives Through September. 1991 negowtagei incareatsese rdang ed
Flexible compenplasns aaret goiingo anbro ad
For expatriates: Financial support good, but nonfinancial support falters
Oct:12
For Japanese workers: Annual wage increase to
average about 5%
German metalworkers setfort 5.l8% erai se
German steel union pact: 6.4% wage increase
In cost per hour of labor: United States falls in the middie
In global comparison: U.S. CEOs are well paid Under executive order: Federal contractors must inform
In Hungary: Average salaries outpace minimum wage level nonunion of rights under Supreme Court ruling
In United States: Foreigfinrms- poay whignheer wdag es Unique settlement at USAir. Pilots accept base pay cut
than U.S. firms
In vacation allowances: U.S.A. trails many countries
Information on benefits policies for overseas employees
available free
Lasor
A point of dissension: Teamsters Union's executive pay Bankruptcy Court: IRS tax claims on pension under-funding
hanvo preiori ty
Arbitrators settle three railroad labor disputes Boeing agrees to pay $22 million to pension plan
As inflation abates: COLA clauses lose their appeal
tage a ane AeT&sT says it will replace operators
with technologUnyi:on cries foul
AT&T union seeks voice in policy and seat on the board
Averting a strike: LTV settles with union.
Bankruptcy court approves LTV contract with steelworker’s union..Dec:02
Clothing workers’ contract revamps ESOP Oct:03
Connunieons cagrete tio pocstpoune ptens ion
fund contributions Jul:04
Employer input to contributory plans declined in 1990 For 1992 college graduates: Demand is lower,
FASB: Guaranteed investment contracts must be reported but salaarrie heigshe r
at “fair value.” For financial professiSaolanriaes lsstal:le d
FASB issues rules on investment contracts for pension plans For supervisors: Increasing
For 1992: PBGC raises guaranteed pension benefit GM steps up downsizing: To reduce salaried staff
but retains 1991 premium rates by 20,000 by end of 1993
House amendment would load defense contractors IBM ties bonuses to business unit performance
— ee ee ee
In good shape: Most U.S. pension plans are well funded
IRS bookoutllinee stpousse s’ rights under pensipolnan s aeae
IRS delays compliance with pension nondiscrimination
tules until December
IRS delays effedcatte oif pvenesio n New staff position in many companies: Work-family manager
nondiscriminatriuolens , again Not making the grade: Increases for college faculty
IRS issues rulings on pension planning are up only 3.5%
IRS simplifies compliance with pension Nurses negotiate HIV disability coverage
nondiscriminatriuolens . Of 13 groups surveyed: Technical professionals
IRS to scrutinize underfunded pension recelowiestv inecredase s
Navistar settles long-term dispute with PBGC Pay for human resources staff: Up 4% in 1992
New York mandates medical insurance coverage Pay for top human resources professionals
PBGC issues 1992 premium package Picture for lawyers improved slightly in 1991
PBGC proposes new rules for terminating plans Projected average pay increase for 1993 to fall to 4.8%
a son chest eiemte enaineat a
PBGC sets penafolr ftailiuree tso g ive ERISA information engineers
Proposed PBGC rule changes would increase Recession slows escalation of law associates’ pay
employer premiums Salary increases down for the second year in a row
Remtio pennsiodn aend wrelf are benefits plan administrators: Salslidae crontyinue s: Pay raise budgets
dro0p.5%p ate middye ar
Teacgeth miexedr grsade s: Salaat ralli-tieme shig h,
To implement momen a plan: LTV must get but problems abound
union concessions The prospects forb usiness graduates on Walll Street are bullish
To reduce workforce: Major companies offer To offset feeloif insoglatsion : Telecommuters must
early-retirement incentives report to office periodically
U.S. Supreme Court: States cannot tax military pensions Top performers? Most managers rated average or better
Retiree Benerirs TRENDS
An obstacle to using VEBAs to fund retirees’ benefits: The IRS ACA booklet on determining compensation costs available
AT&T to fund retirees’ medical liabilities through VEBAs A growing trend: Variable pay for lower-level employees
Bankruptcy code doesn’t protect retirees’ benefits A tumaround in the offing? Fewer staff cuts, more hiring
Booklet on retirement planning available planned for 1993
Court of Appeals: Company could modify retiree Companies fail to communicate pay-performance link
Economic conditions prompt adoption
Despite rising benefits costs, employers will stick of alternative pay practices
by obligations to retirees Executive compensation debate could trigger intemal pay
District court: Company could increase retirees’
contributions to medical plan Focof uexecsuti ve pay pians shift to long term
Employer Alert! FAS 106 rules cover more than just In 1991: ESOP companies performed better
standard medical plans than non-ESOP companies
FAS 106 could lead to 17% drop in pretax profits In competitiveness drive: Incentives plateau
for large companies In controllers’ view: U.S. economy is still in recession
Guide to implementing FAS 106 available free In relocation: Professionals see trend toward
In spite of deadline: Employers delay decisions
on accounting for retiree health-care benefits In response to recession: Employers tighten their pocketbooks
IRS grants relief to retirees whose tax-qualified assets Outlook for this year’s college graduates:
are frozen Cautiously optimistic
Methods for prefunding retiree benefits outlined in booklet Performance-based reward plans prove effective
Public utilities seek rate increases to finance retirees’ Prospect for 1992 graduates: Bleak
Recession-proof? Training budgets hold up during
Smaller firms lag in estimating liabilities economic downtum
for retiree health benefits Skill-based pay programs help employers meet
pe
Tough times for computer professional: Jobs being cut
To control costs of retiree health benefits: Westinghouse to and increases dropping
use caps and VEBA
To control retiree medical costs: Utility offers flexible benefits
Waaes
SALARIES Court of Appeals: FLSA overtime rules don't apply
1992 salary raises to plateau at 5% or less to on-call workers
Average 1992 starting salary for college graduates: $27,037 Employment Cost Index hits four-year low
Bitter pills for GM's salaried employees: No bonuses and Reversing a trend: Pay increases for public-sector employees
higher health-care payments - trail those for private-sector workers
Continental Airlines imposes 10% “temporary wage reduction.” _..Sept: 03 Total pay in March 1992: Averages $17.27 an hour
Demanding times brighten salary picture for Wage increases slowed slightly in 1991
human resources professionals Wage increases in 1991: Averaged 3.2% annually
Depressing diagnosis for RNs: Lowest pay boosts in three years ...Oct:02
8/COMPFLASH
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