Benefits will also be subject to union contract negotiations and what is outlined below is what will be used for non-represented employees and a starting place for represented employees. Because SWA will have increased overhead in administering six unique benefits packages (one for each of the five unions and one for non-represented employees), every attempt to keep costs predictable has been made.
Each employee has different needs, therefore, SWA will offer three medical plans in addition to vision and dental. Each plan will shift costs between payroll deductions and out-of-pocket medical expenses (deductibles). For example, employees with few medical expenses may choose a consumer directed plan with higher deductibles and lower payroll deductions that allow them to save pre-tax dollars into a health savings account (HSA) used to pay deductibles and other health expenses. Unlike flexible spending accounts (FSA), the money rolls over from year to year (Goodman, 2006). Other employees who use their healthcare benefits more frequently may choose the point of service (POS) plan with higher payroll deductions and lower deductibles (this plan does not include an HSA). A POS plan is a hybrid between an HMO and a PPO where employees have the flexibility to go out of network like a PPO, but you need a referral and it is more expensive (“Definitions of health insurance terms”, 2002). Table 2 shows how each plan is structured to fit the employee’s specific needs.
|Point of Service Plan||Consumer Directed Plan 1||Consumer Directed Plan 1|
|Payroll Deductions||$220/month single
|HSA Contributions||N/A||$3450/year single
|HSA Employer Match||N/A||$500/year single
In a further effort to create cost predictability, a defined contribution plan will be offered to employees in the form of a 401(k) (Gerhart, Hollenbeck, Noe, & Wright, 2014). SWA will match employee contributions up to 8%.
Paid Time Off (PTO)
All employees will receive two weeks of paid vacation per year for the five years of service, and three weeks per year thereafter. Employees will receive two weeks of paid sick leave per year. Because keeping flights in the air is critical to business, all vacation and sick leave will roll over if not used so employees do not feel forced to take it (Gerhart, Hollenbeck, Noe, & Wright, 2014). Employees will also have the option to cash out their vacation time rather than roll it over. Finally, Employees will also be able to take maternity and paternity leave of up to eight weeks.
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