Employee Benefits Consulting Project

1. 1
Introduction
HG Enterprises is an up and coming firm working in graphic design and photography
with clients all around the world. Holly Golightly is currently the firm’s CEO. HG offers the
following benefits package to their 16 employees including full time workers and part time
workers. Holly Golightly has been rewarded with a universal term life insurance plan (option B)
with 2,000,000 dollars of coverage. The firm currently pays 6,000 dollars per year for this life
insurance premium. For all of the other employees, HG offers 50 percent of current salary in
term life insurance, and the firm pays for these premiums. For sick leave days, employees are
only awarded 2 days in this category. Along with the contributions to OASDHI for each
employee, HG recommends that their employees delay receiving Social Security benefits as long
as possible. For health insurance, HG has implemented a high deductible health plan with
employees and the firm sharing the overall costs. In addition to the health insurance, a 401(k)
account has been set up for each employee that is partially contributory. An outside financial
brokerage firm has been hired to manage the mutual funds for the 401(k) accounts. This firm
charges a fee of 2.5 percent of total assets per year. Each employee also has a noncontributory
defined benefit retirement plan. This benefit is 1 percent of final total salary for each year
worked at HG. The minimum age is 22 and there is a 2-year service requirement before
retirement benefits begin. A 9-year cliff-vesting schedule is used to have employees gradually
gain access to the full retirement benefits. After much research, Aladj Blair Griffin Long
McIntyre Employee Benefits Consulting, Inc. has found many areas of this current benefits
package that need to be changed and additions need to be made.

2. 2
Current Annual Costs
The current HG Enterprises overall noncontributory defined benefit employee benefits
plan has many different costs associated with including a benefit of 1 percent of the final salary
for every year worked at the company. The plan currently has a minimum age requirement of 22
years old as well as a minimum service requirement that consists of two years of service.
Through these qualifications we have calculated the overall cost of the plan per employee. A
very important aspect of these calculations was the final salary of the employees at their
retirement age. This was found through the assumed growth of each employee’s salary at 2
percent per year worked. For example, this resulted in a final salary for CEO Holly Golightly of
$757,660.67. Additionally, the defined benefit cost to HG Enterprises per year is found by
calculating 1 percent of the final salary and then multiplying that by the number of years worked
for the company. This produces the cost of each employee’s defined benefit to HG Enterprises
per year. The total current cost of the defined benefits to HG per year is $839,601.02. Thus,
utilizing the time value of money formula, we came to the conclusion that under these
circumstances and the future values of the annuities, the company must save $10,075,212.26 in
order to cover the costs of their current employee benefits. In order to achieve this number and
accurately account for each employee’s future benefits from the company HG Enterprises must
save at least $164,814.21 per year. The company has also promised generous 401 (K)
contributions by matching dollar for dollar contributions up to 9 percent of the employee’s
salary. In order to calculate the annual cost to the employer for this, we assumed that each
employee maxed out their potential contributions which were at 10 percent. Thus, HG
Enterprises would pay $90,990 per year in matching of 401 (K) contributions, though this
doesn’t include the asset management fee of the managing firm. This fee is 2.5 percent and with

3. 3
that added in we came to the conclusion that each year HG is spending $93,264.75 on 401 (K)
contributions for their employees. In order to comply with the legal system and FICA, HG
Enterprises must contribute 6.2 percent to OASDHI of the first $118,500. As a result, there is
another cost incurred to HG that comes out to be $67,580 per year for the social security
contributions. The current plan provides very little term life insurance for each employee with it
only covering 50 percent of their salaries. As a result the company only pays $46.28 per year in
term life insurance for its employees. This is very low, however, Ms. Golightly’s universal life
insurance plan adds to the expenses considerably seeing as her premium is $6,000 annually.
Additionally, there is a $120 fee, thus resulting in a total annual life insurance cost of $6,166.28.
If this policy were to stay in place, once Ms. Golightly reaches age 66, her plan would have the
cash value of $1,301,990.30. With all of these expenses and costs accounted for, we arrived at
the calculation that HG Enterprises will spend approximately $331,825.24 per year on their
entire employee benefits package.

4. 4
Health Insurance
Health insurance is a very important aspect that can make HG Enterprises more attractive
to potential new employees and lower the turnover rates for employees. HG currently has a high
deductible health plan in which the employee pays 5 percent of the premium while HG covers
the remaining 95 percent. Although this is very attractive to employees, HG is having financial
difficulties covering these costs. In order to reduce and eliminate these financial difficulties, our
consulting firm recommends that HG should cover only 90 percent while the employees cover 10
percent. This 5 percent decrease would greatly reduce HG’s payments. In addition to the
payment reduction, the Affordable Care Act (ACA) can provide a tax credit to HG. Because HG
has fewer than 25 employees and provides them all with health insurance, they may be eligible
Assumed I/Y: 3%
Average
Salary
Years of
Service
Years Til
Retirement
Years
Worked
(max. 30 for
DB) Final Salary DB/ Year FVof Annuity
Employer
Yearly PMT OASDHI
Term
Insurance
Monthly
Payment
401(k) cost
to
employer
350,000 6 39 30 $757,660.67 $227,298.20 $2,727,578.41 ($37,760.19) 7347 -$ 18,000.00$
221,000 4 35 30 $441,975.59 $132,592.68 $1,591,112.13 ($26,315.87) 7347 8.84$ 19,890.00$
120,000 5 30 30 $217,363.39 $65,209.02 $782,508.20 ($16,447.74) 7347 4.80$ 10,800.00$
120,000 4 45 30 $292,542.50 $87,762.75 $1,053,153.02 ($11,358.44) 7347 3.00$ 10,800.00$
100,000 3 15 18 $134,586.83 $24,225.63 $290,707.56 ($15,630.35) 6200 11.50$ 9,000.00$
90,000 5 41 30 $202,698.04 $60,809.41 $729,712.95 ($9,276.41) 5580 2.25$ -$
90,000 5 37 30 $187,261.66 $56,178.50 $674,141.97 ($10,187.38) 5580 2.70$ -$
85,000 4 35 30 $169,990.61 $50,997.18 $611,966.20 ($10,121.49) 5270 3.40$ 7,650.00$
60,000 3 33 30 $115,333.88 $34,600.17 $415,201.98 ($7,538.46) 3720 2.40$ 5,400.00$
50,000 1 37 30 $104,034.25 $31,210.28 $374,523.32 ($5,659.66) 3100 1.50$ 4,500.00$
30,000 3 33 30 $57,666.94 $17,300.08 $207,600.99 ($3,769.23) 1860 1.20$ 2,700.00$
32,000 4 35 30 $63,996.47 $19,198.94 $230,387.28 ($3,810.44) 1984 1.28$ -$
30,000 5 29 30 $53,275.34 $15,982.60 $191,791.23 ($4,241.40) 1860 1.35$ -$
25,000 2 39 30 $54,118.62 $16,235.59 $194,827.03 ($2,697.16) 1550 0.75$ 2,250.00$
14,000 3 34 30 $27,449.46 $0.00 $0.00 $0.00 868 0.56$ -$
10,000 2 17 19 $14,002.41 $0.00 $0.00 $0.00 620 0.75$ -$ 401(k) Cost + Fee
$839,601.02 $10,075,212.26 ($164,814.21) 67580 46.28$ 90,990.00$ 93264.75

5. 5
for up to a 50 percent tax credit from the federal government. HG should also include a
probationary period for new employees before health insurance coverage starts. This period
should be 60 days for new hires. Make sure that this probationary period does not exceed 90 days
or this would break federal employee benefit laws. Having a probationary period is effective and
will cut down on adverse selection.
High deductible health plans (HDHP) can become very expensive for employees. With
this in mind, HG Enterprises should utilize the HDHP plus Health Savings Account 1 plan, so
employees will pay less money out of pocket. Plan 1 puts the deductible at 1,750 dollars for a
single employee and 3,500 dollars per family. Once the deductibles have been paid out, our firm
believes that HG should implement an 80/20-coinsurance plan that HG and the individual
employees will pay before the out of pocket maximum is reached. HG will pay for 80 percent of
the non-preventive medical charges until the employee out of pocket maximum is reached. The
individual employees would cover the remaining 20 percent. Once the maximum is reached,
insurance will cover all of the covered costs. The out of pocket maximum under Plan 1 for a
single employee is 3,500 dollars and 7,000 per family. Our firm recommends shopping the
market around to find the best insurance rates. Aetna Group, UnitedHealth Group, and Cigna
Health Group would all be great choices for competitive health insurance plans.
The most important part to this high deductible health plan is the health savings account.
HG should implement these accounts for each of their employees. Contributions to this account
are pretax and can be used for all payments made during the deductible and coinsurance phases.
These funds can earn interest and grow tax free with investment options available once minimum
balance is met. Below is a table with the contribution annual limits set by the IRS:

6. 6
2014 HSA
IRS Contribution
Limit
Employer
Contributions
Remaining Employee
Contribution Allowed
Employee $3,300 $650 $2,650
Family $6,550 $1,300 $5,250
Remaining funds in the account rollover every year, and the account balance has no total
cap. Employees would have more incentive to stay at HG until retirement because the funds
remain with the employees even through retirement.
Wellness Program
We believe that incorporating a wellness program that combines wellness education with
physical activity will result in real benefits for HG enterprises and its employees. One huge
advantage of adding a wellness program is that employees that participate in the program are less
likely to miss work and will be more encouraged about their wellness and desire to work. A
study done by The Institute of HealthCare Consumerism found that there is a definite link
between employee satisfaction and wellness programs. Furthermore, the study found that 28
percent of workers said they would feel more satisfied as well as more loyal to their employer if
they made a commitment to workplace wellness. The study also found several financial benefits
of implementing wellness programs, including: an average of 28 percent decrease in sick days
taken, an average of 26 percent decrease in health costs, an average of 30 percent decrease in
workers’ compensation and disability claims, and an average $5.93 to $1 savings-to-cost ratio.
The expected cost to implement the wellness program is about $8,300 per year.

7. 7
We recommend offering discounts on a broad range of wellness services and alternative
therapies for employees and dependents that participate in an HG Enterprises medical plan. One
simple yet beneficial service that we recommend providing is a fitness membership. By
providing this membership at a discounted rate, employees will be more motivated to develop
and/or maintain an active lifestyle, which leads to reduced stress and a lower likelihood of future
health issues. Some other discounted services that we recommend adding to the wellness
program include: acupuncture, chiropractic services, and laser vision correction. These are some
less common additions to typical wellness programs that would be enticing for current and future
employees. An additional way to encourage healthy, happy employees is to provide wellness
workshops in which specialists offer biometric screenings and health assessments to full time,
benefits paid employees. During a biometric screening, employees will have their blood
pressure, cholesterol, glucose and body-mass index measured and a specialist will give
recommendations based on each employee’s baseline results.
A final recommendation to promote healthy lifestyles with the wellness program is to
encourage tobacco-free premises in the workplace. One way to encourage a tobacco-free lifestyle
is by offering premium incentives on HG Enterprises medical plans for non-tobacco users.
Another way to discourage the use of tobacco is by providing free tobacco cessation resources,
such as free individual counseling as well as prescription drug coverage for stop smoking aids.
By showing a commitment to the health and welfare of employees and their dependents,
employees will in turn increase their commitment to the company as well as their personal
welfare.

8. 8
Maternity Leave
Since HG Enterprises is well under the Family and Medical Leave Act compliance
requirement with only 16 employees, it is understandable that they do not currently provide
benefits for maternity leave. But, the lack of these benefits could be quite unattractive to future
employees looking to join the firm and to the retention of current employees. With the number of
dual-earning couples increasing steadily over the last few decades, providing maternity leave is a
benefit that should be implemented.
A survey done by the U.S. Department of Labor showed that maternity leave has a
positive impact on workers by relieving the stress of leaving work for caregiving while
guaranteeing their return to work. The positive impact of maternity leave also translates over to
the employees’ children. Researchers have found that the expansion of this leave has shown
increases on birth weight, decreases in premature birth and has also led to substantial decreases
in infant mortality. Knowing this information, we recommend providing 12 weeks of unpaid
maternity leave for full-time employees who have been with the company for at least 1 year.
This benefit will be quite enticing to present and prospective employees while adding no
additional cost for HG.
Defined Benefits Plan
A suggestion that we would urge HG Enterprises to strongly reconsider is the assumption
of a 2 percent increase in each employee’s salary per year. Though this doesn’t actually sound
like a significant amount, it really is. Especially considering that each employee could potentially
work there until retirement and this would result in some very high salaries of many of the
employees. Thus, we recommend cutting this assumption of 2 percent in half down to 1.5 percent
in order to mitigate the possibility of having to pay a very substantial retirement benefit to such a

9. 9
high number of employees. Yes, the current 2 percent assumed growth definitely attracts some
employees to want to work at HG Enterprises, however a 1.5 percent increase is still a very
enticing offer and will attract high quality individuals. Additionally, hundreds of thousands of
dollars will be able to be saved as a result of this lowering of the assumed salary growth. These
savings can be put towards other expansions of the benefits program such as the newly proposed
wellness program. There are also other areas of the benefits package that could use some
additional funding and cutting excess expenses is a fantastic way to be able to increase the
quality of the program while still lowering overall costs. As we understand that adding additional
costs to the plan is not usually desired, we believe that HG Enterprises has miscalculated the life
expectancy once an employee reaches retirement age by a significant amount. They stated that
once an employee reaches age 65 that they are only expected to live an additional ten years.
However, the actual life expectancy of an employee once they reach age 65 is 85 for males and
89 for females. Clearly, there is a large gap in these numbers and would create a large
miscalculation for the numbers necessary to satisfy retirement benefits for employees. Though
clearly this would basically double the necessary retirement benefits to former employees, it is
necessary as these benefits would need to be paid anyways and this way there is no confusion
when attempting to calculate expenses for the company.
Is the DB Plan Currently “Qualified”?
There is a list of requirements that each of your employees must satisfy in order to be
considered “qualified” for HG’s retirement plan, however there are also a few rules that govern
these qualification that we, as your advisors, felt had to be brought to the attention of Ms.
Golightly. The maximum age requirement that HG is allowed to place on their employees to be
included in the defined benefits plan is 21, however currently this age is set at 22. Therefore, we

10. 10
recommend that HG immediately change this age requirement. Ms. Golightly is particularly
concerned with providing attractive benefits to higher-income employees (officers and managers,
including herself). For this reason it is surprising that Ms. Golightly would opt for a minimum
age requirement that excludes Peggy, one of her higher-income employees. We noticed that the
chart providing employee information did not correspond with the minimum age requirement
that was also given. The chart indicated that Peggy is in the DB plan, however with HG’s
current policy, she does not meet the minimum age requirement of 23. Instead of just lowering
the minimum age requirement to the required age of 21, we recommend lowering it down to 20
so that Peggy would be allowed entrance into the program.
Currently, HG uses a 9-year-cliff vesting schedule, but we feel that this is far too long of
a time period to seem attractive to employees, especially considering that the longest working
employee besides Ms. Golightly has only accumulated four years of service. If HG wants to
continue with a cliff vesting schedule, we advise that they must lower the duration of the
schedule to five years. This means that the employee will receive all of the employer’s
contribution into the defined benefit plan once they have worked for the company for five
years. This would look very attractive to employees because the time period is not nearly as
long, however this is still a long enough time frame to incentivize to stay with HG. If Ms.
Golightly feels that a more long-term approach to vesting is necessary for HG, we recommend 6-
year graded vesting schedule. This plan is designed so employees receive 20 percent of the
employer’s contribution after their second year of service, and this increases 20 percent every
year until they reach full vesting at year six. This plan could be a “happy medium” for Ms.
Golightly because it is still a long-term schedule until employees become fully vested, however

11. 11
it is also attractive to employees because they start to see the benefits after only two years of
service.
Another area in which HG’s current plan breaks the rules of qualification for retirement
plans pertains to the minimum service requirement. Currently HG’s service requirement is set
for two years, however this requirement is not allowed to be longer than one year, and for this
reason we recommend that HG changes their minimum service requirement to one year.
The final two areas in which HG’s current plan breaks the rules of qualification have to
do with the Ratio Percent Test and the Average Benefit Test. In order for a plan to be qualified it
is necessary that at least one of these two tests are satisfied in regard their respective cutoff
points. Even before these tests are conducted it is important to determine that the plan passes the
Non-Discrimination Test. We concluded that with regards to the DB plan, HG’s current setup
passes the Non-Discrimination Test, and therefore, we moved on to the two other tests. The first
test that we conducted was the Ratio Percent Test. We used the formula below to perform this
test:
(Lowly Paid % Covered) >70%
(Highly Paid % Covered)
Our calculations gave us the result of 58%, which is clearly not more than the cutoff of 70%, and
therefore, HG’s current plan failed the Ratio Percent Test. The second test we performed was
the Average Benefit Test. We used the formula below:
(Avg. Ben / Avg. Comp) of LP >70%
(Avg. Ben / Avg. Comp) of HP
Our calculations gave us the result of 50%, which is also below the cutoff of 70%. Since both of
these tests were failed, we concluded that HG’s current DB plan is not qualified. Our advice to
Ms. Golightly for improving these ratios in regards to HG’s current DB plan is to simply put

12. 12
more effort into encouraging lowly compensated workers to participate in the plan. Currently
there are only four highly compensated employees out of the sixteen total working for HG. Also,
all four of the highly compensated employees; Ms. Golightly, Sarah Connor, Larry Hall, and
Penny Money; are participating in the DB plan, while only seven of the twelve lowly
compensated employees participate; these statistics are the reason that both the Ratio Percent
Test and the Average Benefit Test failed for HG’s current plan. If Ms. Golightly could get just
two more employees to participate in the DB plan then both of these tests would be satisfied.
Sick Leave Days
HG’s current plan only allows two sick leave days per year for each
employee. According to the U.S. Bureau of Labor Statistics this number is far below
average. They claim that a full time employee in the private sector receives an average of eight
days of sick leave per year. This employee benefit is an easy way to be able to retain employees
and attract new prospects. It is in HG’s best interest to raise employee’s sick leave days to at
least eight to remain competitive with other employers. While providing eight sick leave days
per year would put HG right at the national average, we suggest raising the number of sick leave
days to nine days. We came to this conclusion by finding the average years of service by all
employees and the corresponding national average of sick leave days found on the U.S. Bureau
of Labor Statistics’ website. Increasing HG’s sick leave days to this figure would provide two
clear benefits for the company: Firstly, providing more sick leave days would show current
employees that the company cares about them, and secondly, it will be an attractive benefit for
new potential employees.

13. 13
401 (K)
The 401 (K) plan that is currently in place allows for the employees to contribute up to
10% of their salary and the employee to match up to 9% of the employee’s salary. This amount
is quite high and will provide a large burden of cost upon HG Enterprises. Though these high
numbers will definitely attract some high quality individuals to the company, we feel that the
amounts are excessive and that top talent can still be retained with lower, yet still competitive
401 (K) percentages. Thus, we have decided to lower the employee contribution maximum to 7%
of the employee’s salary and having the company match up to 6% of the employee’s salary. This
will cut costs and is still well above the industry average of 4-5% which means that potential
employees will still be attracted to this generous long term investment. The previous plan not
only resulted in high costs but also resulted in a legal infraction. The maximum yearly
contribution between an employee and employer is $53,000, yet for the CEO, if the company
matched its maximum of 9% and Holly Golightly contributed her maximum 10%, the yearly 401
(K) contribution for Holly would be a total of $63,000 which is illegal. Further, the total cost per
year to the company under this original plan would be a whopping $93,264.75. Though this is an
extremely competitive 401 (K) option, we came to the conclusion that this plan was excessively
high and the marginal cost per year to the firm was simply not worth it. Potential employees
would not shy away from working for HG Enterprises simply because of this slight lowering of
the 401 (K) contribution percentages, if anything, they will still be very attracted to come work
for HG Enterprises because 6% and 7% is still such a competitive 401 (K) plan. By switching to
this plan, HG Enterprises will now only spend $71,401.50 on 401 (K) contributions per year.
This is a decrease of $21,863 per year that the company will save on 401 (K). In other words, the
company’s expenses related to 401(k) plans will go down 23.44% which is a huge decrease,

14. 14
especially considering that this is still a very competitive benefit that most companies are not
able offer to their employees. Due to these numbers we think that this adjustment will have no
negative impacts upon HG Enterprise’s ability to draw highly functioning employees, yet this
adjustment will now lower 401(k) expenses greatly.
Another major issue that we discovered with the current 401(k) plan is the massive fee of
2.5% per year that HG is getting charged by the firm that manages the mutual funds for the
plan. Currently, HG is being charged $2,331.62 per year and this amount will only increase
overtime. This fee is way too high and we are confident that we will be able to find a
management firm that could provide a more competitive rate that would fall between 0.6% and
0.8%. Say we found a firm that offered to manage HG’s 401(k) for .7%: The annual
management fee would drop down to $652.85 this year. While the immediate economic benefits
are clear, these savings would also continue to grow in the long term as the 401(k) plan rises in
total assets. The increase in free capital resulting from switching to the lower mutual fund
management fee could be used to improve existing employee benefits or to add new benefit
options.

15. 15
Life Insurance
Our main recommendation when it comes to the life insurance aspect of the employee
benefits program is that the policy in place for the CEO, Holly Golightly, is changed to a term
life insurance policy rather than a universal life policy. Though this is not out of the norm for a
high ranking C- Suite executive, there are several reasons for this. The first of which is the great
expense to HG Enterprises for one life insurance policy when it could very easily be adjusted to
still provide extremely adequate coverage for her. Additionally, this current plan leads to severe
disconnect between the employees and the CEO. The term life insurance in place for the
employees being only 50 percent of their salaries isn’t very substantial. In order to more
efficiently provide coverage for all employees throughout the organization we recommend

16. 16
providing life insurance to the value of 200 percent of each employee’s salary. These amounts
would result in a decent amount of coverage for each employee under the company’s plan while
also allowing them to seek individual coverage outside of the workplace if additional coverage is
desired. We feel that this amount of provided coverage is sufficient to cause employees to be
enticed and attracted to the quality of our overall benefits package. Overall, it is essential to at
least alter Holly Golightly’s current life insurance plan in order to best serve the interests of HG
Enterprises. Lastly, we recommend that HG Enterprises pursue quotes for their life insurance
plans from Cigna, Metlife, and Geico because these three companies are all very reputable as
well as competitive and we wish to recommend only the highest quality of product at the most
competitive prices possible.
Conclusion
Aladj Blair Griffin Long McIntyre Employee Benefits Consulting Group would like to
thank Ms. Golightly for allowing us to provide professional consultation to increase the overall
efficiency of HG Enterprises’ employee benefit package. We strongly believe that these
recommendations, if implemented, will differentiate HG from the perspective of current and
potential employees, as well as reduce the total costs for HG. Overall, the new total cost to HG
Enterprises for the employee benefit package would be $287,050.78 if our recommendations are
put into action. Our recommended total benefit plan cost is a decrease from the current plan of
$44,774.46 which equates to a 13.5% decrease in overall cost to HG Enterprises while still
retaining the attractive aspects of the plan that draw in top employees. In the long run, HG can
vastly improve employee retention and employee satisfaction.

17. 17
We believe HG has great potential for growth and success, and we have enjoyed contributing our
employee benefit expertise. We would like to thank you for this business relationship, and we
wish you the best of luck in the future.
Average
Salary
Yearsof
Service
YearsTil
Retirement
Years
Worked
(max.30for
DB) FinalSalary DB/Year FVofAnnuity
Employer
YearlyPMT OASDHI
Term
Insurance
Monthly
Payment
401(k)cost
to
employer
350,000 6 39 30 $625,523.59 $187,657.08 $2,251,884.92 ($31,174.76) 7347 42.00$ 21,000.00$
221,000 4 35 30 $372,137.77 $111,641.33 $1,339,695.98 ($22,157.62) 7347 35.36$ 13,260.00$
120,000 5 30 30 $187,569.63 $56,270.89 $675,250.66 ($14,193.27) 7347 35.36$ 7,200.00$
120,000 4 45 30 $234,505.56 $70,351.67 $844,220.02 ($9,105.06) 7347 35.36$ 7,200.00$
100,000 3 15 18 $125,023.21 $22,504.18 $270,050.13 ($14,519.67) 6200 35.36$ 6,000.00$
90,000 5 41 30 $165,710.58 $49,713.17 $596,558.09 ($7,583.69) 5580 35.36$ -$
90,000 5 37 30 $156,129.90 $46,838.97 $562,067.63 ($8,493.75) 5580 35.36$ -$
85,000 4 35 30 $143,129.91 $42,938.97 $515,267.68 ($8,522.16) 5270 35.36$ 5,100.00$
60,000 3 33 30 $98,068.75 $29,420.63 $353,047.50 ($6,409.97) 3720 35.36$ 3,600.00$
50,000 1 37 30 $86,738.83 $26,021.65 $312,259.79 ($4,718.75) 3100 35.36$ 3,000.00$
30,000 3 33 30 $49,034.38 $14,710.31 $176,523.75 ($3,204.99) 1860 35.36$ 1,800.00$
32,000 4 35 30 $53,884.20 $16,165.26 $193,983.13 ($3,208.34) 1984 35.36$ -$
30,000 5 29 30 $46,199.42 $13,859.82 $166,317.90 ($3,678.07) 1860 35.36$ -$
25,000 2 39 30 $44,680.26 $13,404.08 $160,848.92 ($2,226.77) 1550 35.36$ 1,500.00$
14,000 3 34 30 $23,225.95 $0.00 $0.00 $0.00 868 35.36$ -$
10,000 2 17 19 $12,880.20 $0.00 $0.00 $0.00 620 35.36$ -$ 401(k)Cost+Fee Wellness Program
$701,498.01 $8,417,976.10 139,196.88 67580 572.40 69,660.00$ 71,401.50 8,300.00

18. 18
Works Cited
http://www.theihcc.com/en/media_center/editors_picks/the-impact-of-wellness-programs-on-
america%E2%80%99s-workf_h2jeegra.html
http://guides.wsj.com/small-business/hiring-and-managing-employees/how-to-save-on-health-
insurance/
https://www.whitehouse.gov/sites/default/files/docs/leave_report_final.pdf
http://www.bls.gov/opub/btn/volume-2/paid-leave-in-private-industry-over-the-past-20-
years.htm
http://www.ncsl.org/research/health/small-business-health-insurance.aspx