13© 2016 GALLAGHER BENEFIT SERVICES, INC. ARTHUR J. GALLAGHER & CO. | BUSINESS WITHOUT BARRIERS™
Benefit Communication Strategies: How to Keep Employees Engaged
Beth CzekalskiArthur J. Gallagher & Co.Employee Communications Manager, North [email protected]
Employeesdon’t understandor appreciate their
compensationand benefits
Communication challenges
2016 ARTHUR J. GALLAGHER & CO. 1
Employeesdon’t understandor appreciate their
compensationand benefits
Employees are not planning for retirement and
leavingmoney on the table
Communication challenges
2016 ARTHUR J. GALLAGHER & CO. 2
Employeesdon’t understandor appreciate their
compensationand benefits
Employees are not planning for retirement and
leavingmoney on the table
Despite incentives, employees are not engaging in
wellness programs
Communication challenges
2016 ARTHUR J. GALLAGHER & CO. 3
Employeesdon’t understandor appreciate their
compensationand benefits
Employees are not planning for retirement and
leavingmoney on the table
32% of employees are uncomfortable with
their knowledge about medical benefits and the healthcare system
(1)
Despite incentives, employees are not engaging in
wellness programs
Communication challenges
1. ‘Employees Report Difficulty Navigating Healthcare Options’ - report by Sheryl Smolkin
2016 ARTHUR J. GALLAGHER & CO. 4
Employeesdon’t understandor appreciate their
compensationand benefits
Employees are not planning for retirement and
leavingmoney on the table
32% of employees are uncomfortable with
their knowledge about medical benefits and the healthcare system
(1)
Despite incentives, employees are not engaging in
wellness programs
Communication challenges
Public Entityemployees work 24/7at multiple locatons,
making meetingsdifficult
1. ‘Employees Report Difficulty Navigating Healthcare Options’ - report by Sheryl Smolkin
2016 ARTHUR J. GALLAGHER & CO. 5
Employeesdon’t understandor appreciate their
compensationand benefits
Employees are not planning for retirement and
leaving money on the table
32% of employees are uncomfortable with
their knowledge about medical benefits and the healthcare system
(1)
Despite incentives, employees are not engaging in
wellness programs
Communication challenges
Public Entityemployees work 24/7at multiple locatons,
making meetingsdifficult
Technology is often not available or only available for select
groups in the PE enviroment
1. ‘Employees Report Difficulty Navigating Healthcare Options’ - report by Sheryl Smolkin
2016 ARTHUR J. GALLAGHER & CO. 6
Controlling benefits costs
Attracting and retaining
Maintaining or decreasing overalloperating costs
Revenue/sales growth
Nationwide Public Entity
Select the three operational priorities that are currently most important to your organization
A ational enchmarking urvey
2016 ARTHUR J. GALLAGHER & CO. 7
Controlling benefits costs
Attracting and retaining
Maintaining or decreasing overalloperating costs
Revenue/sales growth
Nationwide Public Entity
63%
80%
59%
15%
Select the three operational priorities that are currently most important to your organization
A ational enchmarking urvey
2016 ARTHUR J. GALLAGHER & CO. 8
Communication challenges
Why is communication
important?
2016 ARTHUR J. GALLAGHER & CO. 9
Communication Push out information
One way
Compliance focused
Reactive
Traditional channels
Organization focused
2016 ARTHUR J. GALLAGHER & CO. 10
Communication challenges
Communication Push out information
One way
Compliance focused
Reactive
Traditional channels
Organization focused
Engagement Align to desired culture of the organization
Focused on employee
Highly personal and emotive
Two-way (and that doesn’t need to mean conversational)
Capture hearts and minds, for long-term gain
Structured and strategic
2016 ARTHUR J. GALLAGHER & CO. 11
EngageAccountabilityEmployee Value Proposition
2016 ARTHUR J. GALLAGHER & CO. 12
More collaboration from managers
More effective communications
More enforcement with policies
Senior leadership focus on HR issues
Nationwide Public Entity
What two solutions that would be most helpful to your organization in better managing its HR-related challenges and
opportunities?
A ational enchmarking urvey
2016 ARTHUR J. GALLAGHER & CO. 13
More collaboration from managers
More effective communications
More enforcement with policies
Senior leadership focus on HR issues
Nationwide Public Entity
40%
33%
29%
28%
What two solutions that would be most helpful to your organization in better managing its HR-related challenges and
opportunities?
A ational enchmarking urvey
2016 ARTHUR J. GALLAGHER & CO. 14
Four practical tips (and they’re not rocket science!)
2016 ARTHUR J. GALLAGHER & CO. 15
1. Know your audience
2016 ARTHUR J. GALLAGHER & CO. 16
Generation Y / Millennials (teens to 30s)
What they need
How to reach them
The new normal
On the horizon Beware!
Help with debt, housing, career
Instant feedback
Non-traditional
Digital, including message boards
Frequently
It’s about them
Compulsion
Employers running to catch them
They know before you!
Personalization
Rapid career changes and progression
Auto-enrolment minima not enough
Data
o
$
2016 ARTHUR J. GALLAGHER & CO. 17
Generation X (30s to 50s)
What they need
How to reach them
The new normal
On the horizon Beware!
Retirement Funding Advice
Comprehensive o
Help with competing demands on their time and money
Internet/intranet
Face to face guidance
(webinars work too)
Go home
Need v Affordability
Need for engagement
Work to live
Childcare and
Early retirement or sabbatical
Eldercare
Funding Gap
Financial Wellness
$
$
Digital, including message boards
2016 ARTHUR J. GALLAGHER & CO. 18
The Boomers (50 to 70)
What they need
How to reach them
The new normal
On the horizon Beware!
Retirement Planning
Successfully navigate retirement
landscape
Prioriti e
Workplace
Trusted media
Face to faceincluding webinars
Workplace guidance
Advice v affordability
Total Reward not understood
Replace less
End-of-career transition advice
Succession Planning
Financial Wellness
$
Go home
2016 ARTHUR J. GALLAGHER & CO. 19
Silent Generation (70+)
What they need
How to reach them
The new normal
On the horizon Beware!
Flexible income
Sustainable ow
Long term care
Face to face
Web based
Be clear, concise
comparison sites
Manageable work
Harnessing their experience
Better eldercare products
Digital
Capability
$
$
Change
2016 ARTHUR J. GALLAGHER & CO. 20
TOGETHER WE’LL BUILD THE BEST INTERNATIONAL GENERAL INSURERHow does the UK Reward & Pensions communication strategy support this vision?
Align all communications to the Strategy Wheel, to:
Improve engagement in the Wider Vision/Story. To help streamline our messages – by being consistent. To maintain momentum and show proof points along the way.
RSA Strategy:
Profitablegrowth
Focus &Improve
Oneteam
Thinkcustomer
• Valuing in
dividuals.
• Power o
f the te
am.
• Diffe
rent. But t
he same.
ENGAGING OUR PEOPLE WITH THE VALUE OF WORKING FOR RSA
Award
Measure
Channel
Engagementrating
“The value of one th
rough th
e power of m
any.”
GCC
OUR PEOPLE DEAL
JAN FEB MAR APR MAY JUN JUL AUG SEP OCT NOV DEC
Managing messages LAUNCH FLEX 2013 GET HEALTHIER BALANCE WORK & LIFE FOCUS ON FAMILY ANNUAL ENROLMENT
FEEDBACK MECHANISMS
Employee lifecycle communication and engagement – initial focus on induction
Improve Line Manager comms
Pulse survey GES
Employee welfare campaign
Induction PDF
Web rebrand/restructure
DB newsletter
High earners comms DB newsletter
DB ben stats DB ben statsInTouch
InTouch
Green Cars campaign
Bonus plan ann.
Pension campaignLaunch campaign
Sales incentives/global mobility/HVS comms
Top 100 card
Flex planning 2013
Your Benefits annual enrolment
Salary review and bonuses
TRS testing
Year end results
Lots of business activity
Q1 results
Bright Sparks graduate scheme
Valuations for the 3 core DB plans
DC Stakeholder provider review
Reward portal
New benefit – Green Cars
Changing sales incentives
New benefit – Gym/Sports clubs New benefit – ?
Employee welfare
Employee lifecycle planning, communication and engagement
Global Engagement Survey (Gallup) + results SharesaveGES & Best Companies action planning
Q2 results Q3 results
KEY MESSAGES/CONSIDERATIONS:
Bolder, faster, smarter Consider EVP, but
light touch Consider employee
lifecycle Being closer to customers
KEY PROJECT STAKEHOLDERS:
Sally Bennett Jack ? HRET
KEY MESSAGES/CONSIDERATIONS:
Our challenges (see above) Total benefit Drive engagement
and participation Link messages to themes Utilise technology Push ‘anytime enrolment’ Coordination and
maximisation
KEY PROJECT STAKEHOLDERS:
Lorna Benton Ed Airey SHILLING AON
KEY MESSAGES/CONSIDERATIONS:
DC Enhance retirement
education Part of overall reward
DB Establish new brand
KEY PROJECT STAKEHOLDERS:
Philip Exact Sarah Mismar Prudential Trustees JLT SHILLING AHC
Joined-up Visually exciting Aligned with business activity and other comms Don’t overuse different channels Push intranet – encourage ‘creatures of habit’ mentality Reduce long emails Enhance communication to Line Managers Specifically consider how to communicate with Level 4s
who are least engaged Seek feedback
HR & Reward – Corporate identity Flexible Benefits – Because everybody’s different DC Pension – ? DB Pension – Lock and key identity
AGILITY
• AttractingandretainingHVS
• MeetingTechnologyexpectations
• Flexibilitytomeetemployees’changingneeds
• Drivingtherightbehaviours&outcomes
• Facilitatingglobalmobility
FUTURE PROOFING
• Ensuringasustainablecostmodelforourbusiness
• Retirementeducationtodaytoplanfortomorrow
• Preparingtorewardthosewithdifferentoutlooks
• Supportingcompliantoperatinginaregulatedenvironment
• Maintain‘worldclass’engagementscore
SUSTAINABLE COST BASE TO SUPPORT PROFITABILITY:
Review the L4-L6 2013 bonus plan
Salary negotiations in Q1 for L4-L6 (GCC, UK and Northern Ireland)
REVIEW OF SALARY RANGES AND CAREER PROGRESSION:
Enhance benchmarking across UK
Develop career and salary bands for HVS
REWARD COMMUNICATIONS REVIEW:
Development of our reward portal
Re-launch of Total Reward Statements
Leader passport – key reward knowledge for new leaders
THINK CUSTOMER:
Replacement of ALL sales incentives – move to service approach
Looking at customer metrics for bonus plans
PENSION:
Valuations for the 3 core DB plans
DC Stakeholder provider review
Enhanced education campaign via portal
High earners campaign: Annual allowance
2014…• ‘eeprofiling(Rewardpilotingsegmentation)
• IntranetmovingtoSharepoint
Your Benefits annual enrolment
2. Have a clear strategy
Only 16% of respondents have a comprehensive communication strategy, although 71% have a strategy for some programs (i.e. wellness, safety).
2016 ARTHUR J. GALLAGHER & CO. 21
How?
Gather insight
Create experience
Developstrategy
Execute
Measure and refine
2016 ARTHUR J. GALLAGHER & CO. 22
9
ESSENCE
PERSONALITY VALUES
LOOK & FEEL COMMUNICATIONS
PEOPLE
EMOTIONAL BENEFITS
RATIONAL BENEFITS
CULTURE
Insights
Stakeholder input
Objectives & challenges
Vision and values
Key messages
Analysis
Trends
Behaviors
Opportunities
Vendor comms
Employee research
Understanding
Perception
Needs / wants
Personalization
2016 ARTHUR J. GALLAGHER & CO. 23
Consider anyobstacles
Determine a clear and simple
message
Defineobjectives
Identify desiredemployee actions
What channels can you use?
2016 ARTHUR J. GALLAGHER & CO. 24
Nationwide Public Entity
Email announcements
Live group enrollment meetings
One-on-one meetings
Health and benefit fairs
Online portal/enrollment site
Home mailings
What methods do you use to communicate about benefits enrollment to employees?
A ational enchmarking urvey
2016 ARTHUR J. GALLAGHER & CO. 25
Nationwide Public Entity
Email announcements
Live group enrollment meetings
One-on-one meetings
Health and benefit fairs
Online portal/enrollment site
Home mailings
90%
54%
72%
55%
37%
37%
What methods do you use to communicate about benefits enrollment to employees?
A ational enchmarking urvey
2016 ARTHUR J. GALLAGHER & CO. 26
Dignat optium cuptatu reprem et vellorem aut
voluptat pre si veni dipsam que dessectorro
earcilic tem ullenih illuptiati noneceat.
Dignat optium cuptatu reprem et vellorem aut
voluptat pre si veni dipsam que dessectorro
earcilic tem ullenih illuptiati noneceat.
Get an eye health check with MediPlus
The Johnson Matthey Eye Chart
1/ 10
2/ 10
4/ 10
6/ 10
8/ 10
We hope you find this issue of Pensions Insider useful. The Pensions Department are
here to help and we’re always available to answer any questions, so please get in touch
using the details on the back page.
DIPAK WA DHER
Pensions Manager and
Secretary to the Trustees
Last year the Government announced changes that will mean people in
their late-30s to mid-40s will have to wait an extra year to claim their
State pension, while the under-30s will have to wait until they’re at least
68. The State Pension age is likely to go up and up, so, if you don’t want
your fate to lie in the hands of politicians, you have to make your own
financial plans.
Of course, financial independence doesn’t just happen; you have to play your part!
This edition of Pensions Insider shows you three ways you can take greater control of
your finances during this month’s Benefits Xchange window:
2 the pensions insider
2. Get time on your
side to help your
money grow.
3. Make sure your
family has the
protection it needs,
giving you peace
of mind.
Make sure your
Henry
control of your future!
Take it one percent
at a time…
Having a good pension from the Plan will largely come down to how
much you decide to save and when. The good news is you don’t have
to go it alone!
TO TAL EX TRA PAID IN
You can contribute
as much as you like
to your Personal
Account, but anything
above £40,000 a year
may incur an extra
3
per month
, a
£
000000/PI13s 0001
The sooner you start,
the easier it is…
The sooner you start to pay the extra 1% contribution, the more
time it would have to grow.
Turn to page 6 to �nd out
how you can start paying
extra towards your future.
the pensions insider 4
This year
START PAYING EXTRA 1%
OR IN
Y OU RETIRE IN
Y OU RETIRE IN
IT COULD BE WORTH*
IT COULD BE WORTH*
You need an estimated
£130,000 in pension
savings, on top of the
State Pension, to buy a
retirement income equal
to the minimum wage.
£712.92
22 years £28,480
10 years 12 years £11,690
Takat a ti
Having a good pension from the Plan will largely come down to how
much you decide to save and when. The good news is you don’t have
to go it alone!
You can contribute
as much as you like
to your Personal
Account, but anything
above £40,000 a year
may incur an extra
the pensions insiderISSUE 13 – FEBRUARY 2014
State Pension age on the rise! Don’t leave your fate in the handsof politicians
Take it 1% at a time Find out how a little can goa long way
It’s our mission to helpyou save and prepare
for retirement!
Bene�ts Xchange window to start
of your future!
000000/PI13s 0001
Henry, use this
taking control
Experience
Messaging
Life cycle
Personalized
Calls to action
Look and feel
Visuals
Tone of voice
Emotional connection
Channels
Online
Face-to-face
2016 ARTHUR J. GALLAGHER & CO. 27
Measure and refineInbound benefit calls
Participation
Employee feedback
Engagement scores
2016 ARTHUR J. GALLAGHER & CO. 28
E A S YEmotional Appealing Simple You (focused)
3. Keep your communication:
2016 ARTHUR J. GALLAGHER & CO. 29
Emotional
2016 ARTHUR J. GALLAGHER & CO. 30
2016 ARTHUR J. GALLAGHER & CO. 31
Appealing
2016 ARTHUR J. GALLAGHER & CO. 32
Avoid information overloadAppealing
2016 ARTHUR J. GALLAGHER & CO. 33
2016 ARTHUR J. GALLAGHER & CO. 34
2016 ARTHUR J. GALLAGHER & CO. 35
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Simple
2016 ARTHUR J. GALLAGHER & CO. 37
2016 ARTHUR J. GALLAGHER & CO. 38
ABC offers its employees the ability to contribute money to
flexible spending accounts from their paycheck pre-taxed to reimburse for eligible out-of-pocket expenses.
Is a new hire eligible?
New hires joining the company, after the annual Healthcheck 360 Wellness
Event, will be eligible to receive the New Hire Wellness credit if they complete
the online Health Risk Assessment and speak with a Healthcheck 360 Health Coach within 60 days
of their hire date.
2016 ARTHUR J. GALLAGHER & CO. 39
20/20 vision is considered normal. If you’re struggling to clearly identify the symbols on line 8 while stood 20 feet away, it might be time for an eye test – it’s advisable to
have one every two years. Tests cost around £25 and you can claim the cost back through MediPlus. (T&Cs apply).
Find out more and submit your online claim at elements.matthey.com
Get an eye health check
20/ 200
20/ 100
20/ 70
20/ 50
20/ 40
20/ 30
20/ 25
20/ 20
1
2
3
4
5
6
7
8
The Johnson Matthey Eye Chart
If you’re struggling to focus on this poster, or getting tired eyes and headaches, it might be time for an eye test – it’s advisable to have one every two years. Tests cost around £25 and you can claim the cost back through MediPlus.
(T&Cs apply).
Find out more and submit your online claim at elements.matthey.com
GET AN EYE HEALTH CHECK
2016 ARTHUR J. GALLAGHER & CO. 40
You (focused)
2016 ARTHUR J. GALLAGHER & CO. 41
Sam,THIS IS YOUR 2014 TOTAL REWARD STATEMENT AS OF 1 APRIL 2015
Lorraine Denny
Name, SurnameBusinessAreaDivision
AS OF 1
IMPORTANT CONTACT DETAILSPERSONAL DETAILS
Please ensure that you inform the
Human Resources Department of
any changes to your personal details
including marital status, dependants
and contact details.
IMPORTANT INFORMATION
All of the benefits provided by the
Company are subject at all times to
the Plan or Scheme rules and may,
from time to time, be reviewed.
The Company reserves the right to
change, amend or withdraw any
benefit or any element of any benefit
at any time.
PROTECTING YOUR DATA
In order to run benefit schemes
efficiently, the providers, the Trustees,
the Company and its advisers hold
certain personal information about
scheme members, including your
name, address, date of birth and
other information needed to provide
the benefit to you. This information
is only available to the Trustees,
providers and the Company’s
advisers for the purposes of running
your benefit schemes accurately
and efficiently, and at all times is
handled in accordance with the Data
Protection Act.
BUPA HELPLINE (PRIVATE MEDICAL INSURANCE)
0845 609 0444
NDP HELPLINE (DENTAL INSURANCE)
0207 480 7201
LEGAL & GENERAL PENSION HELPLINE
0845 070 8686
EMPLOYEE ASSISTANCE PROGRAMME
0800 048 2702
FINANCIALREWARDING YOUR BEHAVIOURS,
PERFORMANCE AND EFFORT
PROTECTIONENSURING YOU AND YOUR FAMILY
REMAIN FINANCIALLY SECURE
LIFESTYLEHELPING MAKE YOUR LIFE AS
STRESS-FREE AS POSSIBLE
HEALTHLOOKING AFTER YOUR HEALTH
AND WELLBEING
SALARY $40,000
GROUP BONUS $2,800
UNDERWRITING BONUS $440
GUARANTEED BONUS $200
ACHIEVEMENT AWARD $180
HOUSING ALLOWANCE $70
TAX GROSS UP $200
TRAVEL ALLOWANCE $90
LIFE ASSURANCE $50
PENSION $200
PENSION ALLOWANCE $500
BONUS WAIVER $320
COMPANY 401K $30
INCOME PROTECTION $240
STD/LTD COVER $80
MEDICAL INSURANCE $200
DENTAL INSURANCE $130
VISION INSURANCE $60
HEALTHCARE COVER $100
HOLIDAY ENTITLEMENT
CHILDCARE VOUCHERS
CYCLE TO WORK
SEASON TICKET LOAN
PAYROLL GIVING
EMPLOYEE MATCHING SCHEME
EYE TESTS
GYM MEMBERSHIP
EMPLOYEE ASSISTANCE
VOLUNTEER DAYS
FLEXIBLE SPENDING ACCOUNT
$43,980$1,420
$490
All of the figures shown within your statement are based upon working arrangements at the time of going to print and all figures quoted are annualised.
Company Pension Plan/401K/Pension Allowance contributions are based on your salary as at 1 April 2015 and projected for the next 12 months.
FINANCIAL
SALARY
Your basic pay (before any tax and
deductions).
GROUP BONUS
Your annual bonus awarded in 2015.
UNDERWRITING BONUS
Your 2014 Underwriting Bonus paid
in 2015.
ACHIEVEMENT AWARD
A financial award given to teams in
recognition of outperformance and
demonstration of “second effort”.
PROTECTION
LIFE ASSURANCE
Annual cost to provide benefits
to your family if you die whilst
still working.
PENSION CONTRIBUTIONS
Cost paid into your Pension Fund by
the Company.
BONUS WAIVER
Percentage of your 2014 bonus
waived in favour of a GPPP
contribution uplifted by 6.5%
INCOME PROTECTION
Provides a replacement income
should you be absent from work
through illness.
STD/LTD COVER
Provides income when absent from
work due to a qualifying illness or
accident.
HEALTHMEDICAL INSURANCE
Private medical insurance available
for you and your family.
DENTAL INSURANCE
Dental cover available for you and
your family.
HEALTHCARE COVER
Comprehensive medical, dental
and vision coverage for you and
your family.
LIFESTYLE
HOLIDAY ENTITLEMENT
Starts at 27 days p.a increasing to a
maximum of 30 days with an option
to buy additional days up to the
maximum entitlement.
CHILDCARE VOUCHERS
Is a tax efficient way to pay for
registered childcare.
CYCLE TO WORK
An accredited scheme for the
purchase of bikes and safety
equipment.
SEASON TICKET LOAN
All permanent employees are eligible
to receive an interest free season
ticket loan.
PAYROLL GIVING
You can donate to your chosen charity
via payroll and the Company will
match the amount.
EMPLOYEE MATCHING SCHEME
The Company will match the money
you raise for a registered charity up to
a maximum of $10,000.
ANNUAL EYE TEST
All employees are entitled to an
annual VDU eye test paid for by the
Company.
GYM MEMBERSHIP
The Company subsidises membership
of Bannatyne’s Gym and Fitness First.
EMPLOYEE ASSISTANCE
PROGRAMME
A confidential program to help you
with personal and work issues.
VOLUNTEER DAYS
Take up to 2 additional paid leave
days per calendar year with our
community partners or a registered
charity.
FLEXIBLE SPENDING ACCOUNT
You can contribute a portion of your
earnings into a pre-tax account
to use for uninsured Health Care
or Dependent Care expenses or
Commuting costs.
Sam,YOUR TOTAL REWARD FOR LAST YEAR* WAS:
THAT’S 100% OF YOUR BASIC SALARY
* AS AT 1 APRIL 2015
$123,4562014 = $100,000
2013 = $99,456
SALARY
PROTECTION
FINFINFINAAANCINCINCIALALALREWARDING YOUR BEHAVIOURS,
REWARDING YOUR BEHAVIOURS,
REWARDING YOUR BEHAVIOURS,
PERFORMANCE AND EFFORT
PERFORMANCE AND EFFORT
PERFORMANCE AND EFFORT
PRPRPRPROTEOTEOTEOTECCCCTIOTIOTIOTIONNNNENSURING YOU AND YOUR FAMILY
ENSURING YOU AND YOUR FAMILY
ENSURING YOU AND YOUR FAMILY
REMAIN FINANCIALLY SECURE
REMAIN FINANCIALLY SECURE
REMAIN FINANCIALLY SECURE
LIFESTLIFESTLIFESTYLEYLEYLEHELPING MAKE YOUR LIFE AS
HELPING MAKE YOUR LIFE AS
HELPING MAKE YOUR LIFE AS
STRESS-FREE AS POSSIBLE
STRESS-FREE AS POSSIBLE
STRESS-FREE AS POSSIBLE
HEAHEAHEALTHLTHLTHLOOKING AFTER YOUR HEALTH
LOOKING AFTER YOUR HEALTH
LOOKING AFTER YOUR HEALTH
AND WELLBEINGAND WELLBEINGAND WELLBEING
SSSSALAALAALAALARY RY RY RY $40,000$40,000$40,000
$$$$$$$$$
LLLIFE ASSIFE ASSIFE ASSURAURAURANCE NCE NCE $50$50$50
$200$200$200$200$200$200$200$200$200
MEMEMEDIDIDICALCALCAL INSURINSURINSURANCANCANCE E E $200$200$200$130$130$130$130$130$130$130$130$130
HOLIHOLIHOLIDAY DAY DAY ENTITENTITENTITLEMENTLEMENTLEMENT
FINANCIALFINANCIALFINANCIAL
SALARYSALARYSALARY
Your basic pay (before any tax and
Your basic pay (before any tax and
Your basic pay (before any tax and
deductions).deductions).deductions).
GROUP BONUSGROUP BONUSGROUP BONUS
Your annual bonus awarded in 2015.
Your annual bonus awarded in 2015.
Your annual bonus awarded in 2015.
BONUS WAIVER BONUS WAIVER BONUS WAIVER
Percentage of your 2014 bonus
Percentage of your 2014 bonus
Percentage of your 2014 bonus
waived in favour of a GPPP
waived in favour of a GPPP
waived in favour of a GPPP
contribution uplifted by 6.5%
contribution uplifted by 6.5%
contribution uplifted by 6.5%
INCOME PROTECTIONINCOME PROTECTIONINCOME PROTECTION
Provides a replacement income
Provides a replacement income
Provides a replacement income
LIFESTYLELIFESTYLELIFESTYLE
HOLIDAY ENTITLEMENTHOLIDAY ENTITLEMENTHOLIDAY ENTITLEMENTHOLIDAY ENTITLEMENT
Starts at 27 days p.a increasing to a
Starts at 27 days p.a increasing to a
Starts at 27 days p.a increasing to a
Starts at 27 days p.a increasing to a
maximum of 30 days with an option
maximum of 30 days with an option
maximum of 30 days with an option
maximum of 30 days with an option
to buy additional days up to the
to buy additional days up to the
to buy additional days up to the
to buy additional days up to the
maximum entitlement.maximum entitlement.maximum entitlement.maximum entitlement.
EMPLOYEE MATCHING SCHEME
EMPLOYEE MATCHING SCHEME
EMPLOYEE MATCHING SCHEME
EMPLOYEE MATCHING SCHEME
The Company will match the money
The Company will match the money
The Company will match the money
The Company will match the money
you raise for a registered charity up to
you raise for a registered charity up to
you raise for a registered charity up to
you raise for a registered charity up to
a maximum of $10,000.a maximum of $10,000.a maximum of $10,000.a maximum of $10,000.
ANNUAL EYE TEST ANNUAL EYE TEST ANNUAL EYE TEST ANNUAL EYE TEST
All employees are entitled to an
All employees are entitled to an
All employees are entitled to an
All employees are entitled to an All of the figuAll of the figuAll of the figures shown within your statement ar
res shown within your statement ar
res shown within your statement are based upon working arrangements at the time of going to print
e based upon working arrangements at the time of going to print
e based upon working arrangements at the time of going to print and all figu and all figu and all figures quoted are annualised.
res quoted are annualised.
res quoted are annualised.
Company Pension Plan/401K/Pension Allowance contributions are based on your salary as at 1 April 2015 and projected for the next 12 months.
Company Pension Plan/401K/Pension Allowance contributions are based on your salary as at 1 April 2015 and projected for the next 12 months.
Company Pension Plan/401K/Pension Allowance contributions are based on your salary as at 1 April 2015 and projected for the next 12 months.
including marital status, dependants
and contact details.
ers, includinIMPORTANT IMPORTANT IMPORTANT CONTACT DETAILS
CONTACT DETAILSCONTACT DETAILS
PEPEPERSONAL DRSONAL DRSONAL DETAETAETAILILILSSS
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BUBUBUPPPA HEA HEA HEPA HEPPPA HEPA HEPA HEPPPA HEP LLLPLIPLIPLINENENE ( ( (PRIVATEPRIVATEPRIVATE M M MEDIEDIEDICACACALLL INSURAN INSURAN INSURANCECECE) ) )
0845 60845 60845 6090909 044404440444
NDP HENDP HENDP HELLLPLIPLIPLINENENE (D (D (DENTENTENTALALALENTALENTENTENTALENTALENTALENTENTENTALENT IIINSURANCENSURANCENSURANCE) ) )
0207 40207 40207 4808080 720172017201
LEGALLEGALLEGAL &&& G G GENEENEENERAL PENSRAL PENSRAL PENSIIION HEON HEON HELLLPLIPLIPLINENENE
PENSION CONTRIBUTIONS
PENSION CONTRIBUTIONS
PENSION CONTRIBUTIONS
Cost paid into your Pension Fund by
Cost paid into your Pension Fund by
Cost paid into your Pension Fund by
the Company.the Company.the Company.
HEALTHCARE COVER HEALTHCARE COVER HEALTHCARE COVER
Comprehensive medical, dental
Comprehensive medical, dental
Comprehensive medical, dental
and vision coverage for you and
and vision coverage for you and
and vision coverage for you and
your family.your family.your family.
match the amount.match the amount.match the amount.match the amount.
FLEXIBLE SPENDING ACCOUNT
FLEXIBLE SPENDING ACCOUNT
FLEXIBLE SPENDING ACCOUNT
FLEXIBLE SPENDING ACCOUNT
You can contribute a portion of your
You can contribute a portion of your
You can contribute a portion of your
You can contribute a portion of your
earnings into a pre-tax account
earnings into a pre-tax account
earnings into a pre-tax account
earnings into a pre-tax account
to use for uninsured Health Care
to use for uninsured Health Care
to use for uninsured Health Care
to use for uninsured Health Care
or Dependent Care expenses or
or Dependent Care expenses or
or Dependent Care expenses or
or Dependent Care expenses or
Commuting costs.Commuting costs.Commuting costs.Commuting costs.
* AS AT* AS AT* AS A 1 APRIL 2015
2014 = $100,000
2013 = $99,456
Your checklist – It only takes a few minutes to take action!S t a r t h e r e
This communication is issued by your Reward Team at British Airways to highlight changes you can make to your pension savings in September. This document is a summary and full terms and conditions are available on the intranet at Reward@BA . Retirement options are governed by Pension Scheme Trust Deed and Rules. For detailed information regarding your BARP pension
Reward@BA .
It’s important to make the right decision and you are strongly advised to seek independent
pension savings. You can fi nd an Independent Financial Adviser on www.unbiased.co.uk . See
Reward@BA for more
information
Navjeevan S
ample
Sam
ple House
5 Sam
ple Street S
ampleton
Sam
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AM
PL3
SmartAVCs – have you thought about it? Do you know your limits? Have you reviewed your investment choices? Are you saving enough? Could you contribute just 1% more?
B0000005
SeeReward@BA
for more information
Your checklist – It only takes a few minutes to take action!
S t a r t h e r e
This communication is issued by your Reward Team at British Airways to highlight changes you can make to your pension savings in September. This document is a summary and full terms and conditions are available on the intranet at Reward@BA . Retirement options are governed by Pension Scheme Trust Deed and Rules. For detailed information regarding your NAPS pension benefits you should visit www.mybapension.com .
It’s important to make the right decision and you are strongly advised to seek independent fi nancialadvice before making changes to your pension savings. You can fi nd an Independent FinancialAdviser on www.unbiased.co.uk .
SmartAVCs – have you thought about it? Do you know your limits? Have you checked up on how your pension is building up?
2016 ARTHUR J. GALLAGHER & CO. 42
4. Know what success will look like
2016 ARTHUR J. GALLAGHER & CO. 43
Reduce costs
Drive online traffic
Improve appreciation
Increase participation
Reduce pressure on HR/benefits
team
Encourage consumerism
2016 ARTHUR J. GALLAGHER & CO. 44
2016 ARTHUR J. GALLAGHER & CO. 45
Thank YouBeth CzekalskiNorth Central RegionEmployee Communications Manager Gallagher Benefit Services, Inc.614.336.1163 [email protected]