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| Q |
Will the implementation of a bona fide benefit program cause my employees to quit?
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| A |
Transitioning employees from cash to a benefit program is not easy. However, here is where our expertise comes into play by helping you with this transition in a successful and non threatening manner to your employees. |
| Q |
Can we provide fringe benefits to our high turn over employee rate?
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| A |
Yes. We offer plans that administratively are designed to provide benefits to your short term employees. We believe that by having a benefit plan in place you attract and entice employees to stay. |
| Q |
Can I require my employees to participate in a government contract's fringe benefit plan?
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| A |
Yes, you can make a “bona fide” benefit plan mandatory. The H&W hourly rate is considered an employer contribution so you have the prerogative to determine how the fringe benefits dollars are spent. |
| Q |
How can I determine if my current benefits program is in compliance?
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| A |
Contractor Benefits Solutions will audit your program. We will let you know if you need changes, adjustments or improvements to your plan. We do not charge the contractor to provide benefits. |
| Q |
Can I provide fringe benefits to employees that move back and forth between a government contract and a private project?
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| A |
Yes. The hourly programs we offer will take care of this situation. Also, you can minimize the impact the difference in pay this usually has in your employee's paycheck by discharging your fringe benefit obligation. |
| Q |
Can I allow my hourly employees to make a decision on the implementation of a fringe benefit program for them?
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| A |
Yes, you can. However, we believe this is a financial decision for the company to make. |
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