Government Issues and Politics
Insurance and Employee Benefits
Business and Economic Information
Human Resources and Safety
Education Policy and Practice
Training and Consulting Services
Human Resources and Safety
HR Issues and Laws Safety and Health Tools and Forms Comp and Benefits Publications and Posters Training and Programs

  • New! Article of interest: "The Importance of Managing Up," by Wil Brewer, President, Performance-Solutions-Group, Inc.
    Click here to learn how to create a supervisor/subordinate relationship that effectively supports the goals of your organization.

Comp & Benefits

Reports from CBIA

 

Personnel Policies

Compensation

Benefits

Pay Increases in 2010

Nonprofit

CBIA's Personnel Policies Report (12th Edition)

Is employee use of cell phones causing a problem at your workplace? Are you unsure about what kind of policy would be a fair and reasonable solution or how other companies might address the problem? The personnel policies that your company establishes and enforces set the tone for the entire organization—and set the standards and rules on management and employee interaction in the workplace.

In order to keep morale high and turnover low, you need to establish clear policies in line with those of other companies in the state. Our comprehensive electronic report surveys the current personnel policies of more than 200 small, midsize, and large Connecticut firms, with data covering policies on

  • Communication devices
  • Recognition programs
  • Supplemental compensation
  • Part-time employees
  • Absenteeism
  • Turnover
  • Safety
  • Work schedules
  • Severance pay
  • Overtime
  • Many other personnel issues

CBIA’s Personnel Policies Report (12th Edition) has the information to guide you in developing policies that work for you, your employees, and your company. Order it today by faxing or mailing the form below or by ordering securely online at cbia.com.

CBIA’s Compensation Report (28th Edition)

Competitive compensation rates are critical to attracting and retaining top performers. Find out if your company’s wages and salaries are in line with those of similar businesses right here in Connecticut.

This report contains real wages and salaries paid by small, midsize, and large Connecticut employers representing various industries.


More than 120 positions are included in the areas of manufacturing, engineering, accounting, data processing, clerical/administration, purchasing, and sales/marketing. Data are reported on a statewide basis and more narrowly by geographic region when possible.

• CBIA member price, $120
• Nonmember price, $350


Order your electronic copy of CBIA’s Compensation Report (28th Edition) today. Fax or mail the form below, order securely online at cbia.com, or contact Lise Cliche at 860-244-1977 or lise.cliche@cbia.com.

 

CBIA’s 2009 Executive Compensation Report

Short- and Long-Term Incentives, Deferred Compensation, Retirement Plans, Life Insurance Packages, Health Insurance, Disability Insurance…

These are just a few of the issues Connecticut HR professionals may have to address to create a total compensation package for their companies' executives. Unfortunately, obtaining this type of information for small or medium-sized companies in Connecticut can be a daunting task. That’s where CBIA can help.

CBIA’s 2009 Executive Compensation Report provides compensation and benefits information for top executives in companies with fewer than 500 employees, and it’s the only resource of its kind in Connecticut that gives you state-specific data on the base and short-term incentive packages of CEOs, CFOs, COOs, and other top executives in small companies. The report covers manufacturing, marketing, sales, engineering, human resources, and information services positions. It also provides information on executive benefit practices and the construction of short-term bonus packages.

Read an excerpt now -- Executive Compensation 2009: Protecting the Present…Preparing for the Future (A Primer for the Private Company), by Marc Kroll, managing principal, Comp360

 

• CBIA members, $90
• Nonmembers, $150

 

Order your copy of CBIA’s 2009 Executive Compensation Report today.Visit our web site or call Lise Cliche at 860-244-1977. Questions? Contact Phillip Montgomery at 860-244-1982 or phillip.montgomery@cbia.com.

 

CBIA’s 2008 Benefits Report
A Study of Employee Benefits in Connecticut

Competitive benefits are key to attracting and retaining top performers. Find out if the benefits offered by your company are in line with those of similar businesses right here in Connecticut.

For employers in Connecticut faced with declining profits, the loss of new business, and tight credit markets, managing the rapidly increasing cost of employer health plans will be a tremendous challenge in the weeks and months ahead. This report provides insight into how Connecticut companies are addressing this challenge as they seek to attract and retain top performers.

CBIA’s 2008 Benefits Report contains data on benefits offered by small and midsize Connecticut companies and is the most comprehensive of its kind.

The report features

  • Answers to questions about holidays, vacations, managed care, insurance, and pension and retirement plans.
  • Insight into how companies are coping with the changing face of health care to meet employees' needs and protect the bottom line.

Find out

  • What Connecticut employers contribute to the cost of health insurance premiums.
  • How much companies spend on health care costs per employee.
  • The cost of company benefits as a percentage of payroll.
  • How employers are dealing with rising health insurance premiums.

CBIA members, $95
Nonmembers, $150

Order your copy of CBIA’s 2008 Benefits Report today. Visit our web site or call Lise Cliche at 860-244-1977. Questions? Contact Phillip Montgomery at 860-244-1982 or phillip.montgomery@cbia.com.

 

Are your organization’s compensation and benefits competitive? Find out with two essential reports from CBIA.

Competitive compensation and benefits are key to attracting and retaining top performers. Find out if the compensation and benefits packages offered by your nonprofit are in line with those of similar organizations right here in Connecticut.

These reports contain compensation and benefits data offered by small, midsize, and large Connecticut nonprofits and are the most comprehensive of their kind.

2008 Connecticut Nonprofit Employee Benefits Study
Produced by CBIA and Connecticut Association of Nonprofits
Sponsored by Kostin, Ruffkess & Company, LLC

 

This report features answers to questions about holidays, vacations, managed care, insurance, and pension and retirement plans.

This report includes

  • How much employers pay toward their organizations’ health insurance premiums
  • How much organizations spend on health care costs per employee
  • The cost of benefits as a percentage of payroll
  • How employers are dealing with rising health insurance premiums

 

2009 Connecticut Nonprofit Compensation Study

Produced by CBIA and Connecticut Association of Nonprofits


Get information every nonprofit needs to properly compensate employees and administer their benefits plans.

 

This report includes

  • The latest compensation data broken down by company revenue, location, and number of employees
  • Bonus and total compensation information
  • Pay levels for 135 positions
  • Salary ranges for key positions

 

Order your copies of the 2008 Connecticut Nonprofit Employee Benefits Study and the 2009 Connecticut Nonprofit Compensation Study today. Visit our web site or call Lise Cliche at 860-244-1977. Questions? Contact Phillip Montgomery at 860-244-1982 or phillip.montgomery@cbia.com.

 

2008 Connecticut Nonprofit Employee Benefits Study

CBIA members, $75

Nonmembers, $125

 

2009 Connecticut Nonprofit Compensation Study

CBIA members, $100

Nonmembers, $150

 

Effect of pension reform unclear

The effect of last year’s pension reform law on large companies’ sponsorship of defined benefit plans remains unclear, say the experts at Watson Wyatt and a new analysis of FORTUNE 100 companies.

     Fifty-eight companies in the FORTUNE 100 sponsor defined benefit plans, down from 90 in 1985. But the pace of change slowed somewhat last year, and the number of companies offering so-called hybrid pensions held almost constant, after declines earlier in the decade. Hybrid plans offer the security of traditional pensions, along with 401(k)-style features, such as account balances, that appeal to workers. The new rules under the Pension Protection Act of 2006 affirmed the legality of these plans.

     Of the 58 defined benefit plans among the FORTUNE 100, 31 were traditional defined benefit plans and 27 were hybrids, which include cash balance plans.

     This year could be a turning point, says Watson Wyatt. Companies are trying to understand the new landscape. But in the long run, the new rules will provide a more supportive environment that may encourage companies to keep their traditional plans or adopt hybrid plans.

IRS guidance on rollovers to HSAs

The Internal Revenue Service has issued guidance regarding how employers can roll over funds from their health Flexible Spending Arrangements (health FSAs) and Health Reimbursement Arrangements (HRAs) to Health Savings Accounts (HSAs) for their employees. 

     The Tax Relief and Health Care Act of 2006, Pub. L. No. 109-432, enacted Dec. 20, 2006, allows employers to amend their health FSAs or HRAs, with balances on Sept. 21, 2006, for a one-time rollover to an HSA by 2012. The guidance clarifies the requirements for making these rollovers, which must be made directly to the custodian or trustee of the HSA. 

     Under the guidance, a health FSA or HRA must be amended and a rollover selected by an employee before year-end. The balance amount must be transferred to the HSA by March 15 of the following year. 

The IRS says it expects to issue additional guidance on this topic in the future.

 

 

 

 

 

 

 

 

CBIA Telecommute CT Archives

 

CBIA Programs, Seminars and Conferences