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Business and Information Technology Education
Benefits and Compensation Management
This course provides students with an understanding of how compensation of employees is identified, measured, and managed in today's organizations. Students also learn important aspects of selecting and administering employee benefits that are a significant portion of the compensation of today's workforce.
Jaclyn Arnold
(405) 743-5419
Employee and Labor Relations
Family and Medical Leave Act
-Describe the significance of a “fitness for duty certificate”.
-Identify the requirements and provisions of the Family and Medical Leave Act (FMLA).
-Identify the employee’s responsibilities under the FMLA.
-Identify the employer’s responsibilities under the FMLA.

Benefits Administration
-Understand the implications of productivity awards for employees.
-Identify the phases used to communicate employee benefits.
-What criteria must be met for benefits to be offered to be tax free to the employee.
-Identify the methods used to communicate employee benefits.
-Identify what must be included in a Summary Plan Description (SPD) document.
-Identify the characteristics of group benefit plans.
-Identify the requirements of the Summary Annual Reports (SARs).

-Identify the requirements and provisions of Consolidated Omnibus Budget Reconciliation Act (COBRA).
-Identify the types of Employer sponsored plans to which COBRA applies.
-Identify COBRA qualifying/terminating events.
-Describe notification requirements when a qualifying event occurs.
-Identify the rights of a qualified beneficiary under COBRA.
-Identify the maximum coverage period for qualified beneficiaries.
-Identify the time period requirements for a qualified beneficiary to remit premium payments.
-Define “gross misconduct”.
-Identify the qualifications necessary to become a qualified beneficiary.
-Identify the requirements and provisions of the Technical and Miscellaneous Revenue Act (TAMRA) as it relates to COBRA.
-Identify the requirements to receive an extension to COBRA benefits.
-Identify COBRA election requirements.
-Identify the head-count requirements for full-time and part-time employees under COBRA.

Flexible Benefits
-Identify the requirements and provisions of Section 125 of the IRS Code.
-Identify the requirements and provisions of Flexible Spending Accounts (FSA).
-Define the term “core plan” as it relates to flexible benefits.
-Identify deferred compensation benefit options.

-Identify qualifying change in status events.
-Define “stop-loss coverage” as it relates to self-funded employee benefit plans.
-Identify the advantages and disadvantages to an employer providing an Executive Bonus Life
Insurance Plan.
-Identify the advantages and disadvantages of employer sponsored group disability plan.
-Identify the characteristics of group life insurance.
-Identify the characteristics of a Preferred Provider Organization (PPO) Plan.
-Define conversion privileges as they relate to group life insurance.
-Compare and contrast Long Term Care (LTC) policies from Long Term Disability (LTD) policies.
-Describe the advantages and disadvantages of Medical Savings Account (MSA).
-Identify the requirements of a Point of Service (POS) health care plan.
-Describe the advantages and disadvantages to an employer of using a premium-delay arrangement of alternative funding.

-Identify the requirements and provisions of the Health Insurance Portability and accountability Act (HIPAA).
-Identify pre-existing condition requirements under HIPAA.
-Identify the criteria that individuals must meet to qualify for guaranteed availability of health insurance under HIPAA.
-Identify the special enrollment period requirements under HIPAA.
-Describe when Certificates of Creditable Coverage are sent.
-Differentiate between timely and late enrollment into a group health plan.
-Identify the maximum length of a waiting period for a group health plan.
-Define “material reductions” as they relate to group insurance policies.
-Identify an insurance carrier obligation to provide a written certificate of creditable coverage to employees and their dependants.
-Identify the requirements for an individual to be guaranteed coverage under an individual health plan.

Americans With Disabilities Act
-Identify the requirements and provisions of the Americans with Disabilities Act (ADA).
-Identify which employers are exempt from complying with Title I of the ADA.
-Identify the requirements of Title I of the ADA.
-Define “reasonable accommodations” as it relates to the ADA.
-Define “disabled person” as it relates to the ADA.

Pension Plans
-Compare and contrast a defined benefit plan and a defined contribution plan.
-Identify IRS requirements for early distribution of benefits from a retirement plan.
-Identify the characteristics of 401(k) retirement plans.
-Identify the characteristics of cliff vesting as it relates to pension plans.
-Identify the characteristics of an “offset” integrated pension plan and be able to calculate a retiree’s monthly benefits.
-Identify types of pension plans.

Social Insurance Programs
-Identify the requirements and provisions of worker’s compensation.
-Identify the requirements and provisions of Old-age, Survivors, Disability and Health Insurance (OASDI).
-Define “disability’ as it relates to the OASDI.
-Identify signs of worker’s compensation fraud.
-Identify qualifying dependants under the OASDI.
-Identify the requirements and provisions of Social Security.
-Identify the requirement and provisions of Unemployment Insurance.

-Identify the requirements and provisions of Employee Retirement Income Security Act (ERISA).
-Describe protection benefits that ERISA provides for pension and welfare plans.
-Identify when a retirement plan administrator is required to furnish a prescribed statement of a participants/beneficiaries vested and unvested current plan benefits.
-Define fiduciary requirements as it relates to ERISA.
-Identify ERISA reporting and disclosure requirements.
-Identify an employer’s requirements under ERISA.

Job Analysis and Design
-Compare and contrast job analysis techniques.
-Identify the steps in developing a wage and salary structure.
-Identify job descriptions as they relate to the Americans with Disabilities Act (ADA).
-Determine grade progression given a wage and salary structure table.
-Define job evaluation.
-Define job specifications.
-Define job analysis.
-Define “midpoint progression” as it relates to job analysis.
-Define “range spread” as it relates to job analysis.
-Identify what most wage and salary structures are based upon.
-Describe the components of a job description.
-Identify what information should be included when performing a job analysis.
-Identify the steps in conducting job evaluation in an organization.
-Describe when a salary grade structure would be adjusted.
-Identify the primary purpose of a job description.
-Identify the participants in the job evaluation process.

Salary Administration
-Determine average employee pay based on salary and grade information as presented in a chart
-Identify the primary compensation categories that are required to be integrated into a business plan.
-Compare and contrast the relationship between compensation expense and compensation value.
-Calculate annual payroll expense given mandatory cost of living adjustment rate.
-Calculate an individual salary adjustment for employees based on a given percentage increase and ratio to market.
-Calculate the salary range given the midpoint and percentage spread.
-Calculate employee’s salary given the compensation ratio and salary increase percentage rate.
-Interpret compensation components based on market information displayed in a chart.
-Identify factors to consider when planning compensation packages.
-Identify the primary compensation categories that are required to be integrated into a business plan.
-Identify the items to define when determining a pay strategy.

Wage Level Decisions
-Describe types of organizational compensation strategies.
-Determine the relationship of the salary values in each grade of a salary structure table.
-Define “minimum”, “midpoint”, and “maximum” as they relate to a salary range.
-Explain the importance of using multiple salary surveys to determine the competitive nature of a wage structure.
-Identify the function of wage and salary surveys as they relate in job pricing.
-Define job pricing.
-Explain what it means for a company to pay “average” salaries as its pay philosophy.
-Describe the process used to prices jobs that cannot be benchmarked with salary survey data.
-Define “weighted average” as it relates to wages.
-Describe the importance of a salary range midpoint being equal to the market average.
-Identify when survey data should be dropped from the core analysis when making wage level decisions.
-Explain the purpose of a salary structure.
-Identify methods used to set salary ranges.

Executive Compensation
-Calculate the net value of nonqualified stock options at the time they are exercised.
-Calculate the pre-tax value of a stock option given the grant and exercise prices.
-Given a scenario determine the requirements of a long term incentive plan (LTIP).
-Explain the requirements for deferred compensation under ERISA.
-Describe types of incentive plans.

Emerging Compensation Issues
-Explain when it would be appropriate to offer employees special premium compensation that moves independently with the market.
-Explain the base criteria that should be used for establishing a competency as a requirement for a job.
-Explain how job competencies cam be used to insure competitive pay.
-Explain how competencies and job specifications relate to employee pay.
-Explain what makes competency-based compensation an attractive management tool.

Variable Compensation
-Calculate the value of performance rewards given information in a variable compensation pay structure.
-Differentiate between quantitative and qualitative pay plans.
-Determine the type of variable pay plan offered given a specific scenario.
-Explain how a long-term compensation program is integrated with a business plan.
-Calculate the cost of cash compensation as a percentage of revenues given variable pay data for a company.
-Compare and contrast short term and long term compensation programs.
-Describe how to measure the effectiveness of a variable compensation plan.

Legal Compliance
-Describe when the Equal Employment Opportunity Commission (EEOC) is authorized to investigate employers.
-Describe the function of the Office of Federal Contract Compliance Programs (OFCCP).
-Identify who is protected by the ADA.
-Define “exempt” as it relates to the Fair Labor Standards Act (FLSA).
-Describe the function of the Department of Labor.

Expatriate Compensation
-Explain the components of the Expatriate Compensation Plan.
-Identify reasons that a company would provide an Expatriate Compensation Plan.

Sales Compensation
-Calculate total sales volume given sales information for a specified company.
-Describe indicators of a successful sales compensation/incentive plan.
-Calculate individual sales representatives profit given a specified profit margin and sales figures.
-Calculate average commission paid per sales representative given gross revenues and commission rate.
-Describe how to measure a sales compensation plan’s effectiveness.

Performance Appraisal
-Describe how performance appraisals are used in compensation administration.
-Define “external performance comparatives” as they relate to performance appraisals.
-Explain the characteristics of a 360-Degree Appraisal.
-Define statistical factor validity.
-Define discrimination testing compliance.

Setting the Stage
-Explain how a compensation philosophy is developed.
-Explain how compensation program objectives are met.
-Identify challenges of compensation programs.

Communicating Compensation Programs
-Explain how an effective employee communication program operates.
-Identify methods used to implement an effective employee communication program.

Survey: Human Resources Information Systems (HRIS)

Business Management and Administration Career Cluster:

Required Brainbench Certifications (or equivalent industry certifications):
-Compensation Management (US)
-Benefits Management (US)
-HRIS Concepts

Recommended Additional Brainbench Competency Testing:
-Human Resources Concepts
-Interpersonal Communications
-Business Concepts
-Office Management
-Managing People
-MS Access (any level)
-MS Outlook (any level)
-MS PowerPoint (any level)
-Computer Fundamentals
-Listening Skills
-Data Entry/10-key
-Filing (US)

Compensation Management in a Knowledge-Based World, Richard Henderson,
Employee Benefits, Joseph Martocchio,
Healthcare Human Resource Management, Cengage Learning.
Management, Cengage Learning.
Managing Human Resources, Cengage Learning.

Business Management and Administration Career Cluster: Resources by Subject:

Interactive Tools:
MindTap, Cengage Learning.

Compensation Management - Meaning and Important Concepts,
ERI Distance Learning Center: Online Compensation & Benefits Education,
-Internet Based Benefit and Compensation Administration.
Free Management Library,
HR Management Guide,
Occupational Outlook Handbook:

Career Majors That Sequence This Course
Career Cluster Pathway Career Major
Business Management & Administration Human Resources Management Human Resources Assistant