For the most part, benefits fall into categories designed to foster:
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Employee wellness and protection against catastrophic expenses (through various medical insurances)
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Income protection in the event of death or disability (through benefits such as life insurance and disability insurance)
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Financial security for the future (through a mandatory retirement plan and optional savings plans)
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Employee morale (by offering the convenience of payroll deduction for benefits such as auto insurance)
As a manager or supervisor, you are not expected to know all the details pertaining to benefits plans. However, you should:
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Understand the scope of benefit programs
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Be aware of eligibility issues when structuring new appointments or changing existing appointments
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Encourage employees to use telephone and web-based systems for getting information and taking benefits actions
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Know which events in the employee's life cycle trigger changes in eligibility
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Be sure that employees know about all benefits options available to them and that they are enrolled by applicable deadlines
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Assure that when eligibility or coverage ends, the employee has access to information on possible options
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Advise employees to contact the Benefits Unit to apply for benefits (such as disability and retirement) as soon as you become aware of special situations
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Encourage employees to consider their options when new benefits are introduced, or during special periods of eligibility such as the annual Open Enrollment Period
