{"id":5141,"date":"2022-03-23T18:55:43","date_gmt":"2022-03-23T18:55:43","guid":{"rendered":"https:\/\/melodybenefits.com\/?p=5141"},"modified":"2022-06-08T20:44:56","modified_gmt":"2022-06-08T20:44:56","slug":"top-3-wage-parity-benefits","status":"publish","type":"post","link":"https:\/\/melodybenefits.com\/top-3-wage-parity-benefits\/","title":{"rendered":"The Top 3 Wage Parity Benefits Your Employees Want"},"content":{"rendered":"<p><b>\u201cWhich wage parity benefits do my employees want?\u201d<\/b><\/p>\n<p><span style=\"font-weight: 400;\">It\u2019s the million dollar question.<\/span><\/p>\n<p>&nbsp;<\/p>\n<p><span style=\"font-weight: 400;\">\u201cAll of them\u201d is the easy answer, but not always the truest one.<\/span><\/p>\n<p>&nbsp;<\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Some benefits have higher use rates than others.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Trends change. What\u2019s hot today is not tomorrow.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Even the best benefits may be underused without the right employee education and management.<\/span><\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<p><span style=\"font-weight: 400;\">Around here, we track and maintain records of every employee transaction. That means we have a treasure trove of data on the habits and preferences of home healthcare aides. We\u2019ll give you the inside scoop on trends and a few important tips.<\/span><\/p>\n<p>&nbsp;<\/p>\n<p><b><i>But first, let\u2019s talk about how benefits work with NY <a href=\"https:\/\/melodybenefits.com\/make-ny-wage-parity-laws-work-for-you\/\" target=\"_blank\" rel=\"noopener\">wage parity laws<\/a>.<\/i><\/b><\/p>\n<p>&nbsp;<\/p>\n<h2><b>Allowable benefits<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">When Governor Cuomo signed the <\/span><a href=\"https:\/\/www.nysenate.gov\/legislation\/laws\/PBH\/3614-C\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Wage Parity Act <\/span><\/a><span style=\"font-weight: 400;\">in 2011, <a href=\"https:\/\/melodybenefits.com\/successful_home_healthcare_agency\/\" target=\"_blank\" rel=\"noopener\">home healthcare agencies<\/a> were left with more questions than answers. The base wage was straightforward enough; cash wages are cash wages.<\/span><\/p>\n<p>&nbsp;<\/p>\n<p><span style=\"font-weight: 400;\">But the benefits portion is ambiguous. The law merely states that benefits can include \u201chealth, education or pension benefits.\u201d<\/span><\/p>\n<p>&nbsp;<\/p>\n<p><span style=\"font-weight: 400;\">Subsequent FAQs added more guidance, with the general rule that <\/span><b>any non-wage payment that primarily benefits the employee is allowable.<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/p>\n<p>&nbsp;<\/p>\n<p><b>Note<\/b><span style=\"font-weight: 400;\">: The above standard applies to wage parity law. Before giving any benefit, though, an agency needs to <\/span><b>also<\/b><span style=\"font-weight: 400;\"> understand its ramifications under the IRS code, ERISA, the Affordable Care Act, and NY labor laws.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">A <a href=\"https:\/\/melodybenefits.com\/inhouse-or-outsource-ny-wage-parity-benefits\/\" target=\"_blank\" rel=\"noopener\">TPA can explain your options<\/a>, so you stay compliant and set up your benefits optimally for you <\/span><b>and<\/b><span style=\"font-weight: 400;\"> your employees.<\/span><\/p>\n<p>&nbsp;<\/p>\n<p><span style=\"font-weight: 400;\">Based on that guideline, allowable benefits include:\u00a0<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Phone<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Transit<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Dependent care<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Education<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Medical and pharmacy<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Dental<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Vision<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">401k<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Supplemental insurance<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Life insurance<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<h2><b>The three winners<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">So what benefits do employees want most?<\/span><\/p>\n<p>&nbsp;<\/p>\n<p><span style=\"font-weight: 400;\">We based our results on information from employee usage of our electronic benefits cards.\u00a0<\/span><\/p>\n<p>&nbsp;<\/p>\n<p><span style=\"font-weight: 400;\">We have this information because we load each employee\u2019s card with the correct amount of wage parity funds and track their usage toward benefits.\u00a0<\/span><\/p>\n<p>&nbsp;<\/p>\n<p><span style=\"font-weight: 400;\">Here\u2019s what we compared:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Transit<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Cell phone<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Dependent care<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Education<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Health benefits (medical and pharmacy, dental, and vision)<\/span><\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<p><span style=\"font-weight: 400;\">(While we also offer 401k, supplemental insurance, and life insurance, those are delivered as a fixed amount per employee. They weren\u2019t included in this study.)<\/span><\/p>\n<p>&nbsp;<\/p>\n<p><span style=\"font-weight: 400;\">Here\u2019s the rough breakdown of usage results across agencies:<\/span><\/p>\n<p>&nbsp;<\/p>\n<table>\n<tbody>\n<tr>\n<td><span style=\"font-weight: 400;\">Transit<\/span><\/td>\n<td><span style=\"font-weight: 400;\">30%<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Cell phone<\/span><\/td>\n<td><span style=\"font-weight: 400;\">30%<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Health benefits<\/span><\/td>\n<td><span style=\"font-weight: 400;\">30%<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Education and dependent care<\/span><\/td>\n<td><span style=\"font-weight: 400;\">10%<\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>&nbsp;<\/p>\n<p><b>Transit, cell phone, and health benefits are by far the most popular.<\/b><\/p>\n<p>&nbsp;<\/p>\n<h2><b>Insights and trends<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Naftali Rosenberg, our COO, offers a few insights into these numbers:<\/span><\/p>\n<p>&nbsp;<\/p>\n<ol>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Why doesn&#8217;t healthcare top the list? Most HHAs receive Medicaid so healthcare is not a critically pressing need. The good news is they still appreciate the wage parity benefit for OTC medications and dental or vision services not covered by Medicaid.<\/span><\/li>\n<\/ol>\n<p>&nbsp;<\/p>\n<ol>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">In some agencies, cell phone has replaced transit as the popular front-runner. Naftali attributes the trend to the\u00a0 COVID pandemic. During the height of the pandemic, transit was free, and aides weren&#8217;t traveling as much. Healthcare also saw a rise in <a href=\"https:\/\/melodybenefits.com\/nys-lhcsa-rfo-advice-and-advocacy\/\" target=\"_blank\" rel=\"noopener\">CDPAP<\/a>, where family or friends serve as home healthcare aides. Those aides, of course, aren&#8217;t traveling, helping to put transit benefits in the back seat.<\/span><\/li>\n<\/ol>\n<p>&nbsp;<\/p>\n<ol>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">This may be the most important point of all: <\/span><b>Offering the top benefits is useless if employees don\u2019t understand them.<\/b><span style=\"font-weight: 400;\"> Any wage parity program needs to include <a href=\"https:\/\/melodybenefits.com\/5-biggest-wage-parity-mistakes\/\" target=\"_blank\" rel=\"noopener\">teaching HHAs how to use their benefits<\/a>. It\u2019s also crucial to explain that they\u2019re saving on taxes and staying Medicaid-eligible because of those benefits.<\/span><\/li>\n<\/ol>\n<p>&nbsp;<\/p>\n<p><span style=\"font-weight: 400;\">Agencies who educate their employees can see 99% usage rates on benefits cards.<\/span><\/p>\n<p>&nbsp;<\/p>\n<p><span style=\"font-weight: 400;\">\u201cWe encourage and <a href=\"https:\/\/melodybenefits.com\/empowering-employees-to-maximize-wage-parity-benefits\/\" target=\"_blank\" rel=\"noopener\">support education<\/a>,\u201d says Naftali. \u201cThe only way the program is successful is if people use it.\u201d<\/span><\/p>\n<p>&nbsp;<\/p>\n<h2><b>Just Ask<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Your HHAs are people, not statistics.\u00a0<\/span><\/p>\n<p>&nbsp;<\/p>\n<p><span style=\"font-weight: 400;\">So while our data can offer helpful guidelines, your aides will have their own individual preferences. Wish you knew what benefits they want? Ask them.<\/span><\/p>\n<p>&nbsp;<\/p>\n<p><span style=\"font-weight: 400;\">That&#8217;s what we did at the beginning of our business, as we were tweaking our products,\u00a0<\/span><\/p>\n<p>&nbsp;<\/p>\n<p><span style=\"font-weight: 400;\">\u201cI used to go to employee in-services and explain wage parity benefits,\u201d says Naftali. \u201cSince wage parity benefits were new, they really appreciated my talks. Plus, they gave us feedback. That helped us make adjustments and improve our offerings.\u00a0<\/span><\/p>\n<p>&nbsp;<\/p>\n<p><span style=\"font-weight: 400;\">Now we encourage HR to do the same. Talk to your employees and find out how and where they\u2019ll use the benefits.\u201d <\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Maximize the impact of wage parity with insights, trends, and tips about the benefits your employees want most.<\/p>\n","protected":false},"author":1,"featured_media":5419,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","_vp_format_video_url":"","_vp_image_focal_point":[],"footnotes":""},"categories":[16],"tags":[],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v22.6 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>The Top 3 Wage Parity Benefits Your Employees Want<\/title>\n<meta name=\"description\" content=\"NY home healthcare agencies: Maximize the impact of wage parity with insights, trends, and tips about the benefits your employees want most.\" \/>\n<meta name=\"robots\" content=\"index, follow, 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