Determining Employees’ Eligibility for Benefits

When your business provides benefits to its employees, keeping track of who is eligible for which policies can be a lot of work. This gets even more complicated when you have different types of employees. For example, when you are doing a workers’ compensation audit independent contractors can be a tricky point. Some states require independent contractors to be covered, while others do not. Here is a quick guide to helpyou sort out which benefits your employees may be eligible for. 

Determine Employee Type 

Start by categorizing each of your current employees. You should know how many are full-time, how many are part-time, and how many are independent contractors. For the independent contractors, you may want to further define their roles. Are these consultants who have been brought in for a specific project? Or are these long-term employees who are assigned tasks as they come up? The difference is important in the next step. 

Determine Legal Requirements 

Different employee types often have different legal benefit requirements. Once you know who you are employing, look up the laws in your state to ensure your business is in compliance. If you find that you should be covering employees that you aren’t, be sure to rectify that right away. 

Following the laws on offering benefits to employees can not only keep your business out of trouble, but it can keep your employees feeling valued and respected.