© 2003 shrm shrm weekly online poll: march 4, 2004 qotw - reservist support analyzing 211 responses...

© 2003 SHRM

SHRM Weekly Online Poll: March 4, 2004

QOTW - Reservist Support

• Analyzing 211 responses of 1648 emails sent, 1552 received (response rate = 14%).

• Fielded February 24 – March 4, 2004; presentation generated on March 4, 2004.

• Margin of error is +/- 6.9%.• Compared to SHRM March 2003 Current

Events Survey (number of respondents = 372)

© 2003 SHRM


What type of direct compensation (i.e., income) support, if any, is your organization offering those employees who are on active duty?

10%9%

0% 1%

28%

34%39% 39%

25%

17%

0%5%

10%15%

20%

25%30%

35%

40%45%

Equal Pay Half Pay PayDifferential

None Other

2004 2003

© 2003 SHRM


What type of direct compensation (i.e., income) support, if any, is your organization offering those employees who are on active duty?

Choice Count Percent

of Sample

Providing pay equal to what the employee would make if not called to active duty

21 10.0%

Providing half pay (half of the employee's current salary) 0 0.0%

Providing pay differential (the difference between what the employee is paid by the military and what he/she would be making if he/she were working)

60 28.4%

Providing NO direct compensation support 82 38.9%

Other 52 24.6%

© 2003 SHRM


• None an active duty• We do not have any employees on active duty.• Military pay integrated with PTO• Differential for first six weeks.• No employees on active duty• No employees on active duty• Salaried employees get difference, hourly employees 2 weeks pay only as

per union contract• No employees in this category• Have not been faced with the issue.• Have not been faced with the issue.• We don't have anyone here on active duty.• No employees on active duty• Providing pay differential for a "reasonable" length of time, no definition of

what is reasonable• Have no employees called to active duty• Have no employees called to active duty• No employees on active duty

What type of direct compensation (i.e., income) support, if any, is your organization offering those employees who are on active duty? Other - specify

© 2003 SHRM


• No employees on active duty• No one is in the military• Pay differential for up to 30 days• Employees paid for first 2 weeks regular wage• We don't have anyone on active duty• We have no employees on active duty• No policy at this time; have not had this case yet• case by case basis• We do not have anyone on active duty• First 30 days, get normal pay. After 30 days, pay differential.• We have no one on active duty.• We have no employees on active duty• For the first two weeks of military leave. Unpaid after that period.• First two weeks - full base pay, less military pay. Then 30 days at 2/3 base

pay, less military pay. Vacation pay will continue to accrue prorated at 2/3. After 30 days at zero base pay, unless the employee elects to use any unused, accrued vacation pa

• We have no one on active duty• We have no one affected to date.

What type of direct compensation (i.e., income) support, if any, is your organization offering those employees who are on active duty? Other – specify, cont’d.

© 2003 SHRM


• N/A No Employees in this situation.• Providing pay differential for a period of time, depending on length of service

to our organization• No policy on subject• Not applicable• Have no one that has been called to duty• provide the pay difference for 2 weeks then unpaid• Not applicable• No current employees on active duty • Not applicable (no personnel affected)• No policy - we have never faced this situation• Providing differential for up to 2 weeks, and employee contributions• We have not had any• No employees in military• None. We have no active duty employees.• No employees of this status• No one on active duty• No active duty employees in my office• Never had to deal with a case like this

What type of direct compensation (i.e., income) support, if any, is your organization offering those employees who are on active duty? Other – specify, cont’d.

© 2003 SHRM


What other types of benefits support (i.e., nondirect compensation support) is your organization offering those employees (and their families) on active duty?

39%

50% 53%61%

43%49%

31%

17%

HealthInsurance -Employee

HealthInsurance -

Family

Life Insurance Other

2004 2003

© 2003 SHRM


What other types of benefits support (i.e., nondirect compensation support) is your organization offering those employees (and their families) on active duty?

Choice Count Percent of

Sample

Providing an extension of health insurance for the employee

83 39.3%

Providing an extension of health insurance for the employee's family

111 52.6%

Providing continuing life insurance 90 42.7%

Other 66 31.3%

© 2003 SHRM


• We have not had any• We have no one on active duty.• Note benefits above are only extended for a maximum of six months while on

active duty.• Extending benefits for employee and family , but with a limit of 12 months (1

yr.)• We have no one on active duty• We have no one affected to date.• We have no employees on active duty• We have no employees on active duty• We don't have anyone on active duty• Employee may elect to use paid-vacation time or personal leave• We do not have any employees on active duty.• NA• COBRA for health insurance• Regular benefits coverage for first month, then COBRA option• Extension of dental insurance as well• Health Insurance only through COBRA• Not applicable (no personnel affected)

What other types of benefits support (i.e., nondirect compensation support) is your organization offering those employees (and their families) on active duty? Other - specify

© 2003 SHRM


• Not applicable• Not applicable• Continued accrual in retirement plan• None. We have no active duty employees.• NA• No policy on subject• Same as above• No policy - we have never faced this situation• All benefits are continued while on active duty (to a max of 6 months)• Unknown• n/a• None at this time• No one is in the military• Benefits terminate end of the month, pay COBRA• No employees on active duty• None• No employees on active duty• COBRA• No employees on active duty

What other types of benefits support (i.e., nondirect compensation support) is your organization offering those employees (and their families) on active duty? Other – specify, cont’d.

© 2003 SHRM


• Same as above• No employees on active duty• No employees of this status• No employees in this category• No current employees on active duty• Question not applicable to my firm• Continuing all benefits• Never had to deal with a case like this• Complete benefits continuation• Retirement contributions• N/A• Eligible for all other benefits enrolled in• All benefits normally due a FT employee• All benefits remain the same• N/A• N/A• Continuation of welfare benefits is dependent upon length of tenure,

according to collective bargaining agreement.• See above


© 2003 SHRM


• 401(k) matching, EAP, cont'd. sick/vacation/seniority accrual• All benefits continue• See above• Have no one in this category • Nothing - no employees on active duty• Nothing - no employees on active duty• Benefits stay intact up to 18 months• Providing an extension of cafeteria 125 plan enrollment, dental• Health insurance for 365 days. STD and LTD 90 days. Group Term Life and

Dependent Life 90 days. AD&D 90 days. Health Care & Dependent Care Reimbursement, ESPP and 401(k) Plan suspended.


© 2003 shrm shrm weekly online poll: march 4, 2004 qotw - reservist support analyzing 211 responses...

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