2016 California Employee Benefits
Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
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Every two years, SHRM examines employee benefits prevalence in the state of California. These research spotlights cover 10 benefits categories, highlighting overall results for California, as well as making comparisons with benefits prevalence in the United States. Key findings include:
- California organizations were more likely than U.S. organizations overall to offer health insurance coverage through a health maintenance organization (HMO) (70% versus 32%), whereas a similar proportion offered a preferred provider organization (PPO) plan (87% versus 84%).
- Domestic partners were more likely to receive benefits other than health care from organizations in California than in the U.S. overall. One-third (34%) provided these benefits to opposite-sex partners and 38% to same-sex partners in California compared with one-quarter for both groups in U.S. organizations overall.
- U.S. organizations overall were more likely to offer certain types of wellness benefits than California organizations: annual health risk assessment (42% versus 27%), rewards or bonuses for completing certain health and wellness programs (41% versus 29%), smoking cessation programs (41% versus 26%) and onsite health screening programs (31% versus 18%). However, more organizations in California (44%) offered the option of a standing desk than in the U.S. overall (33%).
Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
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