As medical costs increase, employers and employees alike scramble to beat costs. Workers search for convenience and affordability. When they can’t meet these goals, they often go without medical care, sacrificing their health. Employers look for attractive benefit packages at economic prices.

Jerry S. Rosenbloom writes The Handbook of Employee Benefits to help business owners and managers outline objectives, tally costs, and implement effective health plans. He covers vital legislation and the ins and outs of relevant business practices.

Employee health benefits can include:

1. pension plans;
2. life insurance;
3. health insurance;
4. dental care;
5. optometry;
6. disability; and
7. maternity.

These examples comprise a growing portion of a worker’s total compensation package. Employers should note that perceived dissatisfaction with health benefits has a strong correlation with job dissatisfaction.

Health benefits can be used to attract employees to the public sector, balancing the relatively higher salaries of the private sector. Many workers will stay in a job they might otherwise leave simply for the health coverage provided.