Behind every great organization is a well-trained staff. Hundreds of employers rely on Cascade’s proven soft skills and compliance training to achieve performance improvement and personal success for their managers, supervisors, and employees.

Plan ahead for the entire year! We recommend early registration for these top programs:

Click on the flipbook above to read online, download the catalog as a pdf, or search all scheduled trainings at our Website.

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Cascade Employers Association is pleased to present key findings from the 2018 Nonprofit Pay and Benefits Survey report. Data for this survey was collected between March and May of 2018, with 176 nonprofit organizations participating throughout Oregon and SW Washington.

1. Participation Counts Increase, Leading to 44 New Jobs Reported

From 2017 to 2018, participation counts increased significantly, which increased the total number of jobs reported. In 2017 (the surveys inaugural year), we received 118 participants and reported 117 jobs with sufficient data (at least five companies responding). In 2018, participation counts increased to 176 participants, which provided sufficient data to report 161 jobs – that’s 44 new jobs reported in 2018!

Nonprofit Survey Illustration 1

2. Geographic Location and Total Employment Count Shift Participant Distribution

Nonprofits located throughout the Mid-Willamette dominated 57% of the survey’s participant pool in 2017, followed by 37% from the Portland Metro area, and 6% from Surrounding Areas. In 2018, the participant distribution shifted to include 47% from the Mid-Willamette, 41% from the Portland Metro area, and 12 % from Surrounding Areas.

Similarly, in 2017, small nonprofits with 1-24 employees made up more than half of the survey participant distribution (52%). For 2018, this number was reduced to 34%, which provided for a more evenly distributed participant demographic of total employment count.

The increase in participants in 2018 drastically affected both location and detailed breakout information, adding a more wide-spread Oregon/SW Washington representation of participants.

3. Top Positions – Reported and Earnings

The top three reported positions in 2018 were the Executive Director, Finance Director, and Executive Assistant positions.

The top three positions with the highest average base wages were the Physician, Board Certified, Medical/Health Services Director, and Nurse Practitioner positions.

Nonprofit Survey Illustration 2

4. New Hire Waiting Period Increases for Majority of Benefits Offered

From 2017 to 2018, the new hire benefit waiting period for paid time off/vacation, medical insurance, dental insurance, vision insurance, life insurance, retirement, long term disability, and short term disability increased. The two benefits that showed a decrease in their waiting period for new hires were tuition reimbursement and long term care insurance.

5. Employer Contributions Increase Toward Employee Benefits

Throughout the five surveyed medical health plan types offered to employees (Traditional, HMO, PPO, POS, and HDHP), the majority of employer contribution amounts increased from 2017 to 2018. Employer contribution amounts for retirement, vision insurance premiums, dental insurance premiums, and employee HSA’s (for qualified high deductible health plans) also increased from 2017 to 2018.

Nonprofit Survey Illustration 3

Cascade’s Nonprofit Pay and Benefits survey is comprised of over 250 job descriptions and 100 benefit related questions. This survey provides in-depth market pay and benefit data stemming from nonprofit organizations throughout Oregon and Southwest Washington.

2018 Nonprofit Pay and Benefits Survey Partners & Sponsors:

Nonprofit Association of Oregon   Jones and Roth CPAs

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Is it too early to start planning for retirement in your 20s? The answer is no. As life expectancy continues to increase, planning early can ensure a comfortable retirement. While planning for retirement at this age may be the last thing on your mind, the earlier you start the better chance you have of achieving your retirement goal. An early start also allows more time for your investment to grow through compound interest. In addition to starting early, here are some steps you should consider when planning for retirement in your 20s and early 30s.

Maximize your employer match: Young investors should consider maximizing their employer 401(k) match, since failure to take advantage of this benefit means missing out on free money. Many employers match 25, or even 50, cents per dollar invested by an employee, up to a predetermined maximum contribution percentage. If your employer provides this, make sure to put enough money in your 401(k) plan to maximize your employer match.

Consider a Roth investment: Much like a company-sponsored retirement plan, traditional IRAs are a common investment vehicle. Traditional IRA contributions are not taxed, but withdrawals are taxed. A Roth IRA or Roth 401(k) gives you the option of taxing your contribution up front at the time of investment while the account grows in value tax-free thereafter. This means that withdrawals during retirement are not subject to income tax, provided you are at least 59 1/2 and the account is held for five years or more. This is a great way for younger investors to take advantage of lower tax rates, especially if they expect to be in a higher tax bracket closer to retirement.

Manage your risk: One mistake young investors make is selecting a less-than-optimal stock/bond allocation based on their age. Typically, investors in their 20s or 30s are best advised to select a stock-heavy portfolio with a minimal allocation to bonds.

For investors who feel less comfortable with selecting their own investments, target-date funds can serve as a convenient alternative. Target-date funds start out with heavier allocations to stocks and become more income-oriented as the participant ages. If you are in your 20s or 30s, it might make sense to choose an aggressive portfolio allocation and limit your investment in bonds.

Avoid market-timing: A look back in time suggests that some of the biggest gains in the stock market have followed periods of poor market returns. Investors can make the mistake of timing the market by pulling out of their investments during market losses and buying back when the market has rebounded. Investors who attempt to time the market run the risk of missing periods of exceptional returns. With time on your side, it is best to adopt a long-term approach to investing.

Keep in mind that you should first estimate how much money you may need in retirement as well as determine your current annual expenses such as living, healthcare, and miscellaneous spending before considering the options outlined above. It is always a good practice to track your spending in addition to identifying your savings and investment objectives.

This is for informational purposes only and should not be considered tax or financial planning advice.

401(k) and IRA plans are long-term retirement savings vehicles. Funds grow tax-deferred. Withdrawal of pretax contributions and/or earnings will be subject to ordinary income tax and, if taken prior to age 59 1/2, may be subject to a 10% federal tax penalty. Direct contributions to a Roth IRA are not tax-deductible but may be withdrawn free of tax at any time. Earnings may be withdrawn tax and penalty free after a five-year holding period if the age of 59 1/2 (or other qualifying condition) is met. Otherwise, a 10% federal tax penalty may apply. Please consult with a financial or tax professional for advice specific to your situation.

Article contributed by Matisse Capital.
For more information contact Dan Sholian
503-210-3002 | Dan@matissecap.com

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For nearly six decades Cascade Employers Association has offered group health insurance to qualifying members through its sponsored Pacific Northwest Employers Life, Health Insurance Trust. And we’ve just taken that offering to a new level.

At first read, it may sound a little confusing: Cascade Employers Association + The Pacific Northwest Employers Life, Health Insurance Trust + CSNW Benefits. So we’ll help you get past that confusion right away and onto the reasons this is a good thing for our members.

Decades ago, Cascade was heavily involved with labor negotiations for a number of its member employers. Those employers wanted access to competitive group health insurance as an alternative to the union trust programs. Thus, Cascade formed a separate entity, The Pacific Northwest Employers Life, Health Insurance Trust. Over the years Cascade has served as Plan Administrator for all Trust programs. Cascade and the Trust are fortunate to have remained one of the few viable association programs in Oregon to this day, thanks to guidance from top-notch consultants and advanced cost containment measures.

CSNW LogoEffective July 1, 2018, Cascade entered a partnership with CSNW Benefits to help ensure the Trust’s offerings continue to be the best we can negotiate and that our members get the best customer service and resources available to help manage employee benefits. CSNW Benefits is an independent Portland-based firm with an exceptional reputation of transparency and an ultra-responsive approach to professionally implementing employee benefit programs, thus a great fit for our future path.

What’s the Difference Between an Independent Insurance Broker and an Association-Sponsored Group Insurance Program?

Let’s face it, managing employee health insurance, and benefits in general, isn’t a lot of fun. If an employer feels they are getting their employee benefits at a reasonable price (comparatively speaking), and they like and trust their independent broker, why spend the time looking elsewhere?

There are several good reasons. First, while most brokers have access to similar rates in the marketplace, they don’t all have access to the tools to help employers better and more easily manage employee benefits, such as online enrollment and benefits administration systems. And only the best brokers will come to your workplace to conduct employee education meetings so your people know how to access their benefits and what their benefits package includes. Then when it comes to unexpected insurance bills and claims questions, your people are likely directed straight to the insurance carrier to get their answers, which aren’t always easy to understand.

With an Association-sponsored group insurance program, employers get the advantage of participating with a large pool of employers in a common endeavor to combine high quality care with advanced cost containment measures. There’s also typically a better customer service element, including a team to advocate for employees during difficult claim situations, and features that make administration easier on the employer. While not all employers may be a fit for an association plan (you don’t automatically get really great rates just because you’re part of a group plan, as employee census information still plays a part in the equation), it’s definitely worth the time to explore one.

What Advantages Does Cascade’s Group Insurance Program Have That Most Others Don’t?

We know the reference to “great customer service” is often over-stated, but in our situation the term “great” isn’t even adequate. Thanks now to CSNW Benefits and their dedicated team, they’re helping to ensure our service is unsurpassed. And the advantages don’t stop there.

Through Cascade’s program, employers and their employees get these services and resources at no additional cost:

  • Company-branded online enrollment and benefits administration system
  • Single-source billing (one bill for all of your group insurance offerings)
  • Assistance with COBRA, HIPAA, and other administrative and compliance issues
  • Advocacy on claim and benefit questions
  • Enrollment and education meeting support

Prior to your next health insurance renewal cycle, we encourage you to compare your plans to ours.

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