Part of a human resource manager's job is to analyze the benefits programs to ensure that an organization is compliant and that the costs are within budget. There are a number of required programs such as social security, workers' compensation, insurance, unemployment insurance, health care, and FMLA leave. In addition to these mandated programs, many employers offer additional benefits such as dental, vision, disability, life insurance, tuition reimbursement, holidays, vacation, other paid time off (jury duty, bereavement, etc), 401K, student debt support, and more.

In the case study we learn that Managed by Q offers free health insurance, 40 hours of paid vacation and a 401k plan addition, they would have to offer the legally required benefits such as workers' compensation and unemployment. The financial spreadsheet indicated there is a 20% markup for benefits and taxes.

1. Create an analysis of the provided benefits and taxes (both mandatory and discretionary) and create an academic, data-guided, proposal, of any changes you might suggest to Managed by Q.

2. For this analysis, assume a 4% 401K match, FUTA rate of .06 of the first $7000, SUTA rate of .019 (of the first $9000).

3. Be sure to incorporate items such as cost-sharing or creative benefits such as student loan repayment options in your recommendations.