| So you've graduated from college. Congratulations, | | | | into, especially if your employer is offering it at a cut |
| that's no small feat. Now it's time to roll out the resume | | | | rate. Accidents happen, and if you're put out of work |
| and dive headfirst into the job market. Chances are | | | | for any amount of time, disability insurance could save |
| you'll endure your share of interviews and meet a few | | | | you. |
| nice and not so nice people along the way before you | | | | Vacation, Holidays & Time off |
| get that first job offer. When it comes, it's time to | | | | Take a look at what the employer offers first-year |
| celebrate. Your four (or more) years of hitting the | | | | employees for vacation time. Many times it's little to |
| books have finally paid off. The company will likely | | | | nothing. Find out how you can accrue vacation time, |
| hang an enticing salary number in front of you. | | | | the maximum you can have, and if you can cash in |
| However, before you bite, make sure to look 'under | | | | unused days. Look into the company's paid holiday |
| the hood' of that company. Sure, the salary might look | | | | schedule. There should be at least six, and anything |
| nice, but make sure to pore over their benefits | | | | above that is to be considered a bonus. Also find out if |
| package before signing on. A lucrative package can | | | | they offer 'floating' holidays. As far as sick or personal |
| be worth thousands more to you in the long run than | | | | days, look into how many you get per calendar year |
| just your salary. Meanwhile, a healthy pay rate with | | | | and if you can use them for vacation time as well. |
| shoddy benefits could cost you dearly. | | | | Retirement |
| Generally speaking | | | | Most employers offer 401(k) retirement plans. Check |
| Start by talking about generalities. Do you have to sign | | | | to see how much of your contribution the company will |
| up for the entire package or can you pick and choose | | | | match a percentage of and when you will be vested in |
| your benefits? Who's covered? Is there a monthly | | | | that money. If you're lucky, the company will also offer |
| fee? When do benefits kick in? Are they taxable? All | | | | a pension plan, though these are becoming |
| questions you should ask before signing up for | | | | endangered. A pension plan is where a company will |
| anything. | | | | put money into a retirement account, with no |
| Medical, Dental & Vision | | | | contributions from you. You'll surely have to work a set |
| These are undoubtedly the biggest features of a | | | | amount of time to receive any pension dollars, but it's |
| benefits package, as they can save you thousands in | | | | an excellent benefit if you can get it. |
| medical care. For medical, weigh your options carefully. | | | | Stock Options & Profit Sharing |
| Find out what types of plans are offered (indemnity, | | | | If you're being wooed by a publicly traded company, |
| managed care), who will be covered, what your | | | | chances are they'll offer you their stock. They'll sell it to |
| premiums, deductibles and co-pays will be, and if there | | | | you at a discount of 10 to 15 percent with no broker |
| are any exclusions. For dental, learn if the plan covers | | | | fees. This is huge. Often times you'll be able to sell or |
| preventative, surgical and orthodontic care and to what | | | | reinvest your dividends without incurring a commission |
| extent. When looking at vision care, find out exactly | | | | fee. It's a fabulous benefit and one you should definitely |
| what the plan covers and what the maximums are. | | | | take advantage of. Often times a company will |
| Vision care might not be a big deal to you now, but | | | | reward their employees through profit sharing plans. It's |
| down the road you'll probably need it. | | | | not guaranteed every year, and the amount fluctuates, |
| Life & Disability | | | | but hey, it's free money. |
| Life insurance probably isn't a top priority for you, and it | | | | On the fringe |
| shouldn't be. But in case something should happen to | | | | In a never ending quest to retain employees, many |
| you and you have a family to care for, life insurance is | | | | companies today are going above and beyond the run |
| an excellent benefit to have. If you can get a good | | | | of the mill benefits package to keep their workers |
| rate - some employers even offer a set amount for | | | | happy. These fringe benefits include employee |
| free, look hard into signing up. As far as accidental | | | | assistance programs, parking reimbursement, |
| death and business travel insurance, if they offer it | | | | commuting cost reimbursement, tuition reimbursement, |
| free of charge, why not? | | | | health clubs, and even on site child care. |
| Disability insurance is also something you should look | | | | |