FBP

(redirected from Flexible Benefit Plan)
AcronymDefinition
FBPFolate Binding Protein
FBPFructose Bisphosphate
FBPFiltered Back-Projection (algorithm)
FBPFiltered Back Projection
FBPFédération Belge des Podologues (French: Belgian Federation of Podiatrists)
FBPFood by Prescription (healthcare)
FBPFinal Boiling Point
FBPFederal Bureau of Prisons
FBPFédération Belge des Psychologues (French: Belgian Federation of Psychologists; Belgium)
FBPFrance Business Partner
FBPFédération Belge des Photographes (French: Belgian Federation of Photographers)
FBPFriends of the Border Patrol
FBPFracture Breakdown Pressure (geomechanics)
FBPFee Basis Provider (US DoD)
FBPFlexible Benefit Plan (insurance)
FBPFringe Benefit Pool (various organizations)
FBPFinal Bulk Product
FBPFleet Boat Pool (US Navy)
FBPFull Blood Picture
FBPFluid Bed Processor (materials processing)
FBPForeign Buyer Program
FBPFlamenco Black Pearl (Honda paint color)
FBPForeign Bills Purchased (banks)
FBPFactory Based Price
FBPFluid Balance Panel (medical tests)
FBPFederal Business Practice(s)
FBPFires Behavior Prediction (forestry industry)
References in periodicals archive ?
Eryk had paid into a Flexible Benefit Plan with Winterthur Life, now under the Friends Life umbrella.
When asked to select from a range of potential benefit arrangements, 60 per cent of said they would prefer to have a flexible benefit plan, to give them more personalisation of their benefits.
Competitive wage and benefit package to include health and dental insurance, flexible benefit plan, life insurance, pension, tax sheltered annuity, child care center, wellness program, PTO, extended leave, etc.
A flexible benefit plan for frill-time employees offers $150 per month that can be used to either purchase their own health insurance or pay for reimbursed medical expenses or child care, according to Olson.
For example, suppose a company decided to implement a flexible benefit plan that allowed employees to upgrade their current benefits package by selecting from four different additional options (A, B, C, and D).
Such an arrangement would be a "non-125 flexible benefit plan." (See the sidebar for examples of how to use such plans wisely.)
Sixty percent of all employers offered a flexible benefit plan in 1996, increasing from 53 percent in 1995.
So, by structuring a flexible benefit plan with choice among nontaxable benefits only, you can create a so-called "benefits-only plan" that is less restrictive than Section 125 plans.
By offering a flexible benefit plan, you allow employees to direct a portion of gross salary to a special account and then to withdraw those pretax dollars to pay for qualifying expenses.
The diversity of options available under a flexible benefit plan, the ability to pay for plan options with pre-tax dollars, and the option to accumulate cash in flexible spending accounts on a pre-tax basis for child care or eider care all make flexible benefit plans attractive to many employees.
In 1992, 43% of employers offered a flexible benefit plan, up from 37% in 1991.
Whether the approach be a "premium conversion" or a "full-blown" flexible benefit plan, corporations of all sizes are rapidly recognizing the value of cafeteria-style plans.
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