You don't really want to do that since LTD becomes a taxable income if employer pays any part of it. The deal with the 50% is that it is 50% of TOTAL premium - not just each individual one. That way if the 50% the employee pays covers the LTD in full then it stays as a non-taxable income should the employee ever need to apply for that. If the 50% does not cover the LTD portion then you may want to check with employee to see if they would like to increase the deductions to at least cover the LTD in full.

Life, AD&D, and Critical Ilness are a taxable benefit so taxes needs to be paid on that by employee - these amounts would be entered on paychq as taxable benefit. The rest of the 50% paid by employee after LTD taken into consideration can be used on rest of the benefits such as Dental etc.

So for example premiums are 100.00 which includes 50.00 or less in LTD, 10.00 total in Life AD&D and Critical Illness, and the rest is spread out into Health, Dental etc. Employee pays 50% which is 50.00.

Taxable benefit on employee paychq is 10.00 and in the deduction tab you will have 50.00 deducted for the premiums. As long as the 50.00 deducted covers the LTD premium then it becomes a non-taxable income should it be required.

 Does this make sense to you?