A major overhaul of the University of Wisconsin-Madison’s HR system began as an attempt for the university to create an HR system separate from the Wisconsin state government’s, in part so it would have greater flexibility to reward and retain talented employees.
At HealthPartners in Minneapolis, the workstations of employees with computer-intensive jobs have been redesigned with desks that allow users to easily raise or lower the keyboard and monitor so it’s possible to type while seated or while standing.
Execs at Denver-based ReadyTalk, a provider of web conferencing and webinar services, are encouraging their workers to get outside more. Employees, including many desk-bound software developers, have access to office bikes for running downtown errands.
In their quest to leave a smaller environmental “footprint,” employees of Greif, a Delaware, Ohio-based industrial packaging products company, are trying to outdo each other when it comes to energy-efficient work habits.
Northbrook, Ill.-based Allstate this summer challenged its 70,000 employees to partner with local nonprofit organizations in their communities—and it made a $500 grant to each of those nonprofits, awarding $80,000 overall.
Flex is becoming as coveted by businesses as it is by employees. Organizations, it seems, need as much flexibility when it comes to staffing as employees do when it comes to balancing work with personal commitments. Here are seven ways your organization can benefit as much as its employees do from offering time-and-place flexibility.
Under the Consolidated Omnibus Budget Reconciliation Act of 1985, employers are required to continue offering health insurance benefits to workers and their covered dependents for a specified period after they leave the organization.
A survey shows that 83% of Americans believe the condition of a workplace restroom is one indicator of how an employer values its workforce.
The IRS has announced that the amount employees can defer on a pretax basis into 401(k) accounts goes up to $17,500 in 2013.
President Obama’s re-election ensured that the Affordable Care Act (ACA) health care reform law will remain in effect. That means the nature of health insurance benefits will change dramatically by 2014, and HR executives have some huge decisions to make about their options.