Employee Benefits Program
A strong employee benefits program – including low-cost employee incentives, employee recognition programs, and employee appreciation programs – can help you improve morale and retention.
We provide employee appreciation day ideas, help you with employee retention strategies and employee benefits management
Most employers are not considering canceling health benefits as a result of the year-old health care reform law, according to two recent surveys. The Affordable Care Act may be politically unpopular, but employers assume that it will be a business fact of life for the foreseeable future.
The health care reform law requires you to report the value of employees’ health benefits on their W-2 forms. The IRS waived mandatory reporting for 2011, pending future guidance. Now the guidance has been released. It requires employers filing 250 or more W-2s to report beginning with 2012 W-2s that are filed in 2013.
At most hair salons, stylists are on their own when it comes to time off and health benefits. But the owners of Studio 921 Salon & Day Spa in Baltimore are different, offering one paid week of annual leave to employees who have worked a year, a 401(k) plan with a 3% match and group health insurance.
Studies show that workplace stress has increased over the past several years and that productivity can drop if employers don’t address the problem. Here are just some of the issues likely stressing your staff—along with suggestions on how HR can help.
Poor vision and eye disease cost U.S. businesses more than $8 billion a year in lost productivity, and even more in direct health care costs. Plus, there is a significant link between vision and overall health. Here are five practical reasons to add vision benefits to your menu of health-related benefits:
Many employers are deciding not to hire smokers, screen new hires for nicotine as a condition for employment, impose higher health-benefit premiums for smokers and try to help smokers quit. While employers are free to ban smoking in their workplaces, taking action based on what employees do on their own time outside of work is much more controversial and raises a host of legal issues.
Most people think of 50 as the magic number for the FMLA. “Oh, we have 50 employees, so now we have to comply with the FMLA,” is a popular refrain among HR departments. It is not that simple. The FMLA has two different rules that must be met before you have to offer FMLA leave to an employee—coverage and eligibility, which both have the magic number 50 as a key component.
Employees who lose their jobs through no fault of their own are generally entitled to unemployment compensation benefits. But if an employee simply resigns from one job to take a better one that never materializes, he can’t collect.
The city of Lancaster has adopted a policy that allows city employees to seek the same health care and other employment benefits for their same-sex partners that are now available to married employees and retirees.
Q. We’re a nonprofit organization and offer health insurance to our 100+ employees. If an employee is enrolled in the health plan and voluntarily resigns, are we required to offer COBRA? Or does our nonprofit status let us off the hook?