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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

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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.

The DOL’s Employee Benefits Security Admin­is­tra­tion (EBSA) has sued Parkland Hotel Investors—once one of the Twin Cities’ biggest commercial financiers—in an attempt to distribute the company’s 401(k) assets to 96 former employees who participated in its retirement plan.
Employees out on unpaid FMLA leave are still entitled to health insurance benefits if they were covered before going out on leave. However, if the employee was required to pay part of the premium before taking leave, that obligation continues.
DiMare Ruskin, an agricultural products company, faces sexual harassment charges stemming from the alleged actions of father and son supervisors at the company’s Immokalee plant.

When employees who have had serious health crises return to work, employers often worry that they may not be able to work safely. While that may seem like a valid concern for em­ployee welfare, courts seldom see it that way. In fact, if a returning employee also requested reasonable accommodations, refusing to let him return may amount to retaliation for protected activity.

Q. Several of our employees have requested time off for their children’s end-of-year school events. What is our obligation to grant workers this time off?
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.
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