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
Sutter Health, a Northern California health care network, pumped $60 million a month into its pension plan for more than 40,000 active and retired employees during the last quarter of 2010. The not-for-profit network promotes its pension benefit as a valuable piece of an employee’s total compensation.
Verizon Wireless is using some sought-after benefits to help recruit new employees to fill 900 open positions. Recruiters for the 79,000-employee cell phone company entice applicants by touting these benefits:
Due to a myriad of new tax laws, IRS rulings and other adjustments, you’ll find numerous new twists and turns on this year’s Form 1040. Significantly, the new Form 1040 incorporates changes resulting from the Small Business Jobs Act of 2010 and the 2010 Tax Relief Act passed late last year.
Employers are emerging from the Great Recession with a different view of compensation and benefits. And, in most cases, that’s a good thing. Lessons learned in the lean years are being adapted and modified to make organizations stronger in this post-recession landscape. Look for these 11 trends to take a firm hold in 2011:
The EEOC has issued final regulations implementing the employment provisions of the Genetic Information Nondiscrimination Act of 2008 (GINA), clarifying employer compliance issues and offering model language to help employees understand their rights under the law.
According to a recent Randstad survey, finding a fit with a company’s culture is essential. The survey reveals that 35% of employees report company culture has the greatest impact on morale, while 22% believe it has a major effect on productivity. So, what kind of company culture do you have?
When Vineet Nayar became president of HCL Technologies in 2005, the company’s growth had slowed. As the board asked Nayar to step into a leadership role, it made it clear: The time had come for something radical. These days, Nayar is that rare breed of leader who actually puts employee engagement first. Why does he do it?
For all the talk of teamwork in corporate America, your co-workers should be oozing with collaboration. Right? Yet that’s often not the case. What do you do about another administrative pro who gives you the cold shoulder? How do you draw more collaboration out of that co-worker?
The EEOC has published its final regulations implementing Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA). They take effect on Jan. 10. The new regulations clarify when employers may be liable for acquiring genetic information.
Disabled employees sometimes think they can use their medical conditions to get away with misbehavior. That’s not true. Employers can and should punish behavior that is disruptive, wrong or breaks company rules, even if that behavior may be tangentially related to a disability of some sort.