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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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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.

Many employers are deciding not to hire smokers, and still more are trying to limit employees’ use of tobacco. Companies are screening new hires for nicotine as a condition for employment, imposing higher health-benefit premiums for smokers and trying to help smokers quit. Policies run the gamut:
A triple-whammy of forces—new laws, new EEOC outreach programs and ongoing economic malaise—helped push the number of employee job discrimination claims to the highest annual total in the EEOC’s 45-year history.
Let's say one of your union employees has used her own computer to make negative comments about her supervisor on her personal Facebook page. Co-workers—Facebook friends of the employee—see the posts and start chiming in with further smears. Can you lawfully terminate these employees for violating your social media policy? Probably not.
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