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
Employees who are terminated because they become ill and can’t meet attendance standards can still collect unemployment compensation benefits. But employees terminated because they didn’t follow call-in policies can’t. That’s misconduct, which bars receiving benefits.
Here’s some good news that will make it easier for employers that want to challenge unemployment compensation claims after firing an employee for misconduct. The HR representative who conducted the investigation can testify about what others said, provided that any written statements are also presented.
Q. We recently decided to conclude a long-time worker’s employment with our company. We gave the employee the option of resigning instead of being fired. She chose to resign and is now trying to collect unemployment benefits. Is she still eligible even though she resigned?
Group health plans that were in effect when the health care reform law was signed can earn “grandfather” status. That means they only have to comply with some of the market reforms. But employers can lose grandfather status if they change insurance carriers or “substantially increase” out-of-pocket costs for employees. Here are seven changes that could imperil grandfathered status.
“Communications don’t have to come from benefits people to raise concerns about company benefit liability,” says Pamela Perdue, a benefits attorney with Summers Compton & Wells in St. Louis. For that reason, Perdue suggests employers give their hiring managers a “cheat sheet” to reference when talking about company benefits.
Help a team inch closer to perfect solutions by starting a failure contest. Why? It lets your people know that it’s better to unleash their creativity, even if the result isn’t ideal. Ask them to come up with the most outrageous idea, instead of the safest. Those risky “failures” may push them toward a breathtaking innovation—separating your company from the also-rans.
Q. We recently switched to a new payroll company. They made a mistake when they set up our overtime calculations. Our employees who work the swing shift are given an extra 25 cents for regular hours and 37 cents for overtime hours. But we accidentally paid them 57 cents extra per hour instead. Can we require the employees to repay the extra amount?
Anyone with responsibility for health, benefit, disability, severance, education or other benefit plans is a “fiduciary” and can be held personally liable for plan errors under ERISA. Attorney Sherwin Kaplan says employers should take these steps to avoid errors that could subject a fiduciary to liability:
You know you have an obligation to eliminate discrimination, harassment and retaliation. You know you have to make sure employees don’t harass co-workers or subordinates, or harm customers and others. On the other hand, you know applicants and employees have a right to privacy that is protected by state and federal laws. It’s a balancing act: Just how do you protect workers on the one hand, while respecting their privacy on the other?
Q. How do the Patient Protection and Affordable Care Act of 2010 and the Health Care and Education Tax Credits Reconciliation Act of 2010 (collectively known as the PPACA) affect health flexible spending accounts?