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
The EEOC has just issued final regulations implementing the Genetic Information Non-Discrimination Act (GINA), the federal law that makes it illegal for employers to use genetic information to make decisions about health insurance and employment. Download the final regs here, and then use them as the basis for reviewing your wellness program and other work processes that might violate GINA.
The new Patient Protection and Affordable Care Act significantly changes the health care landscape for many employers. Some aspects of the law took effect in September 2010. Most significantly, employees’ children are eligible for coverage until age 26. The new coverage requirement affects all plans renewing on or after Sept. 23, 2010.
Raleigh, N.C.-based Morganite Industries has reaped a 178% return on the investment it made to put its benefits enrollment, communication and data exchange online. It took only seven months for the 2,500-employee organization—which provides tax, benefits, health, safety and financial services for its parent company, Morgan Crucible—to recoup its initial investment.
If your organization’s fiscal calendar works like many others, you’re right in the middle of the busiest time of the year. It’s budget season! While you’re reviewing past expenditures and making projections for 2011, don’t forget to factor in one of the most crucial aspects of the budget process: Convincing your chief financial officer to back your HR budget proposal.
Today’s economic climate has caused employers to cut budgets and workforces—and expect workers to do more with less. As they see colleagues laid off and their employers cutting back, employees are more concerned than ever about their own job security. It makes sense for employers to address stress issues in their workforces, since increased stress affects not only employees, but employers’ bottom lines.
New hires at Cydcor don’t have to wait long for their benefits to kick in: Team members are eligible the month following their hire dates. Beginning in their first year, each employee receives 15 days of sick and vacation time. The organization also allows each employee to use eight paid workdays a year to volunteer off site.
Q. Could you give us some guidance on our requirement to provide breaks for nursing mothers?
Can the federal government require contract employees to disclose their use of illegal drugs? Can states sanction employers that knowingly hire unauthorized aliens? The U.S. Supreme Court will decide these and other issues in its new term, which began in October.
Republicans captured control of the House of Representatives in the mid-term elections, while Democrats retained a slim majority in the Senate. With a Democrat in the White House and a divided Congress, what does that mean for the HR-related issues that have dominated the headlines for the last two years? Here's our rundown of the likely legislative scenarios.
Under COBRA, an ex-employee who loses his or her job is generally eligible to receive continued health insurance coverage for up to 18 months (as long as 36 months in certain cases). COBRA applies to employers with 20 or more full-time employees. But extended coverage isn’t automatic, as evidenced by two new cases.