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
At Deloitte, the annual report doesn’t stop with a financial statement. The financial services firm also publishes a “Talent Annuity Report” to chronicle its year in benefits and employee recognition efforts. “We published a Talent Annuity Report because we regard our talent as an investment that generates an annuity,” said CEO Barry Salzberg.
Approximately 70% of employers sponsor wellness programs designed to drive down health care costs, reduce absenteeism and promote better employee health. But now, the Genetic Information Nondiscrimination Act has muddied the wellness waters. Learn how to comply while still offering incentives for employees to participate in your wellness program.
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?
Employees these days are working harder and longer than ever. And that can be stressful. Some employees may believe they can escape the pressure by quitting because of stress and applying for unemployment compensation benefits. That usually won’t work.
Don’t expect to escape unemployment compensation liability if you fire someone for sleeping on the job. If the reason is an underlying medical condition, the employee may be able to prove she wasn’t fired for cause.
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.