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
There’s a “sleeping giant” in the new health care legislation that could turn into a logistical nightmare for small business owners. The new law imposes significant new tax reporting requirements starting in 2012. With business putting pressure on lawmakers to modify or repeal the new rules, expect Congress to revisit the issue.
Tackle important projects in the morning and don’t plan brainstorming sessions for the afternoon. That’s the message of a new survey that says employee productivity peaks from 10 a.m. to noon and hits a wall from 4 to 5 p.m.
In a recent article, we pointed out several tax benefits for hiring a spouse. But your “better half” isn’t the only family member you can add to the payroll. Strategy: Give your children after-school jobs. By doing so, you can reduce the overall family tax bill and also avoid adverse "kiddie tax" consequences.
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.