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
Vouchers for compact fluorescent light bulbs and rooftop solar panels have taken their place next to health insurance and flextime as popular employee benefits. Young job-seekers want to work for socially responsible, environmentally friendly companies. That’s one reason more companies have begun offering “green” employee benefits.
Before you even consider firing (or refusing to hire) someone because they might jack up your health insurance costs, count your dollars, not your pennies. You may be staring down a lawsuit that could dwarf whatever premium costs you hoped to avoid.
Test your knowledge of recent trends in employment law, comp & benefits and other HR issues with our monthly mini-quiz ...
Employee assistance programs are on the rise as employers cope with higher health care costs—and employees cope with the stresses of an uncertain economy. An expert says four trends will drive EAP change in coming months, bringing cost savings for companies and better care for workers.
Employers are warming up to wellness programs to help reduce health care costs. And it works! But choosing the wrong pieces of the wellness puzzle can lower your ROI dramatically. For the most bang for your wellness buck, focus on these five efforts that drive the greatest cost savings.
The IRS has issued preliminary guidelines on the tax credit available to small employers that provide health insurance benefits to employees. Included in the Patient Protection and Affordable Care Act, the credit is one of the first health care reform provisions to go into effect. The credit is designed to encourage small employers to offer health insurance coverage for the first time or maintain coverage they already have.
Employers are naturally concerned about employees who hurt themselves at work and collect workers’ compensation benefits. One of those concerns is that an early return, before the employee is ready, may cause a reinjury. That attitude, however, can come back to hurt if you insist on a 100%-healed requirement before the employee can resume work.
Q. We have an employee who recently submitted an expense report for more than $1,300 for an extended business trip. We accidentally reimbursed him twice. He did not report the double payment and we did not learn of the mistake until an internal audit two months later. Our company policy prohibits dishonesty and we want to fire the worker for violating this rule. Will he be able to collect unemployment benefits? May we withhold the vacation pay that is due to him under our policy, which would just about make us whole?
Natalie Schroeder was seven months into a high-risk twin pregnancy when she missed a doctor’s appointment. Her boss at Advanced Neuromodulation Systems in Plano told her she had to finish a report before she could leave. Three days later she went into labor and delivered a healthy girl—and a stillborn son. Now she is suing.
Don’t worry if you make minor changes in job duties that end up creating more work for employees. Even the Division of Unemployment Insurance understands today’s business environment and has denied unemployment benefits to employees who quit because they have to work harder.