If you discharge an employee after she exhausts time off available through the FMLA, sick leave and other benefits, she may still be eligible for unemployment compensation. That’s true even if her absenteeism violated a company attendance policy.
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
Q. We have several employees that have been laid off and are receiving unemployment benefits. They have asked whether they are required to pay taxes on their unemployment benefits.
To be eligible for workers’ compensation benefits, the North Carolina Workers’ Compensation Act requires employees to notify their employers if they are injured at work. North Carolina courts have spelled out why this requirement is important:
We’ve all heard the good news: The recession is crawling to a resolution and the economy will slowly get back to normal. Most of the executives I know don’t believe it. Employee-focused HR folks are hoping we’ll get back to business as usual on the comp and benefits front. But you might want to run that by your chief financial officer.
We’ve seen it with Haiti. We saw it on the Gulf Coast with Hurricane Katrina, and when floods and wildfires have ravaged other parts of the country. When employees see an organization taking the initiative to help victims of natural disasters or support charities in their own communities, it sends an important message: This is a good place to work because it’s about more than just making a buck.
Although many of the biggest changes in the new health care law won’t take effect until 2014, others kick in this year. These changes mostly affect insurers and the benefits they must offer. It’ll be up to you to understand (and explain) these changes to employees. Among the health insurance changes to expect in 2010:
Question: “I work for a boss who is physically abusive. He’s never touched me, but I’ve seen him snap other female employees with rubber bands, leaving a bruise. He likes to punch the male employees and hit them in the head. He says he’s just “playing around.” “Barbara,” the owner of our small company, works closely with this man and relies on him a lot. However, she has no idea about his abusive behavior. I’ve started documenting his actions, but I don’t know how to tell Barbara. — Fearful
It’s no wonder that some provisions of the recently enacted health care reform law flew under the media radar. After all, it's more than 2,000 pages long. But HR pros need to know about new requirements concerning reporting of employer-provided health benefits, breastfeeding at work and background checks for health care workers.
President Obama’s signing of the controversial Patient Protection and Affordable Care Act on March 23, 2010, marked the finish of a yearlong partisan battle. But for HR professionals, March 23 was a starting line—the beginning of big changes in the way they handle employer-provided health benefits. While many provisions won’t kick in until as late as 2014, some take effect this year. Here's a brief summary of the changes ....
Q. We are in the travel business and our office regularly receives free tickets to sporting events (worth $30 and up). We typically give them to employees who want to use them. Is such a gift ethical?
