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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

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Every type of employee leave is different. Some leave requests involve difficult personal issues, while others can cause workplace morale problems. Plus, every state has different leave laws. What's worse, the costs of employee absenteeism—reflected in lost production, overtime and temporary replacements for the absent worker—can add up quickly. What's the best way to combat the problem?

Don’t be surprised if the new college grads who interview for jobs with your organization this summer tell you they’re looking for an employer that gives back to the community. Employee volunteer programs are morphing from a “nice-to-have” benefit to an expectation among employees and recruits—and it’s happening quickly. Here are five tips for starting a volunteer program:

One side effect of the recession: Cash-strapped employees are eating more fast food, exercising less and ignoring their health, studies show. All the more reason to refocus your wellness efforts. Nine lessons from recent studies:

It seems the recession has taught the nation’s bean counters a few things about what works when it comes to employee retention and satisfaction. In a new survey by Robert Half Management Resources, chief financial officers admit their biggest take-away from the recession is that they need to take better care of their workers.

If current demographic trends continue, employers in the future will have larger minority workforces—and see declining employee participation in retirement benefits plans. According to a recent study by the Employee Benefit Research Institute, only 28% of Hispanic employees and 41% of black workers take part in retirement plans. Use the following four strategies to increase minority employee participation in your retirement plan.

Even during a recession, it’s possible to beef up your benefits. Instead of spending money on new perks, spend some time thinking creatively about the perks you already offer—and present them to employees in a new light. Employees are likely to perceive that you’re adding benefits if you make existing ones more valuable. Here are some ways to get started:

Here’s added incentive to have crystal-clear attendance policies: Employees who are terminated for violating unclear or confusing attendance rules may end up collecting unemployment compensation. Here’s why: In many states, former employees can successfully argue that they were terminated through no fault of their own if they can show that the attendance policy was difficult to understand and comply with.

The new health care law forces most employers to either provide employee insurance or pay a per-employee fine. Although the impact of the reforms is still not clear, more than two-thirds of employers (68%) say they disagree that their organizations would be better off dropping coverage and paying the fine.

The nearly 2,000 employees who participated in Simonton Windows’ wellness program last year had such good results that the company was able to pay for its entire wellness initiative with the money it saved on health care. Simonton President Mark Savan says the program has reaped measurable improvements in employee health screenings for blood pressure, body mass index, smoking and cholesterol.

You have heard all the general advice and theories about getting “a seat at the table.” But what does it take to jump the fence from your administrative role and be seen as a true leader in the company? The HR Specialist newsletter posed the following question to three of the leading HR thought leaders in America today: “What makes an HR professional an indispensable leader in an organization?” Their answers pointed to the following 5 actions:
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