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
One of The Scooter Store’s six core ideologies, along with “focus on the customer” and “achieve financial success,” is “have fun.” To that end, the New Braunfels, Texas-based supplier of scooters and power chairs employs a VP of Celebration and schedules dozens of celebrations every year.
It’s true that the ADA and FMLA require you to accommodate employees with medical ailments—even employees recovering from alcoholism. But take note: You certainly can enforce a zero-tolerance policy that forbids employees to work while under the influence of alcohol. Employers have every right to expect workers to show up sober in the morning. Being an alcoholic is no excuse.
While 30% of nearly 600 employers surveyed by Towers Watson report that employees are less engaged in the organization than before the financial crisis, another 28% of employers believe employee engagement has actually risen during the recession.
In recent years, employees have begun filing more and more “caregiver” or “family responsibility” discrimination lawsuits. No federal or Minnesota law specifically addresses discrimination against caregivers. However, treating employees with caregiving responsibilities differently than other employees may violate various employment laws, including Title VII of the Civil Rights Act of 1964, the ADA, the FMLA and the Minnesota Human Rights Act.
Employees who are forced to work in an unsafe or unhealthy environment may be able to collect unemployment benefits. But some employees seem to think that any work-related problems can justify quitting and then getting unemployment. That’s simply not true.
One of the best ways to guarantee an employee will get her FMLA case in front of a jury is for her boss to mention her use of FMLA leave while discussing termination. The best idea: Have someone neutral from HR deliver the news that the employee is being let go.