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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Two-thirds of small business owners polled say they offer health insurance to their employees. However, size matters—the more employees, the more likely they receive health benefits.
Q. In the wake of United States v. Windsor, we have extended a number of our employee benefits to same-sex married couples. Can you provide any guidance on the proper treatment of flexible spending account (FSA) expenses and health savings account (HSA) and dependent care assistance program (DCAP) contribution limits for same-sex married couples?
Only about 20% of managed 401(k) funds deliver better returns that those that are simply indexed to broader market performance, according to research conducted by the Vanguard mutual fund investment company.
Most employers plan to continue sponsoring health benefits for their employees, but will change the way those benefits are managed and delivered in the coming years. New research finds that traditional models for providing employer-sponsored health benefits will continue, while private insurance exchanges are emerging as corporate America’s new favored way to provide coverage.
The news is full of reports on the premiums being paid for health coverage acquired through the Affordable Care Act’s insurance exchanges. Depending on the political spin, they’re either onerously expensive or ridiculously cheap. Could the truth be somewhere in the middle?
The cost of providing employer-sponsored health care benefits is expected to increase 4.4% this year, a slight uptick from 2013, when cost increases fell to a 15-year low, according to an annual survey by Towers Watson and the National Business Group on Health, an association of large employers.
Incentives such as prizes or lower premiums aren’t the main motivators driving participation in employer-sponsored wellness programs. In fact, most employees just want better health.
The Philadelphia Catholic Archdiocese has frozen a defined-benefit pension plan for its 8,500 parochial school teachers and support staff. The move comes as the archdiocese wrestles with a $150 million pension deficit.
Here’s good news to pass along to younger workers in your organization: It is possible to fund a comfortable retirement—if you start contributing to your 401(k) now and commit to doing so throughout your career.
Employer-sponsored group health plans cannot impose waiting periods that exceed 90 days after an employee is otherwise eligible for insurance coverage under a final Affordable Care Act rule issued Feb. 20 by the Obama administration.