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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Congress is considering legislation that would require employers with 15 or more workers to provide seven days of paid sick leave per employee per year, an expansion of the FMLA that a coalition of HR and business groups immediately decried.

Surveys of U.S. workers consistently show that employees want more than a paycheck from their jobs—they want to feel safe, secure and appreciated at work. Here are eight guidelines for recognizing and rewarding employees, according to an Adecco management report.

The new economic stimulus law almost doubles the amounts employees may receive for some tax-free transportation benefits. Initially, employees were eligible to receive transit passes and van pooling benefits valued up to $120 per month for 2009 without owing any federal income tax. The new law increases the monthly tax-free benefit to $230.

Nearly a third of HR professionals plan to alter their total rewards programs with generational preferences in mind, according to the new Top Five Total Rewards Priorities survey. That figure is likely to increase significantly in the future because the workforce is becoming more multigenerational—especially as older workers remain longer to rebuild their nest eggs.

Base compensation and incentives for HR professionals took a hit last year, according to a new SHRM report, and they aren’t likely to recover anytime soon. The one bright spot, ironically, is pay for compensation and benefits specialists.

At PCL Construction in Denver, employees decide which wellness programs the organization will offer. Employee-run wellness committees at each corporate location focus on physical, financial and community wellness, as well as team building.

Q. One of our employees who is receiving workers’ compensation benefits and receiving treatment for a work-related accident already changed his primary care doctor once. He now wants to change to an orthopedic physician. Is he entitled to another physician in a different medical specialty?

Q. We need to temporarily lay off some employees. It will be hard for them to make it on the amount of unemployment benefits. Can we supplement their unemployment benefits without interfering with the unemployment benefits?

What should you do if you learn that an employee who is out on FMLA leave will not be able to return when her 12 weeks of unpaid leave are up? If you are absolutely sure that she can’t claim she is disabled under the ADA, you can terminate her. But you still must continue providing any benefits she was receiving while on FMLA leave, such as medical premium payments.

Q. If we have a Supplemental Unemployment Pay Plan to supplement unemployment benefits, do the company and the employee have to pay FICA and FUTA taxes on the supplemental pay?

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