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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Because the impact of domestic violence reaches deeply into a company’s culture, employers should reassess policies and make domestic violence an HR priority. Four sensible practices can help you help employees prevent domestic violence and lessen its impact.

When you fire an employee for misconduct and he proceeds to file an unemployment compensation claim, how does your organization respond? In recent years, record numbers of U.S. employers have challenged those payouts. The rise in challenges can be pegged to more employers citing misconduct as the reason for terminations.

There’s never been a better time to implement a violence prevention plan. Tough economic times sometimes cause people to snap—and they might do so at work. You need a prevention program that starts with employee screening and ends with publicizing your tough anti-violence policy.

The global economic crisis that has forced U.S. employers to slash their salary budgets has not spared HR salaries. A new report says HR pros' base pay and incentive compensation grew more slowly last year. Compensation isn’t expected to rebound in 2009, either. Find out where you stand.

In their efforts to control health care costs, 45% of organizations have consumer-driven health (CDH) plans, up from 37% in 2007. Among them, 16% offer CDH programs to employees as their only option for a health plan ...

Don’t waste your time and money offering benefits no one cares about. Review all your coverages. Conduct eligibility audits. Those are just some of the tips comp and benefits expert Gary Kushner has for HR pros eager to maximize the value and reduce the costs of the benefits they provide.

Employees of Moffitt Cancer Center in Tampa rely on the organization’s backup dependent care program to step in when their regular arrangements fall through—even if the dependent is not an employee’s child.

Q. What kinds of information and documents should we keep in our personnel files?

A. You should include pretty much all documentation concerning an employee’s history with the company—attendance, pay history, job history, discipline and evaluations—except medical documentation and, perhaps, protected activity information concerning matters such as discrimination and harassment complaints.

Sometimes, employees suggest telecommuting as an accommodation if they have temporary disabilities. Telecommuting may be possible for some kinds of jobs. But in other cases, the job itself may make telecommuting impossible.

Q. Our company offers a health insurance opt-out incentive, paying employees $400 a month if they use their spouses’ insurance plans. We now have an employee going out on FMLA maternity leave. Do we have to keep paying her $400 per month?

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