Employee Benefits Program — Page 3
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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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Rival recreational vehicle makers Forest River Inc. and Thor Indus­­tries can agree on one thing: Busi­­nesses need to be there for their employees during times of need. So the two largest employers in Elkhart, Ind., have joined forces to create and jointly fund the Forest River/Thor Community Foundation, which will provide grants of up to $20,000 to employees of either company during emergencies.

The percentage of workers participating in an employment-based retirement plan increased in 2013 for the first time since 2010, according to a new report by the nonpartisan Employee Benefit Research Institute.

HR Law 101: The Health Insurance Portability and Accountability Act (HIPAA) of 1996 made changes to three areas of the continuing-coverage rules that apply to group health plans under COBRA ...

Employers on the fence about whether to offer health benefits to employees in 2015 have some important decisions to make this month. That’s because open enrollment on the Affordable Care Act health insurance exchanges begins Nov. 15.
As you prepare for the upcoming open enrollment season for health benefits, pass along these tips to help employees make smart choices.
Q. A 26-year-old employee has terminal cancer and can’t work any longer. Our company is small and doesn’t offer health insurance, and she is not covered on an individual policy. Is it a correct protocol to lay off this employee so she can receive unemployment and other benefits, such as Medicaid?
Q. An employee failed to participate in open enrollment, thereby losing her insurance coverage. Can she resign and be immediately rehired to enroll in our medical plan as a new hire?
There are many reasons why em­­ployers offer workplace wellness programs, including to combat obesity and the rapidly increasing costs of medical care and health insurance, writes Napala Pratini.
A downward trend for bonuses that began with the 2009 recession has been reversed. Part of the reason: Employers may be substituting bonuses for traditional merit raises.
Coffee giant Starbucks has a new plan to retain smart, ambitious workers: It’s going to reimburse tuition and offer financial aid for employees who take online college courses offered by Arizona State University.
57% of employers provide some kind of financial education to their employees. Here’s where those programs focus.
Employees are more satisfied with their company-sponsored retirement benefits than they were five years ago, but satisfaction with health care benefits, especially the cost of medical benefits, has declined, according to a new survey by the Towers Watson consulting firm.
U.S. workers value health care and medical benefits above all other workplace perks. A new SHRM poll found these benefits were rated most important.
Are some of your benefits—such as bonuses or other merit payments at retirement or departure—contingent on complying with a covenant-not-to-complete? Chances are the benefits plan administrator—not a federal court—will be interpreting the terms.
Employees know they should save for retirement. Nevertheless, the percentage of employees with less than $1,000 socked away has risen substantially since the economic collapse of 2008.
Americans are more confident that they’ll be able to retire comfortably than they have been in years, but their confidence may be based on little more than wishful thinking. That’s one way to read the results of the Employee Benefit Research Institute’s 24th annual Retirement Confidence Survey.
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.
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