Thirty percent of employees say they were ineffective for at least one week due to job-related stress, while two-thirds of U.S. workers reported extremely high stress levels, including fatigue and feeling a ‘loss of control.'Read More
The recently elected officials are Coretha M. Rushing of Equifax Inc., Brian D. Silva of Fresenius Medical Care and José Tomas of Burger King Corp.Read More
Amid steadily rising costs, employers, especially larger organizations, continue to take action to try to hold down cost increases to more manageable levels, according to the Mercer survey.Read More
The new directive states that all residential construction industry employers must protect their workers who are engaged in work at six feet or more above lower levels by conventional fall protection systems or by other fall protection measures. Read More
As was the case in the prior fiscal year, the Pension Benefit Guaranty Fund did not incur any multibillion-dollar losses in fiscal 2011.Read More
Nearly 96 percent of participants enrolled in target-date funds in 2007 were still using them in 2009. And because more target-date fund products are in the marketplace, expenses are dropping. Despite their popularity and lower prices, target-date funds have their critics.
Target-date funds employ a mix of stocks and bonds that are put on a set glide path.Read More
As part of an expansion, our company plans to shift the human resources and finance departments to different floors, away from the business. We're not changing our HR focus or team structure, but I'm worried we'll lose the tight interaction HR has with business units. Another concern: if HR becomes a destination, instead of a quick Q&A in the hallway, employees and managers may feel less comfortable approaching us. How do we sustain our collaborative culture during this transition?
Worker and employer contributions to a 401(k) plan are capped at $49,000 or 100 percent of a worker's pay, whichever is lower, under the current federal tax code.Read More
According to background information issued by the EEOC last year, the proposed rule emphasizes the need 'for an individualized, case-by-case approach to determining whether an employment practice is based on reasonable factors other than age.'