Consider whether your travel policy supports your company’s objectives.
You could be in violation of ERISA without even knowing it. Your severance plan may qualify as an employee benefit plan-and as such would be subject to the Employee Retirement Income Security Act of 1974 (ERISA).
It’s not enough to skim over the Family and Medical Leave Act anymore. Unless employers maintain a careful balance between the letter of the law and its many implications, they leave the door wide open to misunderstandings-and abuse.
Costs associated with complicated births compose the largest single component of employers’ health-care expenses. Prenatal work-site programs that educate employees and assess their risks can save considerable money.
As companies begin to comply with the Family and Medical Leave Act, they have yet to discover what effect it will have on them. Some companies that have had experience with leave offer some insight.
After studying three years’ worth of medical claims, Sony embarked on an Employee Wellness Campaign designed to raise the health-consciousness of employees. The company also has introduced a PPO option to the employee health plan.