More employees are asking for personal guidance in choosing their benefits than ever before.
Only savvy employers with a commitment to thoughtful, clear and open communication will be able to launch and maintain a successful wellness program.
Workers are stashing away cash. It just may not be enough to feather the nest egg for long once they retire.
With health care and retirement taking priority in company benefit budgets, group life and disability plans are slowly shrinking from employer offerings.
If you legitimately cannot make an accommodation that meets the employee’s limitations, then the employee is not “qualified” under the ADA, and therefore unprotected by that law.
If unhealthy employees are bad for business, then I think it’s fair to argue an executive who plays ‘body police’ and essentially bullies employees into participating in a wellness program is bad for business, too.
Don’t take appearance into account when making employment decisions. Hiring and firing should be image-blind, performance-only decisions.
Don’t shred your settlement and severance agreements just yet. Modify your agreements to bolster and clarify the protected-activity carve-out.
Good or bad, the ACA provides employers with a once-in-a-lifetime opportunity to examine the role of benefits in attracting and keeping the employees.
Moving to a PTO system has many advantages, including: reducing unscheduled absences and making an employer more attractive for recruiting.