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Health insurance is often the biggest-ticket item in any company’s benefits package, and the cost of health insurance rises on average each year , historically. Companies spend a lot of money, time and effort to make their benefits competitive and provide quality group health insurance plans to employees.
Moving beyond standard To really get ahead, companies should consider a shift from only offering the most common benefits – or, at minimum, what’s legally required. Certain benefits are now viewed by prospective employees as standard, meaning that: They assume your company offers them, because they are, in some cases, legally required.
In this article, we will: Provide links to federal guidelines on the topic Consider possible pros and cons of requiring vaccines for employees Outline four common approaches Explore exceptions employees may seek to vaccination mandates Identify five potential legal issues related to the topic. Incentivizing vaccines.
Essential elements of the return-to-work process: Communicate the process and all expectations in writing to the employee at a designated time before they’re expected to return. Ensure compliance with all relevant HR documentation and legal requirements. However, the return-to-work process certainly could be its own policy.
If your military employee deploys for weeks or even months, your company is legally required to hold their job for them for the duration of the deployment. Communicate this to the rest of the team to avoid any misunderstandings or resentment stemming from lack of knowledge. Communicate about deployment and return dates.
Everyone wants less expensive benefits and insurance (and without having to scale back on coverage). No matter what, you must commit to open communication , transparency and active listening with employees. Employers may tend to focus mainly on hard costs when evaluating business efficiencies and savings.
Their benefits include: Healthier employees, which can help companies contain health insurance costs Less absenteeism and, therefore, greater productivity Higher morale A sense among employees that their employer cares about them in a holistic manner – beyond their functional role at work – which can strengthen loyalty and improve retention.
The legal liability for data breaches and failure to comply with data privacy laws can incur prohibitive costs, including fines and penalties. Communicate the company’s data security policy across the organization. Contact your company’s insurance provider, if you have cyber liability Insurance.
However, when your employees are operating a company fleet vehicle or driving on official business, that assumption can open the door to potential safety incidents and legal liability. As times and laws change, you must update your policy to weigh in on the use of substances that may now be legal.). Company cars or personal vehicles.
Long ago, child labor was common and legal. At the turn of the last century, workers had few legal protections from wage theft or unsafe working conditions. Some states have legalized only medical use, while others have decriminalized or legalized recreational use. gathered for insurance purposes, for example.
The upside of a severance package is that it affords your organization some legal protections. Work with your legal representatives to ensure your severance agreement language is in full compliance with the states where you operate and where your employees work. The reason to not offer severance pay is usually financial.
Health insurance Health insurance aims to assist employees with the costs of obtaining medical care. Optional dental and vision care are usually offered alongside health insurance for an added fee.) To confirm your company’s legal obligations for these types of insurance, check the laws in your particular state.
When and how should you communicate with them? Here are some guidelines for effective communication with employees on leave to sustain your relationship and maintain a good employee experience. There are no legal requirements to keep in touch with workers while they’re out on leave. Some ways to do this include: 1.
For instance: Relationship and marriage issues Parenting and family issues Grief resulting from the loss of a loved one Stress management Emotional distress or trauma Financial issues Legal issues Wellness and nutrition Workplace changes Substance abuse. Communicating with your staff about an employee assistance program.
A history of working in these various legal and regulatory environments is ideal. How do you communicate with your clients? Do you carry employment practices liability insurance (EPLI)? Is the plan fully insured, or self-funded? If it isn’t, the PEO may not be able to provide insurance to employees in that state.
You’ll also need to factor in workers’ compensation , should an on-the-job injury occur, or unemployment insurance, if you have to lay off employees. To learn more about the legal considerations of hiring part-time employees compared to full-time employees, download our free e-book, Employment Law: Are you putting your business at risk?
While the rules vary from state to state, there’s one consistent underlying theme: To qualify for unemployment insurance, employees must have lost their jobs through no fault of their own. Unemployment claims chip away at your bottom line — racking up charges to your unemployment insurance account and increasing your tax rate. (An
You also need to track voluntary deductions like health insurance and 401(k) contributions, prepare and file quarterly reports, and process w-2s at the end of the year. It’s crucial to stay on top of what it takes to stay in compliance to reduce legal liability. Costs associated with inefficiency. Stymied growth.
In some cases, they opt to organize family meetings in which everyone can be clear about responsibilities such as who will oversee health and legal decisions for parents, parental wishes for living arrangements, their available resources including various types of insurance, and how inheritances will be apportioned.
Legal Guide for Starting & Running a Small Business (18th ed.) By Stephen Fishman Publisher: Nolo This new edition, updated to reflect recent changes to the law, now includes some best practices for how to run your business and handle legal issues relating to insurance, employees and more. The P.A.I.D.
Pave the way for a sturdy, comprehensive and legally sound employee handbook that fits your organization’s needs by including these six essential documents. Communications Policy. With more ways than ever to communicate – written letters, text messages, emails, instant messages, social media sites, etc. Code of Conduct.
Professional expenses such as licensing fees, insurance, and membership dues can add up fast. You’ll also need to buy computers, printers, phones, a scanner, dictation recorders, legal software, and client relationship management software. 3: Outsourcing client communication Don’t need (or want) a full-time receptionist just yet?
HR service providers will have well-crafted, legally tested policy recommendations that can be customized for your business. Improving legal compliance and risk management Small business owners have a lot of things to worry about, and staying on top of changing employment laws may not always make it to the top of the list.
A history of working in these various legal and regulatory environments is ideal. How do you communicate with your clients? Do you carry employment practices liability insurance (EPLI)? Is the plan fully insured, or self-funded? If it isn’t, the PEO may not be able to provide insurance to employees in that state.
In Pennsylvania, a group of insurance brokers from B.G. Balmer & Company resigned on the same day in 2003 to start working for another insurance provider – taking about 20 clients along with them. Remember the group of insurance brokers that left Balmer all at once for a competitor in 2003? Legal help.
Failure to follow this step may lead to a data disclosure and legal action. Obtain cybersecurity insurance to mitigate the effects of a cyberattack on your company. Because of this, companies rely heavily on the software, platforms and systems that enable working from home and communicating online. now telecommute from home.
Small businesses generate less revenue for benefit providers, such as health insurance and retirement services. As a PEO client, you’re no longer solely responsible for employee-related legal issues. And as a client, your business is covered by the PEO’s workers compensation insurance or liability insurance if a foul up should occur.
Some industries, such as legal, insurance, and financial services, have been slower to adapt to remote work, though, often citing concerns around IT security and other issues, pointed out Askins. One of the challenges I’m seeing with the younger workforce is uncertainty around communication norms,” she said.
Because freelancers work with multiple clients, they have to be skilled communicators—whether they’re meeting in person, discussing a project over the phone or clarifying expectations via email. This requires the ability to break down projects into smaller tasks, track a project’s progress and meet deadlines.
Professional employee handbooks and internal employee communications. A poorly compiled and/or incomplete handbook is not only unprofessional, it can create legal liabilities as well. A co-employer helps monitor compliance and frees business owners from constant vigilance. Workers’ compensation management.
The platform “designates a nurturing relationship that may be biological but is more often what we call a ‘fictive kinship,’ emotionally significant bonds not based on blood or legal ties,” Kenney says. Utilizing established technologies simplifies communication and makes everyone one feel included,” she says. as a for-profit company.
One advantage of BetterHelp is that because the service does not bill insurance, there is no need for clinicians to provide a diagnosis and target therapy to fit the “medical necessity” requirements imposed by third-party payers. Clinical data on the effectiveness of BetterHelp treatment is scant.
How to offer: Many project management and communication tools like Slack , Trello , and Zoom can help facilitate flexible work arrangements. Health Insurance Health benefits are offered by 58% of companies, making them the most common perk. How to offer: There are many health insurance providers in India.
Some common examples of employment benefits include employee health insurance, paid time off, and employee wellness programs. employee health insurance is a key part of most employee benefits packages, while in France, many employees receive restaurant vouchers for each workday. For example, in the U.S.,
Highlights Meaning of employee benefits Imoprtance of employee benefits Types of employee benefits Legally mandatory benefits Popular employee benefits Creative and budget-friendly benefit ideas What Are Employee Benefits? Complying with these regulations is essential to avoid legal issues. Jamie Dimon, CEO of JPMorgan Chase.
Guardianship and the legal system stole her from me. But before long, her insurance announced they wouldn’t cover it (my mother “didn’t meet the criteria”), and so I went home and—following the hospital’s guidelines—secured the windows, the doors, the fridge. What a joke the legal system is. Consider my mother’s story.
A severance package includes a sum of money, continuation of insurance benefits, unused vacation time or sick days, stock options, assistance in pension plans and finding a new job, etc. Similarly, companies are not legally entitled to offer severance money if they give prior notice of 60 days or more. Consult a lawyer if you need so.
Check out our Finance Hub for useful tips on communication, growth and more year round! If someone takes out a loan on your behalf, but it’s in their name, you are not legally liable for the debt. If you are legally liable, the interest is tax-deductible. Premiums paid for business insurance are deductible.
Instead of email confirmation, opt for a phone call as they are more personal and offer better communication. Set an appointment before joining and getting done with all the essential office legal work and creating office credentials and IDs. There needs to be proper planning to hand out offers and intimating start dates for new hires.
Business Unusual: Hiring & Team Cohesion Diving deeper into staff augmentation, outsourcing, and working with freelancers, Ruby’s Director of Strategic Communications, Katie Hurst, continues her interview with Damien Filiatrault, Founder and CEO of Scalable Path. If you’re a, we have clients who sell insurance.
If you picked up the phone right now and called your internet service provider, your insurance company, or even your local franchise gym, you won’t reach a voicemail. However, for those in the legal, medical, and home service industries, calls can—and often do—come in at any time of the day or night.
I was asked to share my binder with the legal secretaries in my division in our Chicago and Washington, D.C. I’m going to suggest that each secretary in the legal and governance division prepare a similar desk reference manual for their positions.’ ‘The A few initiatives were developed out of the creation of this guide.
Safety Needs – Retirement plans, sick leaves, health and wellness programs, insurance plans, job security. Social Needs – Teamwork, group projects, social gatherings to encourage communication among employees. Communicate and then communicate some more. Use feedback and appraisal programs to recognise them.
A furlough is a temporary layoff — affected employees are still legally employed by their company, but can neither work nor earn money. When you really know your employees as people, rather than merely workers, you know what they value and what style of communication resonates best.
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