Benefit advisers and employers should follow these suggestions from Mercer on ways to make open enrollment 2015 successful for companies and employers alike.
Released this week, the Equal Employment Opportunity Commissions new enforcement guidance on how employers are to accommodate their pregnant workforce is creating mixed emotions from legal experts in the employment space.
Commentary: Too often wellness programs are started as just another way to reduce heath care costs. Certainly, this is a terrific outcome that good wellness programs will help deliver. However, this focus not only sells the wellness program short, but it also misses the soul of the program.
Travel agent. Meter reader. Newspaper reporter. Theyre all among CareerCasts 2014 list of the 10 most endangered jobs, with the hiring outlook for mail carriers taking the biggest hit with a projected 28% hiring decrease by 2020. Job-seekers, broaden your horizons. View CareerCast's full report at http://www.careercast.com/jobs-rated/most-endangered-jobs-2014
Ann Mond Johnson, chairman of the board of managers at ConnectedHealth, a private health care exchange, discusses two components of health care consumerism -- choice and transparency -- and how benefit managers can foster better health care consumerism among employees.
Workforce science uses data gleaned from a number of sources pre-employment personality assessments, employer data (everything from how long a persons been in the job to how many vacation days theyve taken to where theyre located and who their manager is) and publicly available macroeconomic data from government agencies such as the Bureau of Labor Statistics to help determine which applicants are more likely to stay on the job, which in turn lowers attrition and recruiting costs.
For the first time, the Supreme Court has ruled that the Religious Freedom Restoration Act covers corporations. But, employers will still have to review the possible application of any state laws that might require contraception coverage despite the holding in Hobby Lobby.
Despite an improving economy, American employers continue to be cautious with pay increases for employees.
Sens. Patty Murray (D-Wash.) and Mark Udall (D-Colo.) on Tuesday introduced new legislation to counter the debated Supreme Court Hobby Lobby decision, which favored religious exemptions to certain contraception methods.
More than two-thirds of state and local public employees feel confident that they will have enough money to live comfortably in retirement.
Employers are spending more money to keep their employees healthy, even if it means sacrificing other benefits.
Data analytics offers companies a better way to recruit employees and identify those who are most likely to stay. But are employers embracing it?
Earlier this week, the Supreme Court ruled that, as applied to closely held corporations, Obamacares contraception mandate requiring employers to provide workers with no-cost access to contraception violates the Religious Freedom Restoration Act. Reaction to the case, Burwell v. Hobby Lobby Stores, Inc., was swift, although most legal experts believe it is not likely to have broad implications for the majority of employer-sponsored health care plans.
With the employer mandate just around the corner, small- and medium-sized businesses are beginning to consider so-called "skinny" health plans to provide basic coverage and avoid major penalties.
In a major 5-4 ruling on religious freedom, the Supreme Court of the United States Monday ruled that religious rights of two Christian company owners trumped the rights of its employees to receive full contraceptive coverage promised by mandates in the Affordable Care Act.