Employers across the country are revisiting their health care cost structures due to the Affordable Care Act. Being able to stave off annual increases in employee health costs, as well as promoting healthy cultures in the workplace, seem to be where HR and benefit plan sponsors at the best performing companies (in terms of managing their health care costs) are focusing their time. Click here to find out their 5 core areas of focus in 2014.
Employees need disability insurance and most employers are offering a group solution. But what can be done to enhance employees adoption of their available coverage?
The move to a private exchange could be difficult for employees who generally are not accustomed to making benefits plan decisions for themselves, or who balk at the potential of an increased out-of-pocket burden. Its incumbent upon employers to guide them through the transition to help them accept the idea that having more power and choice is a good trade-off to taking on more risk.
Time and money have gone into hiring the perfect employee for your business, but you may be missing the clues that they are looking for new opportunities. Mindflash notes several signs that might be noticeable at first, although its imperative not to miss them, because even if they're looking around, it's not a sure thing that they're ready to leave you just yet. Talking to your employee before the decision is made can give you a higher advantage of retention.
TopTenOnlineColleges.org shows which capabilities employers will find most valuable by 2020.
The statistics on type 2 diabetes are staggering but the condition that precedes it presents a window of opportunity for employers to have a real, positive impact on employee health.
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.
Despite an improving economy, American employers continue to be cautious with pay increases for employees.
Many job seekers view seasonal retail positions as commodity jobs they dont necessarily care where they work because its short-term and the pay is similar wherever they go. For employers, that means they can encounter difficulty finding the best talent.
A recent technical release issued by the U.S. Department of Labor imposes severe dollar limits on employers wanting to make pre-tax contributions to the medical flexible spending accounts for eligible employees.
Over the next decade, the number of cancer survivors is expected to increase by 30%, and improvements in both detection and treatment have led cancer to become, in some cases, more of a chronic condition than a terminal illness.
Employers are spending more money to keep their employees healthy, even if it means sacrificing other benefits.
The Equal Employment Opportunity Commissions vigorous zeal for employer compliance with the Americans with Disability Act is not showing any signs of letting up. As a result, legal advisers in the labor and employment field recommend that employers of all sizes conduct a thorough review of their policies and accommodations.
Garrett Fenton, an employee benefits specialist with D.C.-based legal firm Miller & Chevalier, says that the time is right for employers to double down and get their paperwork processed in anticipation of 2015s employer mandate for the Affordable Care Act.
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.