Practical HR Tips, News & Advice. Updated Daily.
Human resource professionals know the benefits of offering relevant and effective health and wellness benefits to their employees, but keeping employees engaged with them can often feel like a full-time job.
As companies consider offering student loan assistance to entice Millennial job seekers, they may want to consider that the newest generation entering the workforce probably won’t find the benefit as attractive—or necessary.
A group of best-performing companies has achieved a $2,251 per employee per year (PEPY) healthcare cost advantage over the national average in 2017 ($9,950 compared with $12,201), according to global advisory, broking, and solutions company Willis Towers Watson’s 22nd annual Best Practices in Health Care Employer Survey.
A new survey confirms there are major changes afoot in severance and separation benefits that will dramatically impact employer brand and talent management.
With concerns mounting that employees aren’t saving enough for retirement, U.S. employers are making significant enhancements to their defined contribution (DC) plans, now considered the main retirement savings vehicle for most working Americans, according to a survey by Willis Towers Watson, a global advisory, broking, and solutions company.
Although the prevalence of drug and alcohol addiction among Americans has been no secret, the rapid ascent of the opioid epidemic in recent years has thrust the issue of substance abuse back into the public eye.
Offering work perks is a great way to attract and retain top talent, but what types of perks are favored most by employees?
Winnebago County, Illinois recently attempted to avoid a claim for accrued but unpaid vacation pay under the Illinois Wage Payment and Collection Act (IWPCA) by invoking the 1-year statute of limitations in the Illinois Local Governmental and Governmental Employees Tort Immunity Act. Read on to learn whether the Tort Immunity Act gives a break to […]
Applying the escalator principle is reasonably simple when job advancement is strictly a matter of seniority. But how is it applied when advancement depends on additional training and passing qualifying tests?
In part one of this article, we covered the roles and responsibilities of a plan fiduciary and evaluated the new U.S. Department of Labor (DOL) fiduciary rule’s impact, even though full implementation has been delayed—extended to July 1, 2019. In this article, we’ll cover the exception to the fiduciary rule, as well as some steps […]