Employees may think that they can’t afford a big policy, but it’s often a good idea to join the plan at the lowest level and cost, even if the policy is not large, says consultant Mike Miles. That gets your foot in the door and often ensures that you can “buy up” in the future on a guaranteed issue basis should something happen that would make you uninsurable.
Category Archives: Benefits
Benefit planning inevitably involves tradeoffs between an ideal package and one that will maximize the desired impact at a price that can be afforded. These articles will provide how to information on managing the wide variety of benefits including health care, life, and disability insurance, and retirement benefits.
"Yesterday’s Advisor offered consultant Mike Miles’ take on the advantages of offering voluntary benefits to employees. Today, more on benefits, plus an introduction to the all-things-compensation-in-one-place website, Compensation.BLR.com."
"While some scoff at voluntary benefits as “garbage benefits that never pay,” such benefits may be very attractive to employees and may help employees cope with changes to their benefits packages brought on by the Affordable Care Act, says consultant Mike Miles."
"In yesterday’s Advisor, attorney Julie Athey said retroactive designation of Family and Medical Leave could be dangerous. Today, she offers three scenarios to help HR managers understand the possible pitfalls, plus we announce a timely webinar on leave management and PTO."
When you find out about a possible FMLA qualifying leave after it has started, how far back can you go to retroactively designate the leave? Athey, an attorney with The Robert E. Miller Group in Kansas City, Missouri, was joined by a colleague, consultant Kristi McKinzey, in a recent webinar sponsored by BLR/HRHero. Athey offers three retroactive designation scenarios:
"The underlying assumption for Family and Medical Leave (FMLA) is that it is generally in your interest to capture all absences that are FMLA‐related, says consultant Kristi McKinzey, PHR. She offers four common hazards employers face when they don’t track all absences."
Mckinzey, a consultant with The Robert E. Miller Group in Kansas City, Missouri, was joined by a colleague, attorney Julie Athey, in a recent webinar sponsored by BLR/HRHero.
Hazard # 1: Counting Against Attendance Policy
If you had reason to know an absence was due to an FMLA‐qualifying reason, you can’t count the absence against employees under your attendance policy even if it was never designated as FMLA and even if HR never knew about it—but the supervisor did.
"Yesterday’s Advisor featured Attorney Ashley Gillihan’s definitions of terms of art in the Patient Protection and Affordable Care Act (ACA). Today, he offers the pros and cons of dropping/maintaining coverage, plus we introduce a timely webcast on the tricky territory of payroll deductions."
"The Patient Protection and Affordable Care Act’s (ACA) “pay or play” provision is jam-packed with terms of art, says attorney Ashley Gillihan. He clarifies “applicable large employer,” “full time,” and “hours of service” for starters."
Employer shared responsibility or “play or pay” provisions (aka 4980H) of the ACA are effective January 1, 2014; however, no penalties will be assessed until 2015. Nevertheless, says Gillihan, your planning must be ongoing now if you plan to use a 12-month measurement period—that period has already started.
"Yesterday’s Advisor featured consultant Karl Ahlrichs on a wellness program that grabbed the interest of 93 percent of employees and spouses. Today, more of his wellness wisdom, plus an introduction to the all-things-compensation-in-one-place website, Compensation.BLR.com®."
How Big Is the Number?
Most HR managers underestimate the full costs of employee health (or lack thereof), says Ahlrichs. He refers to a study involving auto manufacturers and 171,250 employees.
"Recruiting, retention, and engagement—challenges for every employer. What are your competitors doing to retain their workers (and attract yours)? How are they finding the workers they need? Help us find out!"
Please participate in our brief survey and see how what you are doing stacks up against what other successful companies are doing.
We’ll get answers to these questions and more:
- What sources yield the best candidates?
- How is online recruiting working out?
- Which recruiting software works best?
- How much are you willing to negotiate salary and benefits?
- What special steps are you taking to retain your best employees?
- And much more