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.
"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."
"As we reach the end of 2013, we take a look back at some of your favorite articles. Here’s a list of the top 5 posts on the Compensation & Benefits Daily Advisor website this year."
"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.
"In yesterday’s Advisor, Attorney Susan Schoenfeld offered tips for complying with the new affirmative action requirements for veterans. Today, the rest of the story, plus an introduction to the all-things-compensation- website, Compensation.BLR.com®."
Here are some of the other important changes included in the final affirmative action rule:
The incorporation of specific EO Clause language in subcontracts. In order to incorporate the equal opportunity (EO) clause by reference in subcontracts, contractors must include specific language spelled out in the new regulations. This language notifies subcontractors of their responsibilities and includes a reference to “veteran status.” The reference to veteran status must also be included in the EO clause when listing vacant positions.
"Happy Veterans Day to all our readers. Here’s a summary at the U.S. Department of Labor’s Office of Federal Contract Compliance Programs’ (OFCCP) new affirmative action requirements for veterans."
Last August, the OFCCP announced a final rule that makes significant changes to the regulations implementing the Vietnam Era Veterans’ Readjustment Assistance Act, or VEVRAA. VEVRAA prohibits employment discrimination against specified categories of veterans by federal government contractors and subcontractors.
"Yesterday’s Advisor offered examples of how to calculate the “regular rate” of pay for overtime purposes. Today, examples of shift differentials and multiple rates of pay, plus an introduction to BLR’s popular and practical wage and hour guide."
Example #3—Shift Differentials
[ Go here for examples 1 and 2]
Employers must include shift differential pay when determining an employee’s regular rate of pay. Here’s an example:
"Yesterday’s Advisor featured BLR Senior Legal Editor and affirmative action expert Susan Schoenfeld’s practical summary of the new affirmative action requirements for people with disabilities. Today, more requirements, plus an introduction to the all-things-compensation-in-one-place website, Compensation.BLR.com."
In addition to the major changes discussed in yesterday’s Advisor, there are several other important changes that are included in the final Section 503 rule, says Schoenfeld.
The definition of “disability” has been revised, pursuant to the ADA Amendments Act (ADAAA) of 2008.
"The U.S. Department of Labor’s Office of Federal Contract Compliance Programs–OFCCP—has announced new regs that require significant new efforts related to hiring individuals with disabilities, including a 7% utilization goal, self-identification, and a new utilization analysis."
The changes are to the regulations implementing Section 503 of the Rehabilitation Act of 1973, which prohibits employment discrimination against individuals with disabilities.
BLR Senior Legal Editor and affirmative action expert Susan Schoenfeld explains how the new regulations will impact government contractors.