Archive for the ‘Employee Benefits’ Category
Student debt creates challenges for persons in the workforce. Employees saddled by debt may change positions often, looking for better pay. The firms leading the pack incentivize recruitment packages inclusive of loan assistance and student-debt payback programs. Past and present debt assistance helps firms attract and keep top-level staff.
Top companies like Pricewaterhouse Cooper, Starbucks, Walmart, Taco Bell and Geico are pioneers for today’s education benefits. These organizations include attractive loan reimbursement programs for staff. Professional help with accounts, creating payment plans and helping employees overcome debt. Zoe Weintraub with Guild Education says attracting fresh graduates is vital for growth. With college debt removed from the picture, employees can better focus on the job at hand.
Weintraub says employees feeling catered to are 70% more effective than coworkers. Employees want their debts under control, and the option to pursue more education. Competition is strong for the best graduates, and graduates know it. Technology moves fast, industries across the board change rapidly. Fresh talent helps firms stay current with industry and customer trends. Companies keen on organizing and paying off employee debt have a recruitment advantage.
Happy employees are more likely to remain with the company, reducing turnover. According to Weintraub, the proof for this is in the numbers. Her data supports higher retention levels for employees with employer assistance, with rates as high as 60%. Weintraub has the support of Lance Salman, a lead marketer with Taco Bell claims a 30% increase in employee retention since implementing Taco Bell’s employee benefits program.
Include the Entire Company
Salman said the tactics at Taco Bell included top-down staff integration into the program. Company leaders, supervisors, and junior employees have access to the program. This tactic worked especially well for entry-level employee eager for advancement. Tuition reimbursement helps retain employees while generated educated staff.
With retention covered, companies can focus on generating leads and making sales. Attract and keep the best people with loan payback and tuition assistance programs. Staff with education interests tied into employment have more to gain from long-term retention. Implementing an employee education benefits program is simple and affordable.
Business and insurance topics have an impact on budget, time, and return. Contact an agent for more information on insurance protection. Get the content you want – please send any topic suggestions and requests.
Employees spend a lot of time at the workplace. As an employer, you want them to feel right about their time there. Happiness in the workplace pays dividends. Knowing the current staff wants, needs and concerns can help improve workplace morale and productivity. Each workplace is different. Asking employees key-questions can help gauge employee attitude. To improve the workplace ask employees these five questions:
1. Are they happy?
On a scale of 1-10, how happy is the employee to be with the company? This question can help sound employee attitudes and opinions about the workplace. How employees feel about their environment will impact employee retention and company output. Improve attitudes and improve the bottom line.
2. Is there room for advancement?
Employees who feel as if they cannot grow with a company are more likely to leave. Employee retention is valuable, saving time and money training new staff. Employees with something to work toward are more apt to remain with the company.
3. Are employees feeling acknowledged?
Everyone likes to know they are doing a good job. Recognition and appreciation from peers and management will boost morale and efficiency. Recognizing employee accomplishments will build loyalty and rapport, helping further improve the workplace.
4. If they could change one thing at the company…
As with any question, prepare to receive the answers. Beware: employees may take this opportunity to speak candidly. Poor supervision, unpleasant environment, lacking benefits and other concerns may come to light. It is important to remember employees are merely answering the question. View comments as constructive criticism; a means to improve job satisfaction and productivity.
5. Given 3 words, how would they describe the company?
Limiting employees to 3 words means they must choose their words carefully. This uncovers what employee find most important. With such a small limit on the number of words, employees must be direct in their answer.
Asking these questions will help generate genuine responses. Creating a culture of communication takes time but employers must take the lead. Good communication in the workplace translates to a better work environment, and better business.
Our staff is always looking for insurance topics with the potential to affect personal and business decisions. Have any such topics or information? Please share! Reach out for answers for the most troubling insurance questions.
Employees want more than a job, they want financial security and well-being. Benefits are a big concern for employees and their families. Companies eager to attract the best talent need attractive benefits packages. Today’s workforce faces new challenges requiring modern benefits solutions. Tom Woods, Senior Vice President of Sales at Fidelity Investments says the answers lie in bundled benefits packages.
Student-loan debt is at an all-time high. Employers enter the workforce years behind in debt. Additionally, an increasing number of adults are sacrificing retirement savings to pay their children’s tuition. Retirement is no longer the certainty it once was. Offering benefits programs targeting modern concerns helps employees secure their own financial future. Optional benefits such as debt assistance, loan payback, and retirement are available.
Employees entering the workforce with college loans face huge financial challenges. As a solution, Woods suggests employers offer student-loan administration programs, helping employees budget their savings and payments. Companies can be creative when crafting benefits. Woods says his own company recently added a plan to help pay student debt. Beyond incredible popularity with employees, the package serves as a valuable retention tool as well.
Studies have shown workers value these types of modern programs more than traditional 401k programs. Millennials and Gen-X worry about modern AND future financial obligations. They want to make sure they can plan for comfortable retirement, taking that into account when shopping employers.
Other innovative benefits options include Health Savings Accounts (HSA’s). Fidelity, evaluating their own company, noted significant employee interest in this program. Enrollment is increasing with younger employees at the front. Fidelity also noted increased interest in managed accounts. Woods stated enrollment increased over 13% since 2016. The majority of employees interested in managed accounts were older, with high incomes.
Woods says those who need the benefits most are the ones who aren’t using them. Most employees using money management strategies and financial planning are already secure. They feel comfortable investing their money in the future because they enjoy financial security now. It is the younger, busy employees Woods expressed concern over. Young employees are generally overextended without the time, ability, or desire to plan their financial future.
The modern employee has modern financial needs. Employers who want to offer attractive packages have many things to consider. Woods says focusing on four core employee needs categories can help employers tailor their packages. These four employee needs categories are:
- Health and Safety
- Economic Wellness
- Workplace Fulfillment
- Sense of Productivity
Ultimately, the goal for any benefits program is to maximize value in all four categories. Employees want to feel valued, and they want to know they have a future. Businesses can attract top talent with employee benefits programs offering value and security. Increased employee retention means less time and money spent on training and recruiting. Talk to an expert today to see how benefits can impact your business and your family.
We are always on the lookout! Know about any insurance topics we should write about? Let us know! Feel free to contact us for all your insurance questions.
Skilled employers demand top pay and benefits for their labor. The need to attract the best talent and employees means companies need to offer more than the basics. Companies must offer increasingly higher pay, and more-lucrative benefits to be competitive. This may include any number of additional benefits on top of the mandatory benefits already provided.
This may be working against them.
More job hunters are focusing on benefits now more than ever before. A March 2016 survey by LinkedIn, sampling from over 26,000 members, noted close to 55% more interested in benefits over any other aspect of the job. With so much to gain through employment benefits, more cases of employees abusing them occur. Employers need to watch for warning signs or risk losing millions.
Workers who show more interest in the benefits than the job are less likely to perform well and may be difficult to manage. They may carry or even spread negative attitudes, affecting other workers. Employers need to protect themselves. Here are 3 red flags employees may abuse benefits:
1. They Are Overly-Interested In Benefits
It’s normal for prospects to ask questions about benefits included with the position. It’s not normal to focus solely on that. Benefits are part of a job, along with many other aspects and responsibilities. They should be discussed only after the potential employee demonstrates an interest in the rest of the job. Be aware of any prospects who show unusually high levels of interest in voluntary benefits such as:
- Working from home
- Paid leave
- Overtime compensation
- Vacation time
- Insurance plans and coverage
- Bonuses and incentives
These and other benefits are wonderful ways to attract top-level talent but may also attract scammers. If these topics are an issue during the interview process, that prospect may be a potential benefit abuser. It is important to flush these prospects out before they become employees. A mistake early on can be a costly error later.
Helpful interview questions include:
A: Why are you interested in this position?
B: What are you passionate about in your work?
C: How would you comment on this firm’s operating environment?
D: What improvements would you suggest for the company, if offered the job?
E: How would you combine your unique talents with the colleagues in your department?
What to do: If a candidate is showing too much interest in the benefits, tactfully steer the conversation back to job responsibilities. If the candidate continues to focus on benefits they are likely not prepared for the position, or too interested in the benefits.
2. They Are Not Passionate About The Job
We aren’t always able to spot scammers during the hiring process. Some employees manage to navigate the process without setting off alarms. Others may begin as good employees but lose interest in their position over time.
Enthusiasm as an indicator.
Employees enthusiastic about their position are easy enough to spot. They show passion and energy toward their position and advancement. Enthusiastic employees collaborate, lead projects and mentor colleagues. It’s hard to fake genuine enthusiasm.
Be wary of employees who demonstrate a cursory interest in their jobs. Look for a lack of enthusiasm about business direction and affairs and a focus on benefit-related topics. These employees often operate without much teamwork and do not show initiative.
3. They Do Not Maintain A Job For Long
Employment verification is a useful tool for protecting your company. This can help you determine if a candidate is likely to stay with the company or leave after exhausting the benefits. Individuals more interested in benefits than the job are less likely to remain in a position for very long. Employees like this exist in a perpetual state of employee dissatisfaction. They move from job to job for any number of reasons, preying on employers.
A study on United States Worker Advantages Trends (performed by Metlife) reports up to 36% of millennials between 21 and 24 would have no problem changing jobs within a year to search for better benefits.
Employees will leave positions for various reasons. Personal development, family, and school are all normal reasons for moving on. The candidates to watch are those constantly on the lookout for the next best deal. These individuals will change positions often and may give conflicting reasons for doing so.
Somewhere along the way, the idea was born employers stopped calling to verify past employment. You are absolutely encouraged to contact former employers to verify the work history for your candidate. Records that don’t match are an obvious warning sign.
Have insurance ideas and information affecting your health and finances? Please feel free to share with us. If you have any insurance related question, be sure to contact us.
Employee benefits are important to workers, their dependents, and their families. The benefits offered by your company can be a key factor for potential employees.
There are two kinds of employee benefits to consider:
- Those benefits a company must provide legally (such as a salary and Social Security), and
- Benefits offered voluntarily (health insurance, vacations, or retirement plans. Both types come with various tax and legal obligations for the company.
This simple employer guide lists the benefits employers must offer, as required by law.
Social Security Tax Requirements
Every employer must pay Social Security taxes matching the rate paid by employees. The Social Security Administration (SSA) provides more information on their website, such as:
- Info and Resources for Employers
- Social Security Questions
- Online Business Solutions
- Company W-2 Information
- Information on Hiring Employees Not Covered by Social Security
- Unemployment Insurance
Companies with employees may need to pay for unemployment insurance tax obligations. If your company has to pay for these taxes, you’ll have to register with your state’s labor force firm. This information can found using your State or County Tax website.
If you hire employees, your company must have Employees’ Settlement Insurance policy protection. Many commercial insurance brokers offer this type of business insurance. Coverage may also be found through your state’s Employees’ Compensation Insurance coverage program. You can view your state’s Workers’ Compensation web page learn more.
If you own a business in the following areas, you must offer disability insurance. Disability insurance extends to all qualified workers. ANY non-work-related illnesses or injuries may qualify for disability insurance. Affected states and territories for disability insurance restrictions include:
- New Jersey
- New York
- Puerto Rico
- Rhode Island
Most leave benefits provided by companies are not required by the government. Instead, employers offer them as a part of a general employer’s benefits program. Benefits may include:
- Holiday and vacation days
- Jury-duty leave; sick and personal days
- Funeral or bereavement leave, and more
Additionally, employers must offer leave, according to the Family and Medical Leave Act (FMLA).
Understanding the Family Medical Leave Act (FMLA)
The FMLA grants employees as much as 12 weeks of leave during a 12-month period, protecting their job. Employees qualify for FMLA if they request leave for one or more of the following causes:
- Birth of a child, childcare, a need to place a child in foster care, or to care for a foster child
- Care of an immediate relative (a child, spouse, or parent) with a serious medical condition
- Medical care for the employee’s personal health
The FMLA requires health benefits continue throughout the entirety of leave as if the employee were still working. Public companies and companies with more than 50 employees must extend FMLA benefits. For more information on the Family and Medical Leave Act and FMLA benefits, visit the Division of Labor’s website.
If you run a business with employees, employee benefits are a matter of major concern. Small, medium, or large company – if you have employees, you need to be well acquainted with your benefits options.
We know that great workers are drawn to firms that offer
attractive employee benefits. So what are the right benefits that will be most appealing to the kinds of workers you are trying to attract? And for that matter, what are the most relevant benefits you can offer based on your current employees?
The following are key employee benefits guidelines that will
help you hire and retain the best cost-effective workers:
1. Determine the kind of benefits required
The kinds of benefits you consider should be relevant to the kind of activities and risks your employees face. Benefits like wellness, life, vision, dental can be in the mix. It’s a good thing to talk with your employees, and develop a solid sense for what they will find most valuable.
2. Your Insurance Coverage Responsibilities
Working with an independent insurance agency and benefits specialist will help you find suitable benefits at a great rate. But finding and implement a benefits program requires more work.
The following are 3 important steps to follow to ensure employee benefits are to implemented successfully:
a. Deductions from the salary
The common practice today is that employees pay for benefits via their paychecks. It is your responsibility to ensure that this is done. Failure to follow up on this can have serious ramifications. Imagine a situation where the employee’s deductions haven’t been made for a number of months or even years. This can leave your company wide open to lawsuits and prosecution.
b. Workers who have Exited
The insurance coverage provider should be informed when an employee exits the company. This needs to be updated in a reasonable period of time. Otherwise, you may end up paying for benefits for employees that don’t exist.
c. New Employees
It is very important that you have a clearly defined process for new employees to become enrolled in your benefits plan. You also need to have excellent record keeping that tracks the benefits offered and the employee’s response.
3. Legal Compliance
Implementing a benefits plan can be fraught with legal implications. Laws governing benefits require that employee benefits must be offered by a company in a consistent manner. Things like ERISA, COBRA, and Medicare can all have an impact. Working with a rock-solid benefits consultant will ensure you navigate the benefits process while minimizing your risks associated with offering benefits.
And if you aren’t leveraging the expertise of a Benefits expert, please reach out to our team with questions. We’ll be sure to help connect you with the resources you need to help your company with whatever benefits challenges you face.
Employers are finding it increasingly advantageous to offer a life insurance benefit to their employees. It has immense value for both the employer and the employee.
On one hand, the employer gets to attract and retain top-notch, high-quality workers. On the other hand, employees are made to feel secure in the knowledge that they are well covered in case of any fatal eventuality. Based on this, life insurance policies as a benefit have grown in popularity.
Interestingly, life insurance benefit has not always been this well received. A couple of years ago, it was quite difficult to convince employers and employees alike to invest in life insurance. Data released following studies commissioned by LIMRA in 2015 and again in 2017 put this into perspective.
The 2015 study found about 57% of adult Americans indicated that they had zero interest in taking a life insurance policy that year.
Contrast this with the findings made public earlier this year. It shows 58% of workers strongly feel that life insurance benefit was important and essential in their work environment.
Indeed, indicators show that life insurance benefit is more valued and desired than many other perks. It has recently come to be ranked in the same category with retirement plans and medical coverage/prescription drug benefits.
The increased interest in life insurance as a benefit has been enhanced by several factors:
Increased employee security and a sense of well being when they know that they have a life insurance policy in place. This appears to have a positive impact on productivity and profitability while also retaining top talent.
Improving attitudes toward the economy. Workers are more confident they can handle their share of the premiums.
Workers are becoming more sophisticated in their understanding of finances. This includes understanding the benefit of having a life insurance policy.
The Role of Financial Advisors in Helping Companies…
As a company considers offering Life Insurance as a benefit to employees, it is helpful to work with a financial advisor who can serve as an advocate within the company for broad adoption of the benefit.
Selecting the right financial advisor means working with someone who can help educate employees. (It important that the team has a clear understanding of the benefit and its advantages.)
This will also help the employees fully appreciate the value of what the company is offering through the life insurance benefit.
It’s always a good time to begin exploring your options for the benefits you offer and Life Insurance should be in the mix. Please call or Email us with questions and we’ll put you in touch with the best resources available.
Innovation makes it much easier than ever before for your workers to be efficient while working from house or anywhere else in the world. While remote work could initially sound like something that just benefits your workers, there are numerous ways it could help your business.
The typical office is becoming a thing of the past. In previous generations, just a tiny percent of Americans functioned from another location, however the number has been continuously increasing and also got to a new high of 43 percent in 2016.
Innovation makes it much easier compared to ever for your staff members to be effective while functioning from residence or anywhere else on the planet. While remote work may initially seem like something that only benefits your workers, there are several methods it can help your business.
1. Greater Performance
A common fear among employers is that remote staff members won’t work as hard, however various researches have confirmed that not true. Greater than two-thirds of companies discovered that performance was higher with their remote employees for numerous reasons.
Remote workers have less workplace disturbances than workers at the office. They don’t should commute, so they could start their day more loosened up compared to if they ‘d just invested a hr in website traffic, and lots of utilize the moment they save on commuting to function much more.
The standard 9-to-5 day isn’t really optimal from an efficiency viewpoint, either. It typically leads to periods of high efficiency blended with periods where workers are much less concentrated, such as the normal mid-afternoon time-out after lunch. When you provide remote staff members adaptability in regards to their routine, they could structure their days so they’re working when they feel most productive.
2. Much more Pleased Employees
Employees take into consideration working from residence a significant perk, which’s particularly real among millennials, that value their work-life balance greater than any previous generation. People want jobs that allow them to maintain control of their lives and also have lots of opportunities to take a trip.
When your organisation uses the opportunity to work from another location, it will have a less complicated time attracting as well as preserving ability. This makes an adaptable job arrangement an exceptional motivation to offer staff members as well as task prospects instead of a greater salary. You conserve money and your staff members obtain something they value from the plan.
Higher worker contentment additionally results in less turn over. The expense of changing a worker could run more than $10,000, making employee retention vital to the longevity of your business.
3. Lowered Expenses Expenses
Your company invests much less loan on its expenses when you employ remote staff members. One of the most noticeable financial savings is your rent, as you can utilize a smaller sized office when you have less staff members, and also you’ll cut your energies expenses.
Every remote staff member you hire is one much less workstation you require, as well as considering that a computer is a basic piece of equipment in several industries, you could save hundreds or hundreds of bucks each workstation. You will not have to equip as much of those typical office supplies, including paper, printer ink and snacks for the break room.
4. Fewer Lacks
Absences cost your business money, and also there’s an also better impact for small businesses that depend on a restricted variety of staff members. Remote staff members do not call unwell as often, as people are more probable to resolve small health problems when they don’t have to leave the house. You additionally prevent a situation where one unwell staff member comes to work and infects other people at the workplace.
Ailments certainly typically aren’t the only reason staff members take times off, as many do so for duties, family members issues, and also various other commitments that they cannot reschedule. With an adaptable working arrangement, employees could deal with other jobs during the day then function when they obtain house.
5. A Larger Ability Swimming pool
When you have a placement to load, you could increase your search to talent around the nation or even the world if you’re open to remote employees. It’s not always feasible to locate the perfect prospect for a placement in your area, especially if your company isn’t really near a major metro area or the setting requires an employee with an unique skillset.
Thanks to contemporary innovation, the working with process for remote staff members is easy. Task boards as well as professional socials media, such as LinkedIn, could help you locate qualified candidates from throughout. You could perform meetings by phone or utilizing a video calling solution.
Establishing adaptable working arrangements can appear risky when you haven’t done it in the past, yet it shows your workers that you trust them, as well as it will end up being an equally useful arrangement. Bear in mind that you can constantly start little by allowing employees work from another location for 1 or 2 days weekly, or hiring your very first remote staff member to handle a couple of small projects. Assess the result in see if it’s practical for your business.
HR executives need to pay close attention to 3 essential components before selecting any health-plan.
* Choosing the right broker
* Strong and reliable plan offerings
* Gaining employee input
Indeed, a key component of a Human Resource (HR) manager’s job is involved in benefits management. Key responsibilities include investigation, examination, suggestion as well as integration of health-plan benefits. To avoid health benefit headaches, take a look at these elements in detail.
Choosing The Right Broker:
One of the vital elements in ensuring the smooth adoption of a health benefit plan is getting hold of the right broker. While some organizations are tempted to opt out of a broker’s services, having one can make a huge difference. (Just because you can buy plans directly online doesn’t mean that’s the best way to get the right plan for your organization’s needs.) Brokers can prove to be quite cost-effective for organizations of any size. In fact, they rarely add extra expense to the organization. (It is important to note that the selected benefits provider is responsible for paying compensations to the broker.
A broker has the knowledge to construct a health-benefit plan suited for your organization. The broker can help you navigate the laws as well as other variables that may affect the employee benefits and the health care market. Such brokers are well- experienced in looking after innumerable health plan options.
Most importantly, your broker can offer a better understanding of a health plan’s true value and total cost of ownership. This goes way beyond deductibles and expenses.
Strong And Reliable Plan Offerings:
It is also important to make sure that employees can choose the plan that suits them best. For this, one should have a proper understanding of employee finances, lifestyle, and demographics. This understanding can be made better with efficient and trustworthy interaction.
Frequent and early communication with employees is a must. One can also provide tools to help the employees make their decisions of selecting the right health plan. This includes helping employees understand costs, benefits, and plan requirements. (One of the primary reasons buyer’s remorse sets in for companies is a lack of employee understanding regarding the plans benefits.)
Ongoing Employee Input:
This is another way to avert buyer’s remorse. Maintaining interaction with employees in preparation of enrollment can minimize or prevent troubles. This will ensure employees make the best benefits selections at the time of enrollment. It’s also best to repeat messages to strengthen their value and reduce knowledge gaps.
Opting for an open-door policy to improve interaction with employees is a good way to keep a tab on ongoing employee responses. For example, you can establish an email-address where employees can send comments. You can also create secure online forms for collecting anonymous feedback. Alternatively, a company can leverage employee focus groups. These involve teams from various departments of the organization. They work to learn about employees’ perspectives.
By taking the above-mentioned elements into consideration, you can ensure successful plan implementation.
And if you have more questions on selecting, implementing, or managing a health benefit plan, reach out to us. We’ll put you in touch with the information and resources you need to ensure success.
It’s extremely important for SMBs and startups to choose and employ benefit technologies for providing employees with the right benefit management infrastructure. It’s also helpful for attracting and keeping quality talent.
What should the startups or business owners looking to establish their own digital employee benefits system do?
Experts are saying that the last five years have seen HR technologies develop significantly. We have been flooded with technological innovations; the most prominent ones among them offer a plethora of self-service features. This is good news for business owners. Today, instead of hiring a Human Resource professional for a few hours a day or week, business owners can use a system capable of bringing workers onboard and managing and uploading all their vital HR related information.
Should a startup look to outsource the services related to employee benefits, or is keeping it in-house a better decision?
There’s always the option of recruiting an in-house CPA or certified public accountant. He or she can do the job of linking employee benefits with workers records and can also manage things like payroll record, tax obligations etc. However, having a full-time CPA can be cost-prohibitive for startups. As the owner of your company, you can also decide to handle all these elements yourself, but that could be extremely stressful; the situation would be even more unpleasant if you have employees in multiple states.
A great way of handling all these issues is opting for third-party solutions. You should hire the services of an HR technology provider that specializes in medium and small businesses. These service providers would help you with core HR administration; you will also gain access to advanced benefit management software.
Using the solutions offered by these third parties offers more than cost savings. You may also find access to a greater assortment of potential benefits you can offer your team.
What kind of benefits are millennial workers (or younger) demanding?
Individuals, who are in their early to late 20s, primarily look for easy commuting. So, for employees who take public transportation or share rides, the majority of the third party HR technology providers offer software for tracking that history and building benefits around commuting.
Health is another major concern. Keeping that in mind, companies have started to set up wellness programs and offer benefits such as Tai chi and yoga classes, massage, etc. Some companies are allowing employees to have interest bearing accounts for holidays, health etc. Another common benefit offered by businesses is reimbursements for learning and education programs.
What kinds of employee benefit systems are required for managing these modern-day benefits?
One of the highlights of these HR systems is their all-encompassing nature. This allows business owners to make various benefits accessible through these systems. For example, you can arrange a volunteer program or wellness program for your employees and make them accessible through the HR systems provided by third parties. Your aim should be helping your employees in staying fit and healthy. That would eventually benefit your business.
Younger individuals are more interested in becoming smart consumers of various medical benefits. They know how to get the best medical care for the lowest possible price.
How do today’s workers use modern technology for tapping into employee benefits systems?
Ideally, you should work with a provider that offers some sort of mobile application. In fact, this is one of the biggest advantages of outsourcing HR services for your local business.
How important is it to discuss benefits when hiring, recruiting, and maintaining workers?
It’s extremely important. Even a few years ago businesses could get away without worrying about benefits. However, as it becomes more competitive to attract talent, having a benefits system in place can make a huge difference in recruiting. As such it is important to understand the trends in benefits, what potential target employees are looking for, as well as the cost implications for having a benefits system in place.