By Howard Mavity
Should HR sit in on a termination?
A senior human resources professional recently posed this good question on a LinkedIn forum. As with many good questions, the answer is that “it depends on the facts.”
Here are a few initial observations before we get to the central question:
- A process should be in place so that HR is aware of the termination.
- Processes should also be in place to ensure that the supervisor’s boss or someone else in management has to approve a termination; even routine. Even in large companies, we learn of terminations carried out without oversight by frontline or site supervision. Read more…
Health-law provisions taking effect next year could save U.S. employers billions of dollars in expenses now paid for workers who continue medical coverage after they leave the company, benefits experts say.
Insurance marketplaces created by the Affordable Care Act are expected to all but replace COBRA coverage in which ex-employees and dependents can remain on the company plan if they pay the premiums.
“As soon as the law was passed, the question among employers and benefits people was: Is there still going to be a reason for COBRA?” said Steve Wojcik, vice president of public policy for the National Business Group on Health, an employer group. Offered a choice between heavily subsidized coverage in the health act’s insurance exchanges or paying full price under COBRA, he said, “most people are going to choose the exchange.” Read more…
Workers who lose their jobs and their employer-based health insurance will have new coverage options when the Affordable Care Act’s state marketplaces open in October. But consumer advocates are concerned many may not realize this and lock themselves into pricier coverage than they need.
Today, the only option for many laid-off workers is to continue their employer-provided coverage for up to 18 months under the federal law known as COBRA. Because they have to pay the entire premium plus a 2 percent administrative fee, however, the coverage can be a financial hardship for people who are scrambling to keep up with expenses after losing their jobs.
Many of these people will likely be better off buying a plan on the state health insurance marketplaces, also called exchanges. Read more…
It seems like there is weekly news to report on the Affordable Care Act — generally about a provision being delayed, infrastructure that’s not quite ready or some other administrative or technical gum in the works.
If you’re wondering how to keep track of what’s delayed, what’s not and what the current slate of ACA deadlines are, wonder no more. Here’s a rundown of where things stand to date:
The employer mandate
Requiring employers with more than 50 employees to offer health benefits, it has been delayed for one year to January 2015. However, ACA’s individual mandate remains in effect for January 1, 2014. Read more…
Breaking emotional or hard news is always tough in a business environment. In smaller companies where the relationships are more closely intertwined, it can be even more difficult.
While there is no absolute “right” way to break such news, there are methods to handle these types of hard conversations to show that management is considerate of the feelings and sensitivities of all members of the team.
First, consider the “event” and think about how it will impact your employees. Telling your team about a lost contract, or even a staffing change, will be very different than breaking the news about the death of someone close to the business. Read more…
In business, you need to be ready for anything: unexpected delays, unmet expectations, problems with customers. Sometimes, your employees can become seriously ill, or must care for an ill spouse or child.
There are many good reasons why employees may need time off to care for themselves and their families — hey, life happens. As the employer, you need to know how to handle an employee leave and minimize the impact on your operations.
If you have 50 or more employees, you should already be familiar with the Family Medical Leave Act. If you’re not familiar with it, here are the key points. Read more…
Don’t have time to shut down your office and take everyone on a team building retreat? I’ve got nine (9) simple activities you can use to build your team.
Most of these activities can be held in the last hour of work or over a lunch meeting with just a little bit of planning. Studies have proven that playing games and being creative during work time can lead to better problem solving.
The time you spend with your coworkers during these activities can bolster team spirit, build camaraderie, and give your company the shared experiences that create a great culture. Read more…
From access to major cities such as Dallas, Fort Worth, Houston, San Antonio and Austin and all they have to offer, to a wealth of jobs in energy, technology, financial services and agriculture, to employer friendly laws, the state of Texas is well-known as a good place for employers to conduct business.
And when it comes to conducting employment background checks in Texas, it’s no different. You just need to know how it’s done.
Here are five (5) things you really need to know about conducting background checks in the great state of Texas: Read more…
By Eric B. Meyer
What could possibly go wrong with a sham workplace investigation?
Well, if it means that the employee diagnosed with anxiety and depression — the one who requested a reasonable accommodation to perform her job — gets fired. Well, then, a lot.
That’s basically what happened in this recent federal court case out of Kentucky. Read more…
By Eric B. Meyer
Under the Americans with Disabilities Act, an employer must make reasonable accommodation to the known physical or mental limitations of an individual unless the employer can show that doing so how cause it undue hardship.
Generally, an employee will initiate the process by advising her employer that she is disabled and needs an accommodation to perform the essential functions of her job. What then ensues is an interactive dialogue in which both sides work together in good faith to decide on what that accommodation may be.
But here’s the rub: The accommodation need only be reasonable; not the employee’s first choice. Read more…