One of the many policies human resource departments develop and implement involve employee sick leave.
Paid sick days are usually offered by an organization as part of their benefits package.
- In some companies, employees are given an allotment of days to use throughout the year.
- There are other businesses where paid sick days are accrued over the course of the year and can vary based on years of service. Read more…
Picture the scene:
Your company doesn’t have enough money in the annual merit spend budget to grant more than an average 2 percent increase to employees, so the powers that be decide “let’s give everyone a flat 2 percent increase and call it a day.”
Has this happened to you? The practice is what some would call a “pay-for-pulse” strategy, where if you haven’t been fired on the date of the scheduled increase, then you’re going to get a raise.
Every warm body who occupies a chair at that time will receive an increase — just because. Read more…
Two U.S. appeals courts Tuesday reached opposite conclusions about the legality of subsidies in the Affordable Care Act, a key part of the law that brings down the cost of coverage for millions of Americans.
In Washington, a three-judge panel at the U.S. Court of Appeals for the District of Columbia Circuit ruled that the Internal Revenue Service lacked the authority to allow subsidies to be provided in exchanges not run by the states.
That 2-1 ruling in Halbig v. Burwell could put at risk the millions of people who bought insurance in the 36 states where these online insurance marketplaces are run by the federal government. Judge Thomas Griffith, writing the majority opinion, said they concluded “that the ACA unambiguously restricts” the subsidies to “exchanges ‘established by the state.’ ” Read more…
In the last 12 months I’ve been to 73 cities in 19 countries, working with our global clients about the advantages of using online benefit management and employee engagement software.
Along the way, I’ve picked up some interesting facts, figures and anecdotes regarding employee benefits management strategies. These are high-level observations and therefore should be taken with a pinch of salt.
I know how infuriating it can be to have your country or region generalized. For example, you can’t talk about the American economy in high-level terms: Read more…
By Ilyse Wolens Schuman
In response to the recent U.S. Supreme Court holding in Burwell v. Hobby Lobby that closely held, for-profit entities with religious objections to certain aspects of the Affordable Care Act’s (ACA) birth control requirements could avoid the mandate by invoking the Religious Freedom Restoration Act, the U.S. Department of Labor has released guidance to address this eventuality.
In the latest set of Frequently Asked Questions on the ACA’s implementation, the Labor Department explains that group health plans offered by closely held, for-profit businesses that intend to cease providing all or some contraceptive coverage must notify plan participants within 60 days after the adoption of a modification or change to the plan’s coverage. Read more…
What are organizations doing to help employees manage financial difficulties?
SHRM (in collaboration with Elevate) explored this question in their recent survey Employee Financial Stress. They found that 61 percent of HR professionals would describe their employees’ financial health as no better than “fair,” where 38 percent would describe theirs as “very good” or “good.”
Organizations that had more full-time hourly employees were more likely to have a response of “fair” compared to organizations with fewer full-time hourly employees who were more likely to report better financial health amongst employees. Read more…
By Ilyse Wolens Schuman
The Equal Employment Opportunity Commission has issued new enforcement guidance on pregnancy discrimination and related issues, despite reservations expressed by some EEOC Commissioners.
In general, the five-part guidance explains Title VII‘s prohibition against pregnancy discrimination, describes individuals to whom the Pregnancy Discrimination Act (PDA) applies, discusses the expanded definition of “disability” under the Americans with Disabilities Act (ADA) and how it applies to pregnancy-related impairments, and sets forth examples of best practices and reasonable accommodations.
The guidance was approved by a 3-2 vote along party lines, with Commissioners Constance Barker and Victoria Lipnic voting against it. Read more…
Flexibility stops plodding and goes for the fast track
In 2012, the tally of employees covered by a legislated right to request flexible schedules was:
Flash forward to today. As we acknowledged our many rights on the 4th of July, the Right to Request (RTR) gathered momentum and threatened to join them. A decade-old UK practice spread to its resistant former colony. Read more…
Workers believe employer wellness programs should be all gain but no pain, according to a poll released this week.
The poll from the Kaiser Family Foundation found employees approve of corporate wellness programs when they offer perks, but recoil if the plans have punitive incentives such as higher premiums for those who do not take part. (Kaiser Health News is an editorially independent program of the foundation.)
Wellness programs, which are encouraged under the federal health law, are structured in various ways. In some plans, the worker has to join a particular program, such as an exercise class, while others focus on outcomes, such as the employees’ blood sugar or cholesterol. Evidence is mixed about whether any substantially improve workers’ health or lower costs to employers and insurers. Read more…
By Eric B. Meyer
Mid-morning on Monday, the Internet broke shortly after the U.S. Supreme Court issued its 5-4 decision in Burwell v. Hobby Lobby Stores, Inc..
Jeez, I’m still cleaning out my Twitter, LinkedIn and Facebook feeds.
In case your wifi, 4G, 3G, dial-up, TV, radio, and other electronics picked the wrong day to quit, the long and short of yesterday’s Supreme Court decision is this: Smaller, closely held (think: family owned) companies don’t have to provide Obamacare access to birth control if doing so would conflict with an employer’s religious beliefs. Read more…