Nearly one company in six in a new survey from a major employer group plans to offer health coverage that doesn’t meet the Affordable Care Act’s requirements for value and affordability.
Many thought such low-benefit “skinny plans” would be history once the health law was fully implemented this year. Instead, 16 percent of large employers in a survey released Aug. 13 by the National Business Group on Health said they will offer in 2015 lower-benefit coverage along with at least one health plan that does qualify under ACA standards.
The results weren’t unexpected by benefits pros, who realized last year that ACA regulations would allow skinny plans and even make them attractive for some employers. But the new survey gives one of the first looks at how many companies will follow through and offer them. Read more…
Is the U.S. economy really improving?
Some people want to think it is, but if you look at the early projections for 2015 salary increases and consider such increases as a strong economic indicator, it’s barely growing — at best.
In other words, it’s time to get ready for another 3 percent raise next year.
Consulting giant Mercer just came out with their 2014/2015 U.S. Compensation Planning Survey, and “the average raise in base pay is expected to be 3.0 percent in 2015.” This is roughly in line with the early numbers from the WorldatWork’s 2014-2015 Salary Budget Survey that projects a 3.1 percent salary increase in the U.S. next year, up from the 3.0 percent employees received in 2014. Read more…
Raise your hand if you have never, ever fibbed on a resume.
Slightly fudging your previous experience, education, and job credentials has always been a time-honored tradition, and in the past, recruiters and hiring managers simply accepted that people would do that here and there.
Somehow, the world of work survived.
But then, background checks came along and as they got more and more extensive, all that time-honored resume fudging turned into a big problem as people got caught up in the fibs they were telling — as this latest survey from CareerBuilder makes very clear. Read more…
By Eric B. Meyer
When you gotta go, you gotta go.
In Sanders v. Judson Center, the plaintiff worked for a non-profit human service agency providing services to disabled individuals identified as “consumers.” The plaintiff, who suffered from a heart condition, was prescribed medication designed to get rid of body of fluids.
One night, while transporting two consumers in a van, the plaintiff was overcome with the need to urinate. So, she pulled over at a rest stop to use the bathroom.
The problem was that the two consumers required constant supervision. And, during the plaintiff’s bathroom break, one of the “consumers” wandered off from the van. Read more…
Newly hired employees who don’t sign up for health insurance on the job could have it done for them under an Affordable Care Act provision that may take effect as early as next year.
But the controversial provision is raising questions:
Does automatic enrollment help employees help themselves, or does it force them into coverage they don’t want and may not need? A group of employers, many of them retail and hospitality businesses, want the provisions repealed, but some experts say the practice has advantages and is consistent with the aims of the health law. Read more…
By Dale L. Deitchler
The National Labor Relations Board in late July ruled that so-called “Weingarten rights” – the general right of a unionized employee to request union representation in connection with an investigatory interview that could lead to discipline – apply when employees request representation after an employer refers them for a workplace drug/alcohol test.
Based on this ruling in Ralph’s Grocery Co., 361 NLRB. No. 9 (2014), the NLRB overturned an employee’s suspension and discharge, finding the actions were inextricably linked to the employee’s request for representation after referral for a drug test, and ordered a make-whole remedy. Read more…
We all know that a college education can almost double a person’s median income, but what can it tell us about how engaged that person will be while making that income?
Gallup’s annual Gallup-Purdue Index Report is a great resource for employers looking to get a feel for the well-being and mindset of recent college graduates entering the workforce, and this year’s report shed some light on what the future of engagement holds.
Some key findings were: Read more…
Things aren’t getting any easier for employers in California.
As I posted way back in February, San Francisco has banned the box. Effective next week, Aug. 13, 2014, employers in the city of San Francisco may no longer inquire about criminal history on employment applications or during interviews.
It’s Ban the Box on steroids, and it may be coming soon to a city near you. Read more…