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You might be offering competitive benefits package to your employees, however if employees do not understand what is being offered, they may not value it.HR can enhance the positive impact of benefits by ensuring employees see clearly how the benefits help them.
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On the surface, it may not seem that there is an obvious relationship between employee wellness and the bottom line. To employees, fitting in their wellness objectives and activities usually happens when they’re outside of the office – from taking long walks on the weekend, preparing nourishing meals at home, and attending workout classes before or after office hours. But what if employees’ innate interest in their own health could be supported by the workplace itself? And what if that investment had a proven, positive impact on business?
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HR.com initiated the research in partnership with eni in order to better understand the link between communication and employee appreciation of benefits, to examine the methods that lead to effective communication, and to learn how organizations are using life events and personalization technology to get more value from their benefits offering. The survey, “Employee Benefits and Life Events,” was conducted in the first quarter of 2018.
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In today’s competitive economy, HR departments are seeking innovative ways to engage with and retain talent. As industries adjust and shift to a Generation X and Millennial-dominated workforce, hiring and management practices are also changing. One major change in talent attraction and retention is a focus on comprehensive employee benefits and how they are delivered.
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The Board is responsible for overseeing and monitoring the execution of the organisation’s strategic plan by, inter alia, driving a culture of accountability through appropriate and transparent reporting and disclosure. In today’s increasingly competitive business environment, stakeholders are demanding more information on the social and ethics risks facing the organisation.
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Tax-exempt organizations and retirement plan trusts (with the exception of certain governmental trusts) are generally exempt from income tax under Internal Revenue Code (“Code”) Section 501(a). The Tax Cuts and Jobs Act (Public Law 115-97) passed by Congress at the close of 2017 modifies the rules governing the taxable income of exempt organizations and trusts—i.e., “unrelated business taxable income” or “UBTI”—effective for tax years beginning after December 31, 2017.
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Financial wellness is an often overlooked aspect of employee well-being. Despite how common and damaging financial stress is, it’s still widely regarded as a taboo topic -- especially in the workplace.
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According to a research from Guideline, about half of American families have no retirement savings. What’s more: Less than half of small businesses offer a retirement plan. Consequently, it’s unsurprising that the research also indicates that employees who are satisfied with their benefits – like a 401(k) plan – are also extremely satisfied with their jobs overall.
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Health and wellness were considered the sole responsibility of employees. If they didn’t exercise on their own time, bring healthy food to the office, or get up from their desk every hour or so to avoid “sitting disease,” their own lack of discipline was often to blame.
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