A recent survey found that 81% of employees want more information about company-sponsored benefits throughout the year, yet 47% don’t know enough to make informed choices during open enrollment. With open enrollment season approaching, human resources teams may want to look at some new strategies to close these communication gaps.
In its Health Coverage in the United States: 2022 report, the U.S. Census Bureau revealed that employer-based insurance was the most common type of coverage, covering 54.5% of working-age adults.
In the wake of COVID-19, U.S. life expectancy has dropped to 76.4 years, the lowest in two decades. But employers can help add a dozen healthy years to their employees' lives by rethinking their approach to healthcare benefits.
A recent survey found that 81% of employees want more information about company-sponsored benefits throughout the year, yet 47% don’t know enough to make informed choices during open enrollment. With open enrollment season approaching, human resources teams may want to look at some new strategies to close these communication gaps.
A recent surge in on-demand pay benefits offers employers a powerful tool to reduce employee financial stress. With workers increasingly squeezed by economic uncertainty and the rising cost of living, the ability to access wages immediately is becoming a highly sought-after benefit. Offering this perk can boost worker loyalty, motivation, and productivity.
Only eligible individuals can establish HSAs and make contributions (or have them made on their behalf). An individual’s eligibility for HSA contributions is typically determined monthly as of the first day of the month.
The Occupational Safety and Health Administration (OSHA) is devoting more attention to scrutinizing employers' in-house medical programs for general duty clause violations related to alleged medical mismanagement of injured workers. With medical mismanagement claims on the rise, now is the time for employers to thoroughly evaluate their onsite treatment programs and make changes to reduce the risk of citations.
A series of high-profile bills recently cleared a key Senate committee which could substantially impact employers' obligations regarding unions, pay equity, and paid leave. The Senate Health, Education, Labor and Pensions (HELP) committee on June 21 advanced three bills — the Richard L. Trumka Protecting the Right to Organize (PRO) Act, the Paycheck Fairness Act and the Healthy Families Act. All three have companion legislation in the House.
The June 27 deadline has passed, and employers should now have updated workplace posters reflecting the expanded rights of employees under certain federal Acts. The Pregnant Workers Fairness Act (PWFA), enacted at the end of June, and the Providing Urgent Maternal Protections for Nursing Mothers Act (PUMP Act), enacted last December, grant additional protections that must appear on mandatory postings.
The passage of the Providing Urgent Maternal Protections for Nursing Mothers Act (PUMP) represents a major step forward for breastfeeding moms in the workplace. However, simply complying with the new requirements with dedicated lactation spaces and break times is just the starting point. To truly support working mothers, organizations must go further to bridge the gap between pumping and performing job duties.
