As millions of people across the country prepare to make enrollment decisions for their health care and retirement coverage, many are finding they have more benefit choices than ever before.
In our rapidly changing environment, employers are striving to find better ways to provide benefit plans that appeal to the changing workforce, yet won't bankrupt the company.
For many companies, the summer has brought unpleasant revelations and surprises. Costs are going up. Revenue is flattening or going down. Shareholders are angry. Employees are suspicious and restless.
Corporate portals are shedding their image as a pit stop on the Information Superhighway, instead becoming an important destination for employees separated by work schedules, travel demands and office locations...
With all the talk and all the sales pitches and press releases we receive for on-line administered benefits administration – we have to ask – just how prevalent is it?
Both the Internal Revenue Code and the Employee Retirement Income Security Act generally allow employers to exclude contingent workers from participation in benefit plans. However, it's not a good idea to assume that all contingent workers can be automatically excluded.
How should a human resources professional behave when called to give testimony in a court case? For starters, answer a yes-or-no question from the other side's lawyer with "yes" or "no." Sure, it's a simple lesson, but some have had to learn it the hard way.
In small and large workplaces alike, embezzlers abound. They operate by preying on employers' trust - taking their money while ruining the business. In suburban Denver, employers heard a lecture on how fraud can be prevented.
