tag:blogger.com,1999:blog-52032164663497418002024-02-07T15:03:13.777-05:00Official BA BlogHelpful Health & Insurance Tips for Today's ConsumersBenefit Advisors, Inc.http://www.blogger.com/profile/16362690530219191613noreply@blogger.comBlogger1018125tag:blogger.com,1999:blog-5203216466349741800.post-33545347400208172152016-06-01T09:15:00.000-04:002016-06-01T09:15:02.596-04:00New benefits admin system? 4 keys to making the right pick<span class="author vcard"><span style="font-family: Arial, Helvetica, sans-serif;">by <span class="fn">Jared Bilski</span></span></span><br />
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<span style="font-family: Arial, Helvetica, sans-serif;">With HR departments at small companies stretched so thin (many times one staffer handles all of HR), it’s no surprise many small companies are using benefits administration systems for their needs. But with new software vendors popping up every day, how do HR pros find the right system? <span id="more-9046"></span></span><br />
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<span style="font-family: Arial, Helvetica, sans-serif;">At the <strong><a href="http://conference.ebn.benefitnews.com/conferences/digitalbenefits/"><em>Dig|Benefits Conference</em></a></strong> in Austin, TX, Joshua N. Jeffries, a partner with <strong><a href="http://www.ayallc.com/">Arkin Youngentob Associates, LLC</a></strong>, outline the four most important steps small employers should take when selecting an “efficient, cost-effective” <strong>benefits administration system</strong>:</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: small;">Selection checklist</span></h2>
<span style="font-family: Arial, Helvetica, sans-serif;"><strong>Step 1: Define your needs</strong>. What are you looking for in a benefits administration system? This step needs to go beyond HR and incorporate all departments within the company. Jeffries reminded HR pros that Benefits has one of the top Profit/Loss (P/L) line items for most businesses. Any soft-dollar spending in this area needs to be justified in your <strong>compensation plans</strong>.</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif;"><strong>Step 2: Evaluate your vendor</strong>. With the sheer number of vendors out there, this step can seem a bit daunting. But the process is much less intimidating when HR pros break it down into small questions.</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif;">Click <a href="http://www.hrbenefitsalert.com/new-benefits-admin-system-4-keys-to-making-the-right-pick/" target="_blank">here</a> for entire article. </span><br />
<span class="author vcard"><span class="fn"><br /></span></span>Benefit Advisors, Inc.http://www.blogger.com/profile/16362690530219191613noreply@blogger.com1tag:blogger.com,1999:blog-5203216466349741800.post-3027469992291175382016-05-31T08:57:00.000-04:002016-05-31T09:13:37.646-04:00Tip Tuesday! FMLA violation? Worker said he was sick, walked off the job and was fired<span class="author vcard"><span style="font-family: "arial" , "helvetica" , sans-serif;">by <span class="fn">Christian Schappel</span></span></span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">Here’s a scenario any manager could learn a valuable FMLA lesson from. <span id="more-40431"></span></span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">An employee gets into an argument with his supervisor. A while later, still a little shaken up from the argument, the man begins to experience chest pains. He then tells a co-worker he thinks he may be having a heart attack.</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">The employee then tells the co-worker to tell their supervisor that he’s leaving for the day as a result of his symptoms, which the co-worker does.</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">But it was a well-known company practice that employees had to inform a supervisor directly before leaving work.</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">So the company fired the man that afternoon. The employee then sued, claiming FMLA interference (shortly after his termination had been processed, he submitted paperwork that he was suffering from a serious health condition).</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">Was this interference?</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif; font-size: small;">That’s how it happened … for real</span></h2>
<span style="font-family: "arial" , "helvetica" , sans-serif;">This is the story of Randy Greene, a truck driver, and his employer YRC Inc., a freight company.</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">Greene thought he might have been having a heart attack, so he left work without completing his route for the day.</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">YRC essentially took this as a “voluntary quit” and processed his termination.</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">Click <a href="http://www.hrmorning.com/fmla-violation-worker-said-he-was-sick-walked-off-the-job-and-was-fired/" target="_blank">here</a> for entire article. </span><br />
<span class="author vcard"><span class="fn"><br /></span></span>Benefit Advisors, Inc.http://www.blogger.com/profile/16362690530219191613noreply@blogger.com0tag:blogger.com,1999:blog-5203216466349741800.post-41869624732705971642016-05-27T11:03:00.002-04:002016-05-27T11:03:52.927-04:00 Healthcare Reform 4 key areas to check to make sure your health plan is in compliance<span class="author vcard"><span style="font-family: Arial, Helvetica, sans-serif;">by <span class="fn">Jared Bilski</span></span></span><br />
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<span style="font-family: Arial, Helvetica, sans-serif;">The sheer complexity of changing federal regs as well as the impact of recent landmark court rulings on benefits plans make assessing health-plan compliance a critical task that HR pros need to put at the top of their to-do list. <span id="more-40384"></span></span><br />
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<span style="font-family: Arial, Helvetica, sans-serif;">In fact, <strong><a href="http://healthsprocket.com/hs/content/daniel-n-kuperstein-5-reasons-your-health-plan-needs-compliance-assessment" target="_blank">ERISA attorney Daniel N. Kuperstein</a></strong> is warning employers everywhere that most health plans <em>aren’t fully compliant</em> with the host of regs they’re subject to.</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: small;">Almighty plan document</span></h2>
<span style="font-family: Arial, Helvetica, sans-serif;">A proper assessment of your health plan starts with the plan document, Kuperstein says. Simply put: If your plan doc doesn’t gibe with how your benefits are actually provided to employees, you’re out of <strong><a href="http://www.hrbenefitsalert.com/employee-handbooks-overlooked-area-of-obamacare-compliance/" target="_blank">compliance</a></strong>.</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif;">Well-meaning employers will often get themselves into trouble by offering benefits and perks that aren’t detailed in the company’s plan document.</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif;">On top of an up-to-date plan document, employers have to make sure none of the language in their summary plan descriptions, benefits-related policies and benefits communications contradicts what’s written in the official plan document.</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif;">Some specific documents employers will want to review include: Employee notices, COBRA offerings and documents, FMLA info and health plan non-discrimination testing.</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif;">For a sample health plan compliance assessment checklist, <strong><a href="http://bit.ly/check503" target="_blank">visit</a></strong>. In addition, here are some <strong><a href="http://bit.ly/assess504" target="_blank">major changes in the benefits world</a></strong> to keep in mind when it comes to compliance:</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif;">Click <a href="http://www.hrmorning.com/4-key-areas-to-check-to-make-sure-your-health-plan-is-in-compliance/" target="_blank">here</a> for entire article.</span><br />
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<span class="author vcard"><span class="fn"><br /></span></span>Benefit Advisors, Inc.http://www.blogger.com/profile/16362690530219191613noreply@blogger.com0tag:blogger.com,1999:blog-5203216466349741800.post-51301840707189862512016-05-26T09:33:00.002-04:002016-05-26T09:33:39.565-04:00Careful — new OT rule could create 2 more landmines for employers<span class="author vcard"><span style="font-family: Arial, Helvetica, sans-serif;">by <span class="fn"><a href="http://www.hrmorning.com/author/cschappel/" rel="author" title="Christian Schappel">Christian Schappel</a></span></span></span><br />
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<span style="font-family: Arial, Helvetica, sans-serif;">The DOL’s new overtime rule will likely cause lots of currently exempt employees to begrudgingly begin punching a time clock. This may lead to two unintended consequences. <span id="more-39318"></span></span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: small;">Timesheet fraud</span></h2>
<span style="font-family: Arial, Helvetica, sans-serif;">For starters, the changes to the FLSA’s overtime regulations are likely to exacerbate an already troubling issue for employers: timesheet fraud.</span><br />
<span style="font-family: Arial, Helvetica, sans-serif;">Of course, you want to believe that all employees will be honest about their “hours worked” when it comes to filling out their timesheets. But timesheet fraud is a real problem that can take a huge chunk out of employers’ bottom lines — especially for those in industries and jobs where it’s easy for workers to cheat.</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif;">Plus, the <strong><a href="http://www.hrmorning.com/dol-issues-final-ot-rule/" target="_blank">DOL’s new overtime rule</a></strong> will likely see a lot of formerly exempt employees punching a timecard for the first time in their careers. And resentment for having to do this may lead some staff to take a few liberties with their timekeeping.</span><br />
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<strong><span style="font-family: Arial, Helvetica, sans-serif;">What to watch for</span></strong><br />
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<span style="font-family: Arial, Helvetica, sans-serif;">The best way to prevent time sheet fraud – a.k.a., wage theft – is to be aware of how employees can engage in fraudulent timekeeping.</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif;">Click <a href="http://www.hrmorning.com/careful-new-ot-regs-could-mean-increased-timesheet-fraud/" target="_blank">here</a> for entire article. </span><br />
<span class="author vcard"><br /></span>Benefit Advisors, Inc.http://www.blogger.com/profile/16362690530219191613noreply@blogger.com0tag:blogger.com,1999:blog-5203216466349741800.post-46662684402448126712016-05-25T10:56:00.004-04:002016-05-25T10:56:56.304-04:00Flexible work time makes employees less stressed and more productive<span class="author vcard"><span style="font-family: Arial, Helvetica, sans-serif;">by <span class="fn">Guest Author</span></span></span><br />
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<span style="font-family: Arial, Helvetica, sans-serif;">Does flexible work time make actually employees more productive and is it feasible for your company? Guest author Pierce Ivory explores just how effective flexible work time can be for employers of all stripes. <span id="more-9035"></span></span><br />
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<span style="font-family: Arial, Helvetica, sans-serif;">Employees are an essential part of every business. They will determine whether or not a company sinks or swims. If you have hard-working, productive, employees, then you’ll see a lot of success. Your business will work like an efficient machine, with all the cogs working in harmony. On the other hand, unproductive employees can be damaging to your business. They can slow your business down and mean you struggle to make any money.</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif;">It’s vitally important that a business knows how to manage their employees properly. This means ensuring they stay productive while caring for their health too. If your staff are stressed or in poor health, then it’s bad for them and your business. No one can work to their full potential when stressed; they become unproductive.</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif;">So, what can you do to <a href="http://www.forbes.com/sites/jacquelynsmith/2013/11/18/how-to-create-a-stress-free-workplace-environment/#2e62678c8c12">make employees more productive and stress-free</a>? Well, there are many ideas and theories out there surrounding this topic. However, I’m going to focus on something that’s become a recent phenomenon. The concept of flexible work time has been floating around the business world for years. Allowing your employees to be flexible when they work, as opposed to having a strict working schedule. There have been studies that suggest flexible working makes employees stress free and more productive. But, how? How can flexible work time do this? Well, I did some research and found out how these things are connected.</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif;">Click <a href="http://www.hrbenefitsalert.com/flexible-work-time-makes-employees-stress-free-and-more-productive/" target="_blank">here </a>for entire article. </span><br />
<span class="author vcard"><span class="fn"><br /></span></span>Benefit Advisors, Inc.http://www.blogger.com/profile/16362690530219191613noreply@blogger.com0tag:blogger.com,1999:blog-5203216466349741800.post-42904474676916333432016-05-24T10:53:00.000-04:002016-05-25T10:54:09.523-04:00Tip Tuesday! When it comes to employee engagement, ‘one-size-fits-all’ isn’t working<span class="author vcard"><span style="font-family: "arial" , "helvetica" , sans-serif;">by <span class="fn">Tim Gould</span></span></span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">There’s bad news for organizations working hard to improve employee engagement: Overall, it’s still declining. </span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;">With so much time and energy being focused on this issue, what is still going wrong? In order to get some answers, <a href="http://www.quantumworkplace.com/">Quantum Workplace</a> — a company that offers an employee feedback platform — conducted an in-depth <a href="http://www.quantumworkplace.com/2016-employee-engagement-trends-report">survey</a> to see the macro and micro trends in employee engagement.</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">Their infographic below delves into how different types of employees’ engagement are driven by different factors.</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">The takeaway? It’s time to stop approaching engagement with “one-size-fits-all” strategies.</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">Some highlights include:</span><br />
<span class="author vcard"><span style="font-family: "arial" , "helvetica" , sans-serif;"><span class="fn"></span></span></span><br />
<ul>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;">In 2013, 68% of employees were engaged. That fell to 65.3% in 2015.</span></li>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;">Having leaders who are committed to making the organization a great place to work is the number one factor driving engagement.</span></li>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;">For employees between the ages of 26 and 35, having a job that allows them to use their strengths became more important. That factor jumped up 5 ranking spots as an influencer of engagement.</span></li>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;">While 72% of men and 67.9% of women are engaged, just 40.9% of employees of another gender identity are.</span></li>
</ul>
<div>
<span style="font-family: "arial" , "helvetica" , sans-serif;">Click <a href="http://www.hrmorning.com/when-it-comes-to-employee-engagement-one-size-fits-all-isnt-working/" target="_blank">here</a> for entire article. </span></div>
Benefit Advisors, Inc.http://www.blogger.com/profile/16362690530219191613noreply@blogger.com0tag:blogger.com,1999:blog-5203216466349741800.post-7841598520680801212016-05-20T10:24:00.001-04:002016-05-20T10:24:19.790-04:00EEOC issues final wellness rule: What’s allowed, what isn’t<span class="author vcard"><span style="font-family: Arial, Helvetica, sans-serif;">by <span class="fn">Christian Schappel</span></span></span><br />
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<span style="font-family: Arial, Helvetica, sans-serif;">Finally, employers have the info they’ve been seeking on how to design their wellness programs so they don’t violate the ADA — or other federal laws. <span id="more-40332"></span></span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
<span style="font-family: Arial, Helvetica, sans-serif;">The EEOC has been promising for a while now to clear the air when it comes to what kinds of wellness incentives are legal — and when non-participation penalties become so steep as to render a wellness program “involuntary” and, thus, illegal under the ADA.</span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
<span style="font-family: Arial, Helvetica, sans-serif;">Now, more than a year after the <strong><a href="http://www.hrmorning.com/eeoc-new-wellness-rules-employers/" target="_blank">EEOC issued a proposed rule</a></strong> on the subject, the <strong><a href="https://www.federalregister.gov/articles/2016/05/17/2016-11558/regulations-under-the-americans-with-disabilities-act" target="_blank">final rule</a></strong> has dropped. <em>(Spoiler alert: It closely mirrors the proposal.)</em></span><br />
<h2>
<span style="font-family: Arial, Helvetica, sans-serif; font-size: small;">The problem</span></h2>
<span style="font-family: Arial, Helvetica, sans-serif;">Here’s the problem the final rule was meant to address: When the ADA was passed in 1990, it said it was permissible for employers to conduct medial inquiries and examinations of employees as part of “voluntary” “health programs” (a.k.a., wellness programs). The problem was those two terms were never clearly defined.</span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
<span style="font-family: Arial, Helvetica, sans-serif;">Then along came HIPAA and the ACA, which said employers could offer incentives to encourage employees to participate in wellness programs — so that’s what employers did.</span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
<span style="font-family: Arial, Helvetica, sans-serif;">Fast forward to 2014. With healthcare costs skyrocketing, some employers got pretty aggressive in their wellness plans, tying bigger incentives (i.e., penalties) to non-participation.</span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
<span style="font-family: Arial, Helvetica, sans-serif;">Then the EEOC got the itch to start going after employer wellness programs it felt punished employees too harshly for not participating in wellness initiatives.</span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
<span style="font-family: Arial, Helvetica, sans-serif;">Click <a href="http://www.hrmorning.com/eeoc-issues-final-wellness-rule-whats-allowed-what-isnt/" target="_blank">here</a> for entire article. </span><br />
<span class="author vcard"><span class="fn"><br /></span></span>Benefit Advisors, Inc.http://www.blogger.com/profile/16362690530219191613noreply@blogger.com0tag:blogger.com,1999:blog-5203216466349741800.post-13974631637873118062016-05-19T10:31:00.003-04:002016-05-19T10:31:44.955-04:00DOL issues final OT rule: It’s more good news than bad<span class="author vcard"><span style="font-family: Arial, Helvetica, sans-serif;">by <span class="fn">Christian Schappel</span></span></span><br />
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<span style="font-family: Arial, Helvetica, sans-serif;">Is the DOL’s new overtime rule going to be a burden for businesses? Yes. There’s no denying that. But compared to the original proposal, there are some things to be happy about. <span id="more-40350"></span></span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
<span style="font-family: Arial, Helvetica, sans-serif;">To be clear, we’re not saying employers should be excited for the rule. Rather, if you were expecting <strong><a href="https://www.dol.gov/whd/overtime/final2016/" target="_blank">the final rule</a></strong> to be as daunting to comply with — or worse — than the <strong><a href="http://www.hrmorning.com/dol-issues-new-overtime-rules-what-you-need-to-do/" target="_blank">proposed rule</a></strong>, there are some things to be happy about.</span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
<span style="font-family: Arial, Helvetica, sans-serif;">Specially, the good news is:</span><br />
<ul>
<li><span style="font-family: Arial, Helvetica, sans-serif;"><strong>The salary threshold was lowered.</strong> The proposed rule said the annual salary an employee had to be paid to be considered exempt under the FLSA would be $970 per week or $50,440 per year. That number has now been dropped to $913 per week or $47,476 per year.</span></li>
<li><span style="font-family: Arial, Helvetica, sans-serif;"><strong>The threshold won’t increase every year.</strong> In its proposal, the <strong><a href="http://www.hrmorning.com/dols-final-overtime-rule-moves-forward-whats-next/" target="_blank">DOL suggested</a></strong> tying the threshold to an automatic escalator, which likely would’ve resulted in the threshold climbing annually. Instead, the final rule says the threshold will increase every three years.</span></li>
<li><span style="font-family: Arial, Helvetica, sans-serif;"><strong>Nondiscretionary bonuses count toward the threshold.</strong> Other than for highly compensated individuals, nondiscretionary bonuses haven’t counted toward an individual’s salary and, therefore, couldn’t help employers push workers over the exemption threshold. But the final rule emends the salary basis test to allow employers to use nondiscretionary bonuses and incentive payments (including commissions) to satisfy up to 10% of the new $47,476 salary level.</span></li>
</ul>
<span class="author vcard"><span class="fn"><span style="font-family: Arial, Helvetica, sans-serif;">Click <a href="http://www.hrmorning.com/dol-issues-final-ot-rule/" target="_blank">here</a> for entire article. </span></span></span>Benefit Advisors, Inc.http://www.blogger.com/profile/16362690530219191613noreply@blogger.com0tag:blogger.com,1999:blog-5203216466349741800.post-65264987369387802862016-05-18T09:16:00.005-04:002016-05-18T09:16:58.110-04:00Is your health plan out of compliance? 4 areas to check ASAP<span class="author vcard"><span style="font-family: Arial, Helvetica, sans-serif;">by <span class="fn">Jared Bilski</span></span></span><br />
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<span style="font-family: Arial, Helvetica, sans-serif;">The sheer complexity of changing federal regs as well as the impact of recent landmark court rulings on benefits plans make assessing health-plan compliance a critical task that HR pros need to put at the top of their to-do list. <span id="more-9016"></span></span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
<span style="font-family: Arial, Helvetica, sans-serif;">In fact, <strong><a href="http://healthsprocket.com/hs/content/daniel-n-kuperstein-5-reasons-your-health-plan-needs-compliance-assessment" target="_blank">ERISA attorney Daniel N. Kuperstein</a></strong> is warning employers everywhere that most health plans <em>aren’t fully compliant</em> with the host of regs they’re subject to.</span><br />
<h2>
<span style="font-family: Arial, Helvetica, sans-serif; font-size: small;">Almighty plan document</span></h2>
<span style="font-family: Arial, Helvetica, sans-serif;">A proper assessment of your health plan starts with the plan document, Kuperstein says. Simply put: If your plan doc doesn’t gibe with how your benefits are actually provided to employees, you’re out of <strong><a href="http://www.hrbenefitsalert.com/employee-handbooks-overlooked-area-of-obamacare-compliance/" target="_blank">compliance</a></strong>.</span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
<span style="font-family: Arial, Helvetica, sans-serif;">Well-meaning employers will often get themselves into trouble by offering benefits and perks that aren’t detailed in the company’s plan document.</span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
<span style="font-family: Arial, Helvetica, sans-serif;">On top of an up-to-date plan document, employers have to make sure none of the language in their summary plan descriptions, benefits-related policies and benefits communications contradicts what’s written in the official plan document.</span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
<span style="font-family: Arial, Helvetica, sans-serif;">Some specific documents employers will want to review include: Employee notices, COBRA offerings and documents, FMLA info and health plan non-discrimination testing.</span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
<span style="font-family: Arial, Helvetica, sans-serif;">For a sample health plan compliance assessment checklist, <strong><a href="http://bit.ly/check503" target="_blank">visit</a></strong>. In addition, here are some <strong><a href="http://bit.ly/assess504" target="_blank">major changes in the benefits world</a></strong> to keep in mind when it comes to compliance:</span><br />
<h2>
<span style="font-family: Arial, Helvetica, sans-serif; font-size: small;">1. The ever-changing ACA regs</span></h2>
<span style="font-family: Arial, Helvetica, sans-serif;">In this year alone, the feds clarified and changed several key aspects related to health reform reporting (e.g., COBRA coverage). Not being up to speed on even minor changes to the reporting rules can lead to costly mistakes (a $250 per return penalty up to a $3 million max).</span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
<span style="font-family: Arial, Helvetica, sans-serif;">Click <a href="http://www.hrbenefitsalert.com/is-your-health-plan-out-of-compliance-4-areas-to-check-asap/" target="_blank">here</a> for entire article.</span><br />
<span class="author vcard"><span class="fn"><br /></span></span>Benefit Advisors, Inc.http://www.blogger.com/profile/16362690530219191613noreply@blogger.com0tag:blogger.com,1999:blog-5203216466349741800.post-49031726260170147422016-05-17T09:07:00.003-04:002016-05-17T09:07:55.851-04:00Tip Tuesday! 3 topics your 401(k) investment committee probably needs to revisit<span class="author vcard">by <span class="fn">Tim Gould</span></span><br />
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<br /></div>
Is your 401(k) investment committee doing everything it should? <span id="more-8327"></span>With the feds starting to take a more active role overseeing companies’ retirement plans, that’s a question that needs to be examined on a regular basis. <span id="more-40283"></span><br />
<br />
As employers are well aware, the DOL has said a few execs acting as a plan sponsor isn’t enough to constitute an “independent review” of the plan and satisfy a plan sponsor’s <strong><a href="http://www.hrbenefitsalert.com/fiduciary-compliance-a-15-point-cheat-sheet-you-can-count-on/" target="_blank">fiduciary responsibilities</a></strong>.<br />
<br />
Committees should be made up of a broad sample of the company. Example: A few senior execs (CFO or vice president), some department heads and HR or benefits reps.<br />
<h2>
The big 3</h2>
Here’s what a committee should be tackling on a regular basis, according to <strong><a href="http://bit.ly/committee493" target="_blank">Mercer senior defined contribution consultant Bill McClain</a></strong>.<br />
<br />
<strong>1. Government regs.</strong> In recent years, the feds have taken a strong interest in employers’ retirement plans. So committees must be able to understand exactly how these complex regs apply to their situations.<br />
<br />
Because this often requires expert understanding, many committees go to a plan advisor for a simple breakdown of confusing reg issues.<br />
<br />
Another best practice that helps with this topic: Looking at actual lawsuits and what the companies being sued could’ve done differently.<br />
<br />
Click <a href="http://www.hrmorning.com/3-topics-your-401k-investment-committee-probably-needs-to-revisit/" target="_blank">here</a> for entire article.<br />
<span class="author vcard"><span class="fn"><br /></span></span>Benefit Advisors, Inc.http://www.blogger.com/profile/16362690530219191613noreply@blogger.com0tag:blogger.com,1999:blog-5203216466349741800.post-26838960805126372862016-05-13T10:05:00.003-04:002016-05-13T10:05:44.889-04:006 add-ons any onboarding program would benefit from<span class="author vcard"><span style="font-family: Arial, Helvetica, sans-serif;">by <span class="fn">Christian Schappel</span></span></span><br />
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhfpxOhYyntvvaKaxE-i0_ekq8OYs9PxDLloRL2qomBBZp5JBwPg8Tc1xaaF-D054opa_OLQen3Dk1HL7_jE6IogGa18DFADGtgw4dSOl-sfT94D-_rCFNrImvGmVeAANtt_DHasCh3zQ/s1600/5-13.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><span style="font-family: Arial, Helvetica, sans-serif;"><img border="0" height="213" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhfpxOhYyntvvaKaxE-i0_ekq8OYs9PxDLloRL2qomBBZp5JBwPg8Tc1xaaF-D054opa_OLQen3Dk1HL7_jE6IogGa18DFADGtgw4dSOl-sfT94D-_rCFNrImvGmVeAANtt_DHasCh3zQ/s320/5-13.jpg" width="320" /></span></a></div>
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<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
<span style="font-family: Arial, Helvetica, sans-serif;">Finding talent — like really great talent — is hard. Great employees don’t come around every day. So when they do, are you 100% sure your onboarding program is making a great first impression with them? If not, you’re in trouble. <span id="more-40267"></span></span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
<span style="font-family: Arial, Helvetica, sans-serif;">Roughly one-third (31%) of the U.S. workforce has quit a job after less than six months, according to recent research.</span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
<span style="font-family: Arial, Helvetica, sans-serif;">One of the main culprits? Poor onboarding. Some employees were just never able to settle in — and it’s not always their fault.</span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
<span style="font-family: Arial, Helvetica, sans-serif;">Onboardia, an onboarding solutions provider, suggests some organizations are setting themselves up to fail by implementing a sub-par onboarding program — or having no such program at all (32% of surveyed employers said they have no formal onboarding program).</span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
<span style="font-family: Arial, Helvetica, sans-serif;">Some other interesting data compiled by Onboardia:</span><br />
<ul>
<li><span style="font-family: Arial, Helvetica, sans-serif;">91% of managers said they believe their organization does not handle onboarding well</span></li>
<li><span style="font-family: Arial, Helvetica, sans-serif;">81% of HR administrators said the same, and</span></li>
<li><span style="font-family: Arial, Helvetica, sans-serif;">75% of employers admitted that too.</span></li>
</ul>
<h2>
<span style="font-family: Arial, Helvetica, sans-serif;">Solutions</span></h2>
<span style="font-family: Arial, Helvetica, sans-serif;">So how can employers fix things? Onboardia created an inforgraphic (see below) with some helpful suggestions.</span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
<span style="font-family: Arial, Helvetica, sans-serif;">It offered up six says employers can improve how they bring new talent on board to spark comfort, loyalty and job satisfaction:</span><br />
<ol>
<li><span style="font-family: Arial, Helvetica, sans-serif;">Make the process paperless (80%) of HR pros say the majority of new hire paperwork is completed in person (Note: By making it paperless employers can not only make filling it out easier, but also send it to employees prior to their first day — and get it out of the way early).</span></li>
</ol>
<div>
<span style="font-family: Arial, Helvetica, sans-serif;">Click <a href="http://www.hrmorning.com/6-add-ons-any-onboarding-program-would-benefit-from/" target="_blank">here</a> for entire article. </span></div>
<span class="author vcard"><span class="fn"><br /></span></span>Benefit Advisors, Inc.http://www.blogger.com/profile/16362690530219191613noreply@blogger.com0tag:blogger.com,1999:blog-5203216466349741800.post-8725469792756408582016-05-12T08:50:00.001-04:002016-05-12T08:50:19.508-04:00Finally: EEOC offers a wider perspective on what’s required in ADA leave<span class="author vcard"><span style="font-family: Arial, Helvetica, sans-serif;">by <span class="fn">Christian Schappel</span></span></span><br />
<span class="author vcard"><span class="fn"><span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></span></span>
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<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
<span style="font-family: Arial, Helvetica, sans-serif;">There are several things employers want to pay close attention to in the EEOC’s latest document covering the ADA. <span id="more-40274"></span></span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
<span style="font-family: Arial, Helvetica, sans-serif;">Ever since the <strong><a href="http://www.hrmorning.com/fixed-leave-policy-costs-company-1-35m/" target="_blank">EEOC started suing employers</a></strong> for not providing disabled employees with leave as a reasonable accommodation under the ADA, employers have <strong><a href="http://www.hrmorning.com/granting-ada-leave-its-tricky/" target="_blank">been waiting for guidance</a></strong> on the issue.</span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
<span style="font-family: Arial, Helvetica, sans-serif;">Finally, the EEOC has delivered … sort of.</span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
<span style="font-family: Arial, Helvetica, sans-serif;">While it stopped short of issuing “official guidance,” it did just publish a resource document entitled, “<strong><a href="https://www.eeoc.gov/eeoc/publications/ada-leave.cfm" target="_blank">Employer-Provided Leave and the Americans with Disabilities Act</a></strong>.”</span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
<span style="font-family: Arial, Helvetica, sans-serif;">It’s not considered official guidance because it wasn’t voted on by the entire commission. But it does provide a lot of the info employers have been seeking on when and how leave under the ADA must be considered/granted.</span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
<span style="font-family: Arial, Helvetica, sans-serif;">Here are the topics the document covers and what employers need to know from each of those sections:</span><br />
<h2>
<span style="font-family: Arial, Helvetica, sans-serif;">Equal access to leave under your leave policies</span></h2>
<ul>
<li><span style="font-family: Arial, Helvetica, sans-serif;">If an employer receives a request for leave for reasons related to a disability, and the leave falls within the employer’s existing leave policy, it should treat the employee requesting leave the same as an employee who requests leave for reasons unrelated to a disability. (Example: If you don’t require non-disabled employees to provide a doctor’s note to support a leave request, you can’t require disabled employees to provide a doctor’s note.)</span></li>
<li><span style="font-family: Arial, Helvetica, sans-serif;">Employers are entitled to have policies that require all employees to provide a doctor’s note or other documentation to substantiate the need for leave. But the requirement must be applied to all individuals equally.</span></li>
</ul>
<span class="author vcard"><span class="fn"><span style="font-family: Arial, Helvetica, sans-serif;">Click <a href="http://www.hrmorning.com/eeoc-provides-much-needed-info-on-ada-leave/" target="_blank">here</a> for entire article. </span></span></span>Benefit Advisors, Inc.http://www.blogger.com/profile/16362690530219191613noreply@blogger.com0tag:blogger.com,1999:blog-5203216466349741800.post-31916132963404929552016-05-11T08:57:00.003-04:002016-05-11T08:57:29.834-04:00DOL answers more questions on ACA: 5 highlights<span class="author vcard"><span style="font-family: Arial, Helvetica, sans-serif;">by <span class="fn">Jared Bilski</span></span></span><br />
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<span style="font-family: Arial, Helvetica, sans-serif;">New Obamacare guidance from the agencies responsible for implementing the ACA includes a lot of important info on health plans and cost-sharing. <span id="more-40246"></span><span id="more-15456"></span></span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
<span style="font-family: Arial, Helvetica, sans-serif;">The feds’ (DOL, HHS and IRS) <strong><a href="https://www.dol.gov/ebsa/faqs/faq-aca31.html" target="_blank">31st FAQ</a> </strong>on healthcare reform answers a lot of important questions for employers about the ACA.</span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
<span style="font-family: Arial, Helvetica, sans-serif;">But it also delves into other federal laws such as the Mental Health Parity Act and the Women’s Health and Cancer Rights Act (WHCRA).</span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
<span style="font-family: Arial, Helvetica, sans-serif;">Some of the highlights employers should know from the 12-question FAQ:</span><br />
<h2>
<strong><span style="font-family: Arial, Helvetica, sans-serif; font-size: small;">Preventive services</span></strong></h2>
<span style="line-height: 1.5;"><span style="font-family: Arial, Helvetica, sans-serif;">The first few questions in the FAQ deal with the preparation for a common preventive procedure: a colonoscopy.</span></span><br />
<span style="line-height: 1.5;"><span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></span>
<span style="font-family: Arial, Helvetica, sans-serif;">According to the feds, the preparation is an integral part of the actual procedure and, generally, must be covered without any cost-sharing. Specifically, the feds mentioned bowel preparation medications given before the colonoscopy.</span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
<span style="font-family: Arial, Helvetica, sans-serif;">However, when utilizing reasonable medical management techniques, plans can create a standard exception form – which can be modeled after the <em>Medicare Part D Coverage Determination Request Form</em> – so providers can prescribe specific services or FDA-approved items.</span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
<span style="font-family: Arial, Helvetica, sans-serif;">Click <a href="http://www.hrmorning.com/dols-answers-more-questions-on-aca-5-highlights/" target="_blank">here </a>for entire article. </span><br />
<span class="author vcard"><br /></span>Benefit Advisors, Inc.http://www.blogger.com/profile/16362690530219191613noreply@blogger.com0tag:blogger.com,1999:blog-5203216466349741800.post-45274465112594114552016-05-10T11:41:00.002-04:002016-05-10T11:41:53.925-04:00Tip Tuesday! 3 awkward conversations DOL’s new overtime rule will spark<span class="author vcard"><span style="font-family: Arial, Helvetica, sans-serif;">by <span class="fn">Christian Schappel</span></span></span><br />
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<span style="font-family: Arial, Helvetica, sans-serif;">Are you ready for the three most difficult conversations you’ve had in a while? <span id="more-38817"></span></span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
<span style="font-family: Arial, Helvetica, sans-serif;">The DOL’s changes to the FLSA white collar overtime exemption regulations aren’t just going to be a financial headache for employers; they’re also going to be a managerial dilemma.</span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
<span style="font-family: Arial, Helvetica, sans-serif;">If the final rule resembles anything close to <strong><a href="http://www.hrmorning.com/overtime-crisis-nearing-6-steps-to-avoid-pitfalls/" target="_blank">the DOL’s proposal</a></strong> — which would crank up the minimum salary threshold for all exempt employees to $50K (or <strong><a href="http://www.hrmorning.com/big-news-dol-new-overtime-rule-salary-threshold/" target="_blank">at least $47K</a></strong>) — large chunks of some companies’ workforces are about to go from exempt to non-exempt.</span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
<span style="font-family: Arial, Helvetica, sans-serif;">Financial implications aside, that creates a huge management problem: The change in classification could feel like a demotion to employees.</span><br />
<h2>
<span style="font-family: Arial, Helvetica, sans-serif; font-size: small;">They’ll blame the DOL, right?</span></h2>
<span style="font-family: Arial, Helvetica, sans-serif;">If you think employees will curse the Obama Administration for what could essentially be an overnight change in their work arrangements/classifications, you’re in for disappointment.</span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
<span style="font-family: Arial, Helvetica, sans-serif;">Odds are the average worker’s going to blame you, their employer. After all, not everyone keeps up to date with what the feds are doing. So, on its face, the shift from exempt to non-exempt status may come off looking like something your company did for its own benefit — unless you’re willing to set the record straight right now.</span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
<span style="font-family: Arial, Helvetica, sans-serif;">Click <a href="http://www.hrmorning.com/3-awkward-conversations-new-dol-ot-rules-spark/" target="_blank">here </a>for entire article. </span><br />
<span class="author vcard"><span class="fn"><br /></span></span>Benefit Advisors, Inc.http://www.blogger.com/profile/16362690530219191613noreply@blogger.com0tag:blogger.com,1999:blog-5203216466349741800.post-91748601533903035052016-05-06T09:54:00.002-04:002016-05-06T09:54:13.709-04:00Why employees are failing to use FSAs as effectively as they could be?<span class="author vcard"><span style="font-family: Arial, Helvetica, sans-serif;">by <span class="fn">Jared Bilski</span></span></span><br />
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<span style="font-family: Arial, Helvetica, sans-serif;">Whether you offer the grace period or the rollover method, employees have to do some planning to use their FSA funds effectively. Otherwise, they could easily do what a lot of FSA account holders are doing nowadays … <span id="more-40226"></span></span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
<em><span style="font-family: Arial, Helvetica, sans-serif;">… forfeiting some hard-earned money.</span></em><br />
<em><span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></em>
<span style="font-family: Arial, Helvetica, sans-serif;">Research shows most FSA account holders aren’t aware of the many ways in which they can use their funds.</span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
<span style="font-family: Arial, Helvetica, sans-serif;">In fact, just 50% of FSA account holders were able to pass a basic proficiency quiz, according to <strong><a href="https://www.alegeus.com/news/press-releases/153-new-research-from-alegeus-technologies-finds-that-seventy-percent-of-hsa-account-holders-cannot-pass-a-basic-hsa-proficiency-quiz" target="_blank">research by Alegeus Technologies</a></strong>. <em>(Note: The problem’s even worse for HSA account holders.)</em></span><br />
<h2>
<span style="font-family: Arial, Helvetica, sans-serif; font-size: small;">What they need to know</span></h2>
<span style="font-family: Arial, Helvetica, sans-serif;">To help employees get the most out of their FSAs, here’s some info employers can share with them:</span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
<span style="font-family: Arial, Helvetica, sans-serif;"><strong>1. The latest eligibility list.</strong> Many staffers fail to take advantage of FSA tax benefits because they assume products aren’t eligible.</span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
<span style="font-family: Arial, Helvetica, sans-serif;">But from smartphone-enabled apps to lip balm, there are more than 4,000 FSA-eligible products available. Direct staff to most up-to-date FSA eligibility list, <strong><a href="https://fsastore.com/Help/FSA-Eligible-Products-requiring-OTCprescription-in-2011.aspx?utm_source=EBN&utm_medium=slideshow&utm_campaign=EligibilityListFSA" target="_blank">here</a></strong>.</span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
<span class="author vcard"><span style="font-family: Arial, Helvetica, sans-serif;"><span class="fn"></span></span></span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><strong>2. Allowable changes.</strong> Generally, employees must commit to their FSA deductions at the start of the plan year. However, there are a number of events (marriage, divorce, birth, employment status change) where mid-year changes are allowed. Be sure employees are aware of these events.</span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
<span style="font-family: Arial, Helvetica, sans-serif;">Click <a href="http://www.hrmorning.com/why-employees-are-failing-to-use-fsas-as-effectively-as-they-could-be/" target="_blank">here</a> for entire article. </span>Benefit Advisors, Inc.http://www.blogger.com/profile/16362690530219191613noreply@blogger.com0tag:blogger.com,1999:blog-5203216466349741800.post-13972669064082032152016-05-05T09:16:00.001-04:002016-05-05T09:16:07.052-04:00Big news on DOL’s new overtime salary threshold<span class="author vcard"><span style="font-family: Arial, Helvetica, sans-serif;">by <span class="fn">Christian Schappel</span></span></span><br />
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<span style="font-family: Arial, Helvetica, sans-serif;">When it comes to complying with the DOL’s coming changes to the white collar overtime exemption regulations, employers will take any relief they can get. As a result, employers will likely embrace this suspected change to the regs. <span id="more-40228"></span></span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
<span style="font-family: Arial, Helvetica, sans-serif;">It appears the agency is backing off its original proposal to raise the salary threshold to $50,440 to qualify as exempt … at least a little.</span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
<span style="font-family: Arial, Helvetica, sans-serif;">The new threshold figure being kicked around by lawmakers is $47,000, according to reports by <strong><em><a href="http://www.politico.com/tipsheets/morning-shift/2016/04/labor-department-to-lower-proposed-overtime-threshold-dems-stick-with-administration-on-fiduciary-rule-15-looks-likely-in-baltimore-214041" target="_blank">POLITICO</a></em></strong> and <strong><em><a href="http://money.cnn.com/2016/05/02/pf/overtime-pay-rule-change/index.html" target="_blank">CNNMoney</a></em></strong> — with <em>POLITICO’s</em> labor and employment reporters Brian Mahoney and Marianne Levine citing “sources familiar with the Labor Department’s deliberations.”</span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
<span style="font-family: Arial, Helvetica, sans-serif;">Given the <a href="http://www.hrmorning.com/how-many-comments-did-dols-overtime-proposal-generate/" target="_blank"><strong>significant amount of criticizm heaped on</strong></a> the <strong><a href="http://www.hrmorning.com/dol-issues-new-overtime-rules-what-you-need-to-do/" target="_blank">DOL’s proposed changes</a></strong> to the overtime exemption regs by employers and business groups, the decrease isn’t likely to come as a shock to many employers — although, it’s not as low as many would’ve liked to have seen it go.</span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
<span style="font-family: Arial, Helvetica, sans-serif;">Many critics felt the $50,440 proposed threshold was too big of a jump from the current $23,660 figure and that it failed to account for the specific financial environments of different industries and regions.</span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
<span style="font-family: Arial, Helvetica, sans-serif;">Example: Former DOL administrator-turned-attorney <strong><a href="http://www.hrmorning.com/former-dol-insider-points-out-flaws-in-new-overtime-rules/" target="_blank">Tammy McCutchen told</a></strong> the House Subcommittee on Workforce Protections that a $50K threshold would have a disproportionate impact on states with a lower cost of living. In addition, she said the proposed salary threshold would far exceed the threshold established in high-cost-of-living states like California ($37,440) and New York ($34,124).</span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
<span style="font-family: Arial, Helvetica, sans-serif;">So it appears the DOL is willing to cave, at least a little.</span><br />
<h2>
<span style="font-family: Arial, Helvetica, sans-serif;">Why $47,000?</span></h2>
<div>
Click <a href="http://www.hrmorning.com/big-news-dol-new-overtime-rule-salary-threshold/" target="_blank">here </a>for entire article. </div>
<span class="author vcard"><span class="fn"><br /></span></span>Benefit Advisors, Inc.http://www.blogger.com/profile/16362690530219191613noreply@blogger.com0tag:blogger.com,1999:blog-5203216466349741800.post-61561878729264122242016-05-04T09:42:00.000-04:002016-05-04T09:42:41.746-04:00Top 10 mistakes managers make when giving feedback<span class="author vcard">by <span class="fn">Christian Schappel</span></span><br />
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Orchestrating a great feedback session is as much about what you <em>shouldn’t</em> do as what you should. <span id="more-38394"></span><br />
According to Suzanne Lucas, the Evil HR Lady <em>(<strong><a href="http://evilhrlady.org/" target="_blank">EvilHRLady.org</a></strong>)</em>, giving feedback improperly is as bad as not giving feedback at all.<br />
Adding to the equation is the fact that many companies, during manager training, tend to focus entirely on what <em>should</em> be done and said in employee feedback sessions — rather than also training mangers on what costly actions and phrases should be avoided at the same time.<br />
So Lucas shared in her always-excellent <a href="http://www.inc.com/author/suzanne-lucas" target="_blank"><strong><em>Inc. Magazine</em> column</strong></a> 10 mistakes that should never be made when providing employee feedback.<br />
Pass these abbreviated versions along to your managers (and go to <strong><a href="http://www.inc.com/suzanne-lucas/10-things-you-should-never-do-when-giving-employee-feedback.html" target="_blank">Lucas’ column</a></strong> for a full breakdown):<br />
<ul>
<li><strong>No. 10: Forgetting to say what you want.</strong> Don’t just tell employees what they screwed up. Tell them what you want them to do going forward.</li>
<li><strong>No. 9: Failing to document.</strong> Create a paper trail. It helps when you have to justify a decision. Document not only what the employee did wrong, but also what goals you set for them in the future.</li>
</ul>
<div>
Click <a href="http://www.hrmorning.com/top-10-mistakes-when-giving-feedback/" target="_blank">here</a> for entire article. </div>
<span class="author vcard"><span class="fn"><br /></span></span>Benefit Advisors, Inc.http://www.blogger.com/profile/16362690530219191613noreply@blogger.com0tag:blogger.com,1999:blog-5203216466349741800.post-67976922648516057792016-05-03T10:58:00.001-04:002016-05-03T10:58:35.077-04:00Tip Tuesday! Here’s what trashing resumes, applications can cost you<span class="author vcard"><span style="font-family: "arial" , "helvetica" , sans-serif;">by <span class="fn">Christian Schappel</span></span></span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">A recent settlement of an EEOC lawsuit is a powerful reminder of just how important it is to retain job seekers’ application materials — and what it can cost if you fail to. <span id="more-40206"></span></span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span>
<span style="font-family: "arial" , "helvetica" , sans-serif;">Last fall, <a href="http://www.hrmorning.com/heres-how-trashing-resumes-applications-can-come-back-to-bite-you/" target="_blank"><strong><em>HR Morning</em> reported</strong></a> that Coca-Cola Bottling Company of Mobile, an Alabama-based subsidiary of Coca-Cola Bottling Co. Consolidated, was being sued by the EEOC.</span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span>
<span style="font-family: "arial" , "helvetica" , sans-serif;">The agency claimed that soda maker and bottler twice violated federal law when it refused to hire Martina Owes.</span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span>
<span style="font-family: "arial" , "helvetica" , sans-serif;">Specifically, the EEOC accused Coca-Cola of:</span><br />
<ul>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;"><strong>Sex discrimination.</strong> The EEOC claimed Coke violated the Civil Rights Act when it refused to hire Owes. It said the company hired two less-qualified men to fill vacant warehouse positions over Owes, despite the fact that she had all of the warehouse and forklift experience required for the positions.</span></li>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;"><strong>Recordkeeping violations.</strong> The agency also claimed Coke violated federal recordkeeping requirements by not preserving all of the application materials related to those positions.</span></li>
</ul>
<span style="font-family: "arial" , "helvetica" , sans-serif;">The agency sued only after attempts to reach a settlement through its <strong><a href="http://www.hrmorning.com/judge-slams-eeoc-on-conciliation/" target="_blank">conciliation process</a></strong> failed.</span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span>
<span style="font-family: "arial" , "helvetica" , sans-serif;">But, apparently, Coke had a change of heart while preparing its defense strategy. The EEOC just announced that it has reached a settlement with the Mobile bottling plant.</span><br />
<h2>
<span style="font-family: "arial" , "helvetica" , sans-serif; font-size: small;">What’s it going to cost?</span></h2>
<span style="font-family: "arial" , "helvetica" , sans-serif;">Coca-Cola <strong><a href="https://www.eeoc.gov/eeoc/newsroom/release/4-12-16.cfm" target="_blank">has agreed</a></strong> to pay Owes $35,000 to settle all the charges against it.</span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span>
<span style="font-family: "arial" , "helvetica" , sans-serif;">The terms of the settlement also dictate that Coke:</span><br />
<ul>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;">cease from future discrimination</span></li>
</ul>
<div>
<span style="font-family: "arial" , "helvetica" , sans-serif;">Click <a href="http://www.hrmorning.com/heres-what-trashing-resumes-applications-can-cost-you/" target="_blank">here</a> for entire article. </span></div>
<span class="author vcard"><span class="fn"><br /></span></span>Benefit Advisors, Inc.http://www.blogger.com/profile/16362690530219191613noreply@blogger.com0tag:blogger.com,1999:blog-5203216466349741800.post-43929598468411996372016-04-29T10:41:00.003-04:002016-04-29T10:42:30.318-04:00New FMLA poster issued by DOL: But do you have to use it?<span class="author vcard"><span style="font-family: "arial" , "helvetica" , sans-serif;">by <span class="fn">Christian Schappel</span></span></span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">The DOL just issued a new General FMLA Notice for employers to hang in their workplaces. <span id="more-40179"></span></span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span>
<span style="font-family: "arial" , "helvetica" , sans-serif;">The notice can be found <strong><a href="http://www.dol.gov/whd/regs/compliance/posters/fmla.htm" target="_blank">here</a></strong>.</span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span>
<span style="font-family: "arial" , "helvetica" , sans-serif;">Now on to the big question: <em><strong>Do employers have to use it?</strong></em></span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;"><em><strong><br /></strong></em></span>
<span style="font-family: "arial" , "helvetica" , sans-serif;"><strong>The answer:</strong> Employers covered by the FMLA must hang the new poster or stick with a pre-existing poster that outlines the same info.</span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span>
<span style="font-family: "arial" , "helvetica" , sans-serif;">In other words, you’re not required to swap out your current poster for the new one. But there are some reasons you may want to.</span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span>
<span style="font-family: "arial" , "helvetica" , sans-serif;">For starters, the new poster is organized in a much more reader-friendly way than the DOL’s last poster.</span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span>
<span style="font-family: "arial" , "helvetica" , sans-serif;">So if you’re not a fan of your current poster’s layout, this may be a more attractive option.</span><br />
<h2>
<span style="font-family: "arial" , "helvetica" , sans-serif; font-size: small;">The requirements</span></h2>
<span style="font-family: "arial" , "helvetica" , sans-serif;">Just to be safe, let’s recap the <strong><a href="https://webapps.dol.gov/elaws/whd/fmla/8b2.aspx" target="_blank">DOL’s regulations</a></strong> regarding the poster.</span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span>
<span style="font-family: "arial" , "helvetica" , sans-serif;">Employers covered by the FMLA must display in a conspicuous place — and keep displaying — a General FMLA Notice explaining the law’s protections and requirements, as well as how employees can file complaints of violations of the FMLA with the DOL’s Wage and Hour Division.</span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span>
<span style="font-family: "arial" , "helvetica" , sans-serif;">The notice — i.e., poster — must be:</span><br />
<ul>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;">prominently displayed where it can be easily seen by employees and job applicants</span></li>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;">displayed even if no employees are FMLA eligible, and</span></li>
</ul>
<div>
<span style="font-family: "arial" , "helvetica" , sans-serif;">Click <a href="http://www.hrmorning.com/new-fmla-poster-issued-by-dol-but-do-you-have-to-use-it/" target="_blank">here</a> for entire article. </span></div>
Benefit Advisors, Inc.http://www.blogger.com/profile/16362690530219191613noreply@blogger.com0tag:blogger.com,1999:blog-5203216466349741800.post-12290682432297743612016-04-28T08:47:00.002-04:002016-04-28T08:47:13.209-04:00One surprising upside to DOL’s overtime rule change<span class="author vcard"><span style="font-family: Arial, Helvetica, sans-serif;">by <span class="fn">Christian Schappel</span></span></span><br />
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<span style="font-family: Arial, Helvetica, sans-serif;">The DOL’s change to the FLSA’s white collar overtime exemptions aren’t all doom and gloom for employers. There’s at least one silver lining. <span id="more-40183"></span></span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
<span style="font-family: Arial, Helvetica, sans-serif;">This “glass half full” scenario <strong><a href="https://www.foley.com/is-final-rule-on-white-collar-exemptions-a-hidden-opportunity-for-employers-03-21-2016/" target="_blank">comes from employment law attorney Leonard V. Feigel</a></strong> of the law firm Foley & Lardner LLP.</span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
<span style="font-family: Arial, Helvetica, sans-serif;">He said for those looking for a positive spin on the rule change, this could be it:</span><br />
<blockquote>
<em><span style="font-family: Arial, Helvetica, sans-serif;">“The publication of the final rules may provide a hidden opportunity for employers to reclassify some positions that may have changed over the years and may no longer qualify for an exemption.”</span></em></blockquote>
<span style="font-family: Arial, Helvetica, sans-serif;">In other words, the new regulations have presented employers with the opportunity to audit employees’ job duties against their job descriptions/classifications in an attempt to make sure employees are still properly classified — and, if not, change their classifications using the umbrella of the rule change as a way to minimize any potential legal liability.</span><br />
<h2>
<span style="font-family: Arial, Helvetica, sans-serif; font-size: small;">It can happen to the best of us</span></h2>
<span style="font-family: Arial, Helvetica, sans-serif;">Even the best employers can fall victim to misclassification if they’re not keeping a close eye on the evolution of employees’ work assignments.</span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
<span style="font-family: Arial, Helvetica, sans-serif;">Click <a href="http://www.hrmorning.com/upside-to-dol-overtime-rule-change/" target="_blank">here</a> for entire article. </span><br />
<span class="author vcard"><span class="fn"><br /></span></span>Benefit Advisors, Inc.http://www.blogger.com/profile/16362690530219191613noreply@blogger.com0tag:blogger.com,1999:blog-5203216466349741800.post-83606105295746279582016-04-27T08:52:00.000-04:002016-04-27T08:52:10.788-04:002 ACA rules changes that may have flown under HR’s radar<span class="author vcard"><span style="font-family: Arial, Helvetica, sans-serif;">by <span class="fn">Jared Bilski</span></span></span><br />
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<span style="font-family: Arial, Helvetica, sans-serif;">In just the past year, we’ve seen wholesale Obamacare changes, like the delay of the employer mandate and the Cadillac Tax, as well as the death of the automatic enrollment provision. But there have also been a number of minor tweaks that weren’t as highly publicized. <span id="more-40093"></span></span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
<span style="font-family: Arial, Helvetica, sans-serif;">Just because these ACA changes haven’t been met with the same fanfare as a lot of the major reg overhauls doesn’t mean HR pros don’t need to know about them.</span><br />
<h2>
<span style="font-family: Arial, Helvetica, sans-serif; font-size: small;">Inflation adjustments</span></h2>
<span style="font-family: Arial, Helvetica, sans-serif;">Here are <strong><a href="http://www.lexology.com/library/detail.aspx?g=82b8e907-75fe-4582-b062-3a77cb30f1a1" target="_blank">two minor health reform changes</a></strong>:</span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
<span style="font-family: Arial, Helvetica, sans-serif;"><strong>Inflation adjustments for the affordability safe harbor percentages.</strong> Under the ACA, the threshold for determining whether a health plan is “affordable” to an employee is “9.5% of household income.” In other words, the cost of coverage cannot exceed this amount. But the law provides for inflation adjustments of this percentage.</span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
<span style="font-family: Arial, Helvetica, sans-serif;">So for plan years beginning in 2016, the 9.5% of household income threshold has been adjusted for inflation and becomes 9.66%.</span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
<span style="font-family: Arial, Helvetica, sans-serif;">Click <a href="http://www.hrmorning.com/2-aca-rules-changes-that-may-have-flown-under-hrs-radar/" target="_blank">here</a> for entire article. </span><br />
<span class="author vcard"><span class="fn"><br /></span></span>Benefit Advisors, Inc.http://www.blogger.com/profile/16362690530219191613noreply@blogger.com0tag:blogger.com,1999:blog-5203216466349741800.post-25095415910750271742016-04-26T08:49:00.004-04:002016-04-26T08:49:41.702-04:00Tip Tuesday! Workers can get away with what? A ruling you have to see to believe<span class="author vcard"><span style="font-family: Arial, Helvetica, sans-serif;">by <span class="fn">Christian Schappel</span></span></span><br />
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<span style="font-family: Arial, Helvetica, sans-serif;">A U.S. appeals court just issued some news employers will find very disturbing: There are times when employers have to just stand by and watch their workers disparage their businesses. <span id="more-40153"></span></span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
<span style="font-family: Arial, Helvetica, sans-serif;">Grab a vomit bag. This could make you a little sick (pun intended).</span><br />
<h2>
<span style="font-family: Arial, Helvetica, sans-serif; font-size: small;">What happened?</span></h2>
<span style="font-family: Arial, Helvetica, sans-serif;">A group of workers employed by MikLin Enterprises Inc., the owners of 10 Jimmy John’s sandwich shops in the Minneapolis-St. Paul, MN, area, asked MikLin for sick leave benefits.</span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
<span style="font-family: Arial, Helvetica, sans-serif;">And when the employer declined, the employees hung posters in public near its 10 restaurants.</span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
<span style="font-family: Arial, Helvetica, sans-serif;">The poster depicted two identical sandwiches sitting next to each other.</span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
<span style="font-family: Arial, Helvetica, sans-serif;">Displayed over one were the words:</span><br />
<blockquote>
<span style="font-family: Arial, Helvetica, sans-serif;">“Your sandwich made by a HEALTHY Jimmy John’s worker.”</span></blockquote>
<span style="font-family: Arial, Helvetica, sans-serif;">And over the other:</span><br />
<blockquote>
<span style="font-family: Arial, Helvetica, sans-serif;">“Your sandwich made by a SICK Jimmy John’s worker.”</span></blockquote>
<span style="font-family: Arial, Helvetica, sans-serif;">Underneath the photos was:</span><br />
<blockquote>
<span style="font-family: Arial, Helvetica, sans-serif;">“Can’t tell the difference? That’s too bad because Jimmy John’s workers don’t get paid sick days. Shoot. We can’t even call in sick. We hope your immune system is ready because you’re about to take the sandwich test …”</span></blockquote>
<span style="font-family: Arial, Helvetica, sans-serif;">Click <a href="http://www.hrmorning.com/workers-can-get-away-with-what-ruling-see-to-believe/" target="_blank">here</a> for entire article. </span><br />
<span class="author vcard"><span class="fn"><br /></span></span>Benefit Advisors, Inc.http://www.blogger.com/profile/16362690530219191613noreply@blogger.com0tag:blogger.com,1999:blog-5203216466349741800.post-46774374186294620342016-04-14T09:18:00.001-04:002016-04-14T09:18:12.889-04:00Beyond fines: DOL takes rare step against FLSA violator<span class="author vcard"><span style="font-family: Arial, Helvetica, sans-serif;">by <span class="fn">Jared Bilski</span></span></span><br />
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<span style="font-family: Arial, Helvetica, sans-serif;">If the thought of the DOL hitting firms with high fines and penalties for FLSA violations doesn’t scare you, maybe the prospect of being hit with additional administrative work will. <span id="more-8925"></span></span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
<span style="font-family: Arial, Helvetica, sans-serif;">That’s what happened to one firm after the DOL uncovered a series of particularly egregious pay violations.</span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
<span style="font-family: Arial, Helvetica, sans-serif;">According to <strong><a href="http://www.dol.gov/newsroom/releases/whd/whd20160314-0" target="_blank">a recent DOL investigation</a></strong>, Colmonero’s Pallets Inc., a pallet manufacturing firm in Phoenix, had a real knack for skirting major FLSA requirements, specifically those involving the law’s recordkeeping provisions, in an effort to avoid paying overtime.</span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
<span style="font-family: Arial, Helvetica, sans-serif;">The DOL claimed the company:</span><br />
<ul>
<li><span style="font-family: Arial, Helvetica, sans-serif;">Paid employees as vendors who only received a flat rate</span></li>
<li><span style="font-family: Arial, Helvetica, sans-serif;">Doling out under-the-table cash payment instead of time-and-a-half</span></li>
<li><span style="font-family: Arial, Helvetica, sans-serif;">Distributing checks under false names to avoid paying overtime, and</span></li>
<li><span style="font-family: Arial, Helvetica, sans-serif;">Destroying employees’ timecards at the end of each pay period.</span></li>
</ul>
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: small;">$300K in wages and damages plus …</span></h2>
<span style="font-family: Arial, Helvetica, sans-serif;">When the DOL completed its investigation, Colmonero’s was ordered to pay $139,154 in back wages, an equal amount in damages and an additional $21,692 because of the willful nature of the violations.</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif;">But the agency didn’t stop there.</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif;">Click <a href="http://www.hrbenefitsalert.com/beyond-fines-dol-takes-rare-step-against-flsa-violator/" target="_blank">here</a> for entire article. </span><br />
<span class="author vcard"><br /></span>Benefit Advisors, Inc.http://www.blogger.com/profile/16362690530219191613noreply@blogger.com0tag:blogger.com,1999:blog-5203216466349741800.post-67553199037068012722016-04-13T10:14:00.003-04:002016-04-13T10:14:29.681-04:00Employees jumping ship, but many want to climb back on board<span style="font-family: Arial, Helvetica, sans-serif;"><span class="author vcard">by <span class="fn">Tim Gould</span></span> </span><br />
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<span style="font-family: Arial, Helvetica, sans-serif;">Employees may be <a href="http://www.hrmorning.com/employees-leaving-jobs-at-the-highest-rate-in-nine-years-heres-why/" target="_blank">leaving jobs at historically high rates</a>, but there’s a silver lining: A big bunch of them come back to their old employers. <span id="more-40013"></span></span><br />
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<span style="font-family: Arial, Helvetica, sans-serif;">That’s the word from a <a href="http://www.spherion.com/Documents/SS-3486_Boomerang_Infogrp_%20Final%204-5-16.pdf" target="_blank">new survey from national staffing company Spherion</a>. About 1,000 full- and part-time workers took part in the research, and nearly one in three (29%) said they’ve returned to a previous employer after leaving for some time. An additional 41% said they were open to being a similar “boomerang” employee.</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif;">Why are so many workers open to the idea of returning to a company they once left? Salary was the biggest motivator, but the “the feeling of being wanted” came in second, the survey said.</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif;">Sixteen percent of workers said they would consider going back to a previous employer if a former manager or colleague expressed interest in having them do so. An equal number indicated that they never wanted to leave their previous company in the first place, with non-work factors necessitating the move.</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif;">And it doesn’t look like the former employers need to make the initial overture. More than half (55%) of workers said it is their responsibility to initiate conversation about making a return, versus only 28% who believe a previous colleague should reach out to them.</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif;">The flip side: More than one in three (35%) workers would not consider going back, feeling that such a move would either be a step back in their career (27%) or the company culture was not the right fit the first time (19%).</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif;">Click <a href="http://www.hrmorning.com/employees-jumping-ship-but-many-want-to-climb-back-on-board/" target="_blank">here</a> for entire article. </span><br />
<span class="author vcard"><span class="fn"><br /></span></span>Benefit Advisors, Inc.http://www.blogger.com/profile/16362690530219191613noreply@blogger.com0tag:blogger.com,1999:blog-5203216466349741800.post-39677535157977908442016-04-08T16:42:00.001-04:002016-04-12T08:04:17.517-04:00Tip Tuesday! OSHA increases fine 400% for failing to report employee injuries<span class="author vcard"><span style="font-family: "arial" , "helvetica" , sans-serif;">by <span class="fn">Christian Schappel</span></span></span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">Heads up: OSHA has cranked up the fine for failing to report workplace injuries in the time required.</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">OSHA just issued a new guidance memorandum — <strong><a href="https://www.osha.gov/dep/enforcement/Interm_Enforcement_Procedures.html" target="_blank">Revised Interim Enforcement Procedures for Reporting Requirements under 29 C.F.R. 1904.39</a></strong> — to its inspectors. But there’s a clear warning in it for employers as well: Follow OSHA’s reporting requirements or pay dearly.</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">The memorandum raises the maximum penalty for not reporting fatalities, hospitalizations, amputations and eye losses from $1,000 to $5,000 — that’s a 400% jump.</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">It does not, however, change an area director’s authority to raise the penalty to as much as $7,000 if he or she determines the higher fine is necessary to create a “deterrent effect.”</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">What’s required?</span></h2>
<span style="font-family: "arial" , "helvetica" , sans-serif;">Under OSHA’s new reporting rules, which took effect in 2015, here’s what employers are required to:</span><br />
<ul>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;">Report the death of an employee as a result of a work-related incident within eight hours. This applies to fatalities that occur within 30 days of the work-related incident.</span></li>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;">Report all work-related in-patient hospitalizations of at least one employee within 24 hours.</span></li>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;">Report all work-related amputations within 24 hours.</span></li>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;">Report all work-related losses of an eye.</span></li>
</ul>
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<span style="font-family: "arial" , "helvetica" , sans-serif;">Click <a href="http://www.hrmorning.com/osha-increases-fine-400-for-failing-to-report-employee-injuries/" target="_blank">here</a> for entire article. </span></div>
<span class="author vcard"><span class="fn"><br /></span></span>Benefit Advisors, Inc.http://www.blogger.com/profile/16362690530219191613noreply@blogger.com0