Earlier this spring, the quarterly Randstad Workmonitor survey revealed that while 82% of United States workers say the option to work remotely does help them maintain a healthy work-life balance, 62% of these same workers prefer to work in the office anyway. Perhaps most surprisingly, this preference is higher among millennial and Gen Z workers, despite the common perception that these groups prefer digital interactions over real-time ones.
For those of you already offering long term care insurance to your employees, you are ahead of the curve! You are not only adding protection to each of your participating employees’ retirement and savings endeavors, you are affording employees the opportunity to maintain their assets if they should need long term care. As we know, long term care is expensive and having a tool to protect yourself against these expenses is invaluable.
As an employer, some of our largest liabilities lie within our administration of benefits. How would you like to know that someone is proactively performing quality assurance for you, thereby making you less exposed to this liability?
long-term care insurance,
LTC Solutions, Inc.,
Direct feedback culture, according to “Mastering the Art of Negative Feedback,” from Society for Human Resource Management means simultaneously challenging someone while also showing you care. Many employees skew toward caring over candor, and that can lead to dissatisfaction.
Recently, some states adopted laws that
require certain health insurance policies to
provide benefits for male sterilization and male contraceptives without cost-sharing.
However, under health saving account (HSA) eligibility requirements, a high deductible health plan (HDHP) generally may not provide benefits for any year until the minimum deductible for that year is satisfied. Although an HDHP may provide preventive care without a deductible or with a deductible that is below the minimum annual amount required by HSA eligibility requirements, male sterilization and male contraceptives are not considered preventive care under the Social Security Act or any Treasury Department guidance.
IRS Notice 2018-12
What people want in their benefits package is changing. Retirement and health care still rank high but soft perks and voluntary benefits factor into satisfaction more than any other benefits, so says “Employees Increasingly Excited About Soft Perks and Company-Culture Benefits,” in Employee Benefit News.
health care coverage,
While there’s plenty of talk about work/life balance, many employees want to feel human while at work, too. Being able to bring their whole selves, according to “3 Ways to Create a More Human Workplace,” from Workforce, is an essential piece of a welcoming, inclusive workplace environment.
Recently the Internal Revenue Service (IRS) issued its 2018 Publication 15-B, which informs
employers about employment tax treatment of fringe benefits.
employee benefit plans,
Employees are working longer, whether because of increasing life expectancies or lowered confidence about their ability to retire. Longer work lives are tied to less engagement and more stress, among other negative impacts. For employers, this may mean taking time to consider shifting benefits or programming to better meet changing needs both to help employees retire when they want and stay healthier if they continue working.
family insurance benefits,
The Internal Revenue Service (IRS) recently released Revenue Procedure 2018-27 to modify the 2018 health savings account (HSA) family contribution limit back to $6,900. This is the second, and likely final, change in limit during 2018.
family insurance benefits,
health care benefits,
Rearranging workspaces may cause grumbling around the water cooler. The return on employee time and company money invested in reorganizing has long been difficult to prove. But, when Steve Jobs famously centralized bathrooms at Pixar for serendipitous interactions meant to spur innovation, it turns out he really was on to something.