With this individualistic, digitally native generation entering the labor force in droves, employers need to have a different mindset when it comes to recruiting—and retaining—their employees.
The key to hiring and retaining Gen Z employees is not only to meet their company culture expectations, but also to offer them benefits that they value. So when it comes to crafting your benefits packages to match Gen Zers’ priorities, where do you even begin?
A recent study conducted by Randstad US and Millennial Branding determined that 54 percent of Gen Z indicated that it is either important or extremely important for a company to offer a wellness program.
Luckily, we’ve got you covered with 3 wellness benefits that will help you attract the next generation:
With open enrollment in (or almost in) the rear-view mirror, it may seem like a good time to sit back and relax before the new year ramps up. You’ve sent all of the necessary files to your carrier, and your employees have their ID cards in hand, but the process isn’t over just yet. Seasoned HR professionals know that the end of open enrollment is a critical time to get your benefits strategy in order before the new year.
Want to fight global warming while in your pajamas? Turns out working from home might be the answer.
Today, employee benefits span well beyond just healthcare, vision, and dental insurance. They’re a useful way of attracting and retaining talent, as well as standing out from your competition. In fact, according to Glassdoor, 89 percent of millennials would rather have more robust benefits than a pay raise.
With the number of paid leave laws passed in recent years, you’d be forgiven for thinking the passage of another would hardly be newsworthy. Consider this an exception.
Earlier this month, Oregon Governor Kate Brown signed off on the country’s most generous paid family leave program. Both houses of the state’s Democratic-leaning legislature voted overwhelmingly in favor of the proposal before it made it to Brown’s desk. The news makes Oregon the eighth state to offer paid family leave benefits.
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Summer doesn’t just mean great weather, barbeques, and beach days. Depending on your workplace culture, it might also mean summer work perks. “Summer Fridays,” relaxed dress codes, and beer on tap are just a few ways companies encourage employees to relax, unwind, and make the most of the warmer months.
When it rains, it pours. But for Michelle Abbott, a compensation and benefits manager at Research Square, a North Carolina-based academic publishing service, it wasn’t just water she had to worry about during last year’s hurricane season.
Some of her employees had to evacuate—twice. One worker lost her house entirely. But two thousand miles away in California, remote workers had to flee their homes due to wildfires, too.
For the thousands of American businesses impacted by extreme weather last year, the arrival of summer comes with some apprehension. The months between June and September are among the most active for tornados, wildfires, and hurricanes. For companies like Research Square that employ remote workers across the country, the odds of a team member being impacted are even greater.
The field of human resources is changing. In our HR Redefined series, we give innovators a medium to share personal reflections, professional advice, and best practice guidance.
Newly released paid leave regulations will soon make waves with Bay State residents and employers alike.
Last year, Massachusetts lawmakers signed off on one of the country's most generous paid family leave laws. But while the program’s benefits won’t be available until 2021, the first employer requirements take effect this summer.