For most companies, open enrollment is just around the corner. HR teams across the country are working hard to assemble a benefits package that meets employee needs and helps them stand out from the competition.
Losing a loved one is extremely difficult. During tough times, work needs to take a back seat as people focus on being with family, friends, and loved ones. Many companies offer bereavement leave as a way to give employees space and time to cope with
In a world where health insurance is the second largest expense businesses face after salary, it’s more important than ever to offer a range of options to help reduce the overwhelming cost of healthcare. Voluntary benefits like accident insurance, pet insurance, telemedicine, and tax-exempt savings accounts have become a staple of any comprehensive benefits package. To stay competitive as an employer, it’s critical to give employees access to supplemental offerings that help protect them against the high costs of healthcare.
It’s no secret that healthcare costs are rapidly increasing. According to the Kaiser Family Foundation’s 2017 Employer Health Benefits Survey, the average family premium has risen by 55 percent since 2007, and deductible costs have skyrocketed even faster—increasing over 144 percent over the same time period. As a result, high deductible health plans (HDHPs) have become increasingly popular over the past few years.
As summer draws to a close, HR professionals across the country are preparing for open enrollment. Top-notch benefits have become more important than ever to attract and retain top talent. In our recent open enrollment survey, Namely found that the vast majority of employees would give up novel perks for better benefits. However, most employees don’t want to pay higher premiums. So how can you provide high quality, affordable plans? Namely has teamed up with major insurance carriers to help companies do just that.
With unemployment at record lows, companies are looking for innovative ways to attract top talent and stand out from the competition. While paid time off (PTO), family leave, and even sabbatical have all been touted as game-changing perks, there’s one workplace benefit that both helps employees disconnect and serves a greater purpose. In addition to traditional vacation days, many companies are now offering volunteer time off (VTO).
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In an era where both employees and consumers are giving more weight than ever to a company’s mission and ethics, corporate social responsibility has become a staple of modern company culture. Between paid “VTO” or volunteer time off, team volunteer days, and company-wide fundraisers, employees have come to expect a level of support for their charitable initiatives.
Spring has arrived. Though it still feels like January in the northeast, we have finally reached the time when HR teams and benefits administrators can breathe a collective sigh of relief.
It’s bright and early Monday morning -- too early for anything to go wrong just yet. Or so you thought. But as soon as you dive into your emails, you find that another employee has sent in his resignation.
Faced with tight budgets and the pressure to control costs, HR teams need creative ways to attract and retain a diverse workforce. According to EBRI, 77% of workers say that benefits package is an important factor in the decision to accept or reject a job. Candidates and employees are both looking for a more extensive and holistic benefits package from employers. In fact, according to Mercer, 63% of employees say that benefits are one of the main reasons they work where they do.