With the unemployment rate at a fifty-year low, top job candidates can be extra picky about who they work for. Companies trying to woo these candidates (or convince their most valuable employees to stick around) are realizing that offering a highly competitive salary and great benefits package doesn’t cut it anymore. Even perks like flexible work schedules, a generous leave policy, and an Instagram-friendly office space aren’t the difference-makers they were five years ago. In fact, in a lot of industries, they’re the new normal. With that in mind, what can a company looking for a leg up in recruiting and retention do? I think the answer is pretty simple: Instead of bulking up your total re
In 2018, the overwhelming target of spending from health savings accounts was for everyday health care needs, with 93 percent of the money going to pay for those rather than being used for major “surprise” expenses such as emergencies and hospital visits. And that leaves the potential for HSAs to aid in retirement planning completely out in the cold. According to an HSA Spend Report, 93% broke down as follows: Doctor visits and services (41 percent) Prescription drug costs (25 percent) Dental care (9 percent) Vision and eye-wear (5 percent) Chiropractor (5 percent) Lab work (4 percent) Other (4 percent) Emergencies and hospitalizations were left with the remaining 7 percent, while dedicating
The Paid Medical Leave Act, (PMLA), formerly known as the "Earned Sick Time Act," requires employers to pay eligible employees for earned medical leave time, which may be used for personal or family health needs. The following are some highlights of the new law: Employers are subject to PMLA only if they employ 50 or more individuals. Not all employees are eligible to accrue paid medical leave under the new Act. The PMLA contains twelve categories of ineligible workers, including seasonal, temporary, and variable hour workers; part-time employees who worked on average less than 25 hours per week in the preceding calendar year; federal workers; workers whose primary work location is out-of-st
Handling an employee’s medical or mental condition, especially one that requires a gap in working, is complicated and stressful for everyone involved, including the HR representative, well-meaning supervisors and the employee themselves. These incidents usually prompt responsibilities under the Family and Medical Leave Act (FMLA), the Americans with Disabilities Act (ADA), various workers’ compensation statutes, and multiple state laws. In actuality, it’s definitely possible that each of these laws will be in place, all at the same time. Depending on the circumstances, the Pregnancy Discrimination Act (PDA) could also bubble up in this statutory alphabet soup. Whether the matter involves onl
