Many employers feel like leave of absence (LOA) abuse is difficult to stop because there are so many laws that protect employee rights. Typically, when employees request leave for family, medical, bereavement or other reasons, their requests are legitimate. However, on occasion some employees may try to take advantage of leave benefits. Fortunately for employers, there are several tools available to combat LOA abuse. Here are some strategies to help you prevent leave abuse. Require that employees complete a written leave request form for all absences. Although an employer cannot deny an employee leave of absence, by requiring them to complete a written leave request
Change can be a scary thing, but it doesn’t have to be! Especially when it comes to health insurance. If you recently had a major life change— like getting married, having a baby, or losing health coverage— you are eligible for a Special Enrollment Period (SEP), allowing you to enroll in health insurance outside the yearly Open Enrollment Period. Doesn’t that sound reassuring? With certain life changes you qualify for a SEP and have up to 60 days following the event to enroll in a health insurance plan. If you miss that window, you have to wait until the next Open Enrollment Period to apply.
For most businesses, performance reviews are used to support decisions related to career development, compensation, promotions and employee terminations.1 They generally consist of setting clear and specific performance expectations that would be addressed in the following years’ review. However, many companies are replacing annual performance reviews with quarterly performance reviews— and for good reason! Waiting a year to get feedback from your manager can sometimes cause the employee to get further off-track than they would be if they had a quarterly check-in. With more frequent reviews, employees can address mistakes and learning opportunities in real-time. In addition, managers can see how employees performed relative to
Do you want to retain employees and recruit better talent at little to no cost to your business? How? By offering voluntary benefits. Voluntary benefits are like “a la carte” insurance products that can be added to a benefit plan such as life, vision, dental, disability or travel accident insurance. Employees want more customization with their benefit plans so voluntary benefits allow them to add on specific services tailored to their wants and needs. One of the best things about voluntary benefits is that they are cost-effective. They are typically paid for by the employee and cost less when offered in a group or employer
It’s that time of year again— time for HR to prep for a successful open enrollment! Starting to plan for your company’s open enrollment now, can result in a smoother process. As employee satisfaction becomes an increasingly large factor to attract talent and maintain retention, employers are looking for more ways to exceed their benefit expectations. As you start planning, it is important to consider how you can make the open enrollment period more successful. Let’s dive in! Reflect The first step to success is looking back on last year’s efforts and evaluate what worked and what didn’t work for you and your employees. Each