Learn about the change to hardship distributions employers may consider adopting. New legislation did not change what might constitute an individual hardship, but it does make hardship withdrawals easier to obtain for participants.
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OSHA recently released a memo clarifying how to apply standards when conducting compliance investigations. The federal regulations are still in place and remain unchanged, but the memo raises some concerns about post-accident drug testing.
About three million workers service equipment and face the risk of injury if lockout/tagout is not properly implemented. According to OSHA, compliance with the LOTO standard prevents an estimated 120 fatalities and 50,000 injuries each year.
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The end of the individual mandate penalty in 2019 does not change an employer’s 1094C/1095C reporting obligations. The information reported on the 1094C/1095C forms relates primarily to the employer mandate, which is not going away.
Companies are popping up and offering free human resources and benefits software in exchange for being the agent of record for your benefits programs. However, when your benefits company is solely technology based, you lack customized support, industry knowledge, valued services and personalized local service. Consider the following facts before making a hasty decision about free benefits and HR software.
What upsets a business owner or executive more than receiving zero ROI for an expensive technology resource, which eventually becomes neglected and forgotten? I can think of one thing for sure: wasting even more time and financial resources on the same problem. Some employers are needlessly reviewing, selecting, purchasing, implementing and training the entire company on technologies to meet needs that could have been met by existing solutions or partners.
Outgrowing your HR technology can be a stressful and destructive problem. Many employers, especially larger ones, are still weighed down by custom-designed legacy HR systems. Small to mid-sized organizations are typically more nimble but may have less internal resources to devote to change. Here are four consequences of ignoring the essential HR technology trends.
A recent study by enrollment firm Univers highlights the potential payoff of dedicating time and resources to effective benefits communication and enrollment processes. Employers surveyed felt more than 8 in 10 employees viewed the company’s benefits plan above average when they did two things well:
Health plan benchmarking is an essential part of your strategic plan, for two important reasons:
What are some of the critical decisions you must make when designing your organization’s health plan?
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