With upcoming major healthcare reform and recent devastating events that impact the workplace such as the tragedy in Newtown, Connecticut and the widespread devastation of Superstorm Sandy, workplace experts say this is a good time for you to take a closer look at employee assistance programs (EAP’s). There are many situations that cause employees to need the services that EAP’s offer…and many times companies now not only have to meet the everyday business or workplace issues, but also have some level of responsibility for giving support to workers during critical and maybe even overwhelming times. Workplace experts say companies should know EAP’s can be an invaluable resource during a time of need. EAP’s now seem to be an accepted (and sometime required) benefit that workers have learned to expect. In addition, a 2008 National Study of Employers (which is the most recent data following 10 years of trends that are related to U.S. workplace policies and benefits), found tha ...

Many employers struggle with this question and it is an important topic to consider when developing or revising your company’s employee handbook. If you do not have guidelines outlining accrued vacation, the state you operate business in may decide it for you. Some states have laws on the books regarding employee compensation, including payment requirements for accrued vacation. For instance, in Ohio if an employer does not have any policies in place, they are obligated to pay all remaining vacation time regardless if an employee is terminated, resigns or position eliminated due to downsizing. As a way to control costs and not reward bad behavior, some companies have chosen to differentiate accrued pay policies for employees who are terminated vs. those that resign or are laid off. One policy example states that accrued vacation will be paid to non-terminated employees who provide notice (typically 2 weeks), participates in an exit interview and returns all equipment and materials belonging to t ...

Mercer health benefit consultants have created a brief list of the things employer health plan sponsors need to take into consideration as they move forward in 2013: Make preparations for 2014 requirements under health care reform: Next year, employers will be instructed to give the option of qualified health coverage to all employees who work more than 30 hours per week. In 2013, employers must decide which employees and what plans qualify. Employers must also inform employees about the new state exchanges.  Take a close look at the level of benefits provided: As employers are required to cover more employees, they are revising the level of benefits they provide and how much they contribute to the cost of the plan. One approach to gaining momentum includes giving employees a plan that costs less as the main benefit and giving them options to pay a higher rate for more coverage.  Look into whether private health exchanges could be beneficial in health benefit strategies: Althou ...

Last year, the departments of Health and Human Services, Labor and Treasury introduced proposed regulations that explore the provisions involving employer-sponsored wellness programs under the Patient Protection and Affordable care Act (PPACA). The proposed regulations apply to grandfathered and non-grandfathered group health plans that provide wellness program benefits, and are effective for plan years that begin on or after January 1, 2014. Under the Health Insurance Portability and Accountability Act of 1996 (HIPAA), group health plans are prohibited from discrimination with regard to premiums, contributions or eligibility based on specified ‘health status related factors.” These can include medical condition, claims experience, medical history, disability and receipt of health care. The exception to this rule are wellness programs that stick to specific requirements under HIPAA. Under HIPAA laws, there are two types of wellness programs and they include participatory wellness programs and hea ...

Contingent workers have become a large and strong part of the workforce. These employees include independent contractors and staffing agency temps. Workplace experts say this means businesses should carefully consider the best tools available to manage these workers so compliance issues are minimized and productivity is maximized.  According to the Aberdeen Group in Boston, more than 1 in 4 employees were contingent labor in 2012 and that number is expected to climb up to 30 percent this year. Workplace experts say it can be risky to treat contract workers the same as full-time employees. This is due to the facts that these workers receive different benefits, are paid differently and work under different employment rules. In addition, companies should know they can open the flood gates when it comes to litigation over access to benefits and health care if employment language or job descriptions overlap. HR software providers do offer tools to track their contingent workforce population, but if you n ...