Recently, the wave of support for preventative wellness programs has begun to change the conversation about whether its financially beneficial to offer them. Financial executives in companies have traditionally been wary of supporting preventative wellness program due to the lack of data and information explaining the return on their investment in those kinds of benefits. In recent years, the data is now coming together to help gather support for wellness programs as a good investment. Traditional healthcare is frequently seen as a reactionary process to healing ailments. Whereas wellness programs emphasize elements that prevent illness, like specific diets, weight loss programs, and health screenings to identify trouble before it gets worse. Proponents for wellness programs frequently focus on heart health, stating lower levels of blood pressure and cholesterol. This, they say, helps to prevent hospital stays, work loss, and prescriptions. The wellness program screenings help employees become informed ...

Recent research reports indicate world-wide employee satisfaction remains at a four-year low point. Employees feel the organization hasn’t effectively demonstrated how the individual worker’s effort contributes to the organization goals. There’s a strong correlation between the level of employee engagement and the company’s financial performance. From the employee’s point of view, what have your leadership and HR departments done in the last twelve months to exemplify how their work ties to the bottom line and overall company success in the marketplace? Here are a few ideas you might use at your company: Train your supervisors to engage their direct reports and talk about how the work relates to the “bigger picture”. Arm your supervisors with talking points and handouts to help the conversation. Take the time to develop communication plans that help explain the company strategy. It’s often best to explain the value of an employee’s work wh ...

Florida farmers are nervous about multiple legislative attempts to keep them from maintaining a workforce. Farmers claim recent proposed legislation threatens to take their ability away to hire undocumented workers, which account for up to 75 percent of their workforce. It’s not uncommon for undocumented workers to purchase false Social Security cards and use them upon being hired. There is currently no legal requirement for farmers to check that the cards are legitimate. Most farms file the numbers away and start paying the new employees for their work. Up on Capitol Hill, the proposed Legal Workforce Act (H.R. 2885) would require all farmers (indeed, all employers) to use a federal database to confirm the numbers. This system is the E-Verify database. Farmers would then be mandated to not hire undocumented workers. The proposed law is sponsored by House Judiciary Committee Chairman Lamar Smith, R-Texas. Proponents of the bill talk about how these jobs should be given to legal workers, like American ...

In an effort cut federal the deficit, 401(k) plans are being targeted for changes. Historically, the employers’ and employees’ contributions to 401(k) plans have been sheltered from taxation. Then, down the road, as employees take withdraws from their accounts during retirement, they are taxed on the withdraws. The first proposal has assumed the nickname of the “20/20 cap”. This would limit employer and employee contributions to 401(k) plans to $20,000 or 20 percent of an employee’s salary, on an annual basis. The plan creates the cap at whichever limit is reached first. Currently, under law, the limits are $49,000 or 100 percent of a worker’s salary. Supporters of this plan direct attention to the concept of limited high-income employees from gaining a much larger tax advantage than lower income employees that never get near the $49,000 limit. Supporters emphasize “leveling the playing field”. The other concept aims at ending the tax decoctions for 401(k) p ...

Holiday times can be a confusing part of the year for managers. Help guide their activity with some advice to keep them out of trouble and to let them benefit from these times. First, no alcohol Managers must realize they are always representing the company at all corporate events both formal and informal. They may feel more leeway with their actions and statements at informal holiday events, but any comments and actions at these events can easily make it back to the workplace via water cooler talk and camera pictures. Alcohol almost always raises the risk for mistakes to happen. It’s much better to recommend avoiding any alcohol. Better yet, if you have some control over the event, don’t offer alcohol at all. Second, use the holiday time to offer messages and notes of thanks to employees. In today’s environment of emails and voicemail, a hand-written note is very appreciated. A few comments thanking employees for their efforts can go a long way during the rest of the year. Try to mentio ...