With the rise of extensive heath, savings, and wellness programs available to employees, it’s more important than ever to educate new-hires and existing staff on benefit plans. Because of technical terminology and overwhelming options, the process of choosing the right enrollment plan can create frustration and confusion, which means it’s more important than ever before to provide a personalized communication strategy for benefit plans.
Did you know that 83% of employers have changed their benefits strategy within the last three years? At Dominion, we believe it’s never a bad time to reevaluate your processes. Worst case scenario, you reaffirm that you’re running your business as efficiently as possible. However, many times you’ll find a new software or product that will improve your processes and save you time and money in the long run. So when was the last time you reevaluated your benefits administration process? If the answer to that question is anything along the lines of “too long,” you know it’s time to shop around. But what are you looking for, exactly?
As hiring becomes a more competitive process, companies have been forced to think outside the box and offer benefits that will not only attract top talent but also retain it. When people look for jobs, one of the main things they focus on is the benefits a company offers. Other than a good and fair pay, the perks and benefits are what attract people to apply for jobs at certain companies. For example, a person is more likely to a apply at a company that offers unlimited paid time off than to a company that only offers 2 weeks of PTO. It’s understandable that the industry may determine the benefits and perks the company is able to offer. Typically, a good benefits package includes an employee’s pay, plus a number of perks such as health insurance, 401k, paid time off, free snacks, flexible schedules, tuition assistance, and so on.
At the ripe age of 27, I’ve had nearly a dozen jobs in as many years. If you discount a couple of the early jobs, before the internet was fundamental for nearly any business to run successfully, every single one of these jobs had an Employee Self Service (ESS) portal of some sort. During my high school and college days I was working two or sometimes three jobs at a time, so having online access to all my schedules, pay stubs and important documents was a lifesaver. Not only did these features help me keep my sanity as an employee, they also reduce the workload for the HR staff at each respective organization. Depending on what specific software you’re using, an ESS portal can do anything from supplying employees with their W-2s to allowing them to request time off electronically. The more features your ESS portal has, the less work your HR staff will have to do.
Any successful business has an employee handbook, as it is an essential asset to offer your employees. Outlining policies and procedures in a written form provides employees with answers to common questions and lets them know what is expected of them while at work. As an HR professional, I am sure you get bombarded with random questions from your employees on a daily basis. This is why having an employee handbook and making it mandatory for all employees to read and sign during their onboarding process is imperative. It is important for an organization to have an employee handbook in order to prevent and avoid problems from occurring, as well as being provided with legal protection in case something does happen. So what does an employee handbook look like? Read on to find out what 4 elements you should include in yours.
No matter how vigilant you are about maintaining safety in the workplace, you can’t always avoid accidents. It’s important to know how to respond when one of your employees suffers an injury on the job.
Properly training staff on workplace safety is important. As one Philadelphia workers compensation lawyer points out, these injuries can be costly, “as most injuries or illnesses that…have been caused by an accident or condition at the workplace” will be covered by your worker's compensation plan.
There are a number of factors that contribute to a truly successful business, which is why it’s important to re-evaluate your processes from time to time. You know all too well how important it is to keep paperwork organized, track your employee’s time and attendance, maintain constant communication, and measure the success of your organization, all the while ensuring your clients are happy and satisfied with the product or services they receive. However, you don’t have to do this all on your own.
Absenteeism in the workplace is a real issue and it has become a major problem over the past few years. There are three different types of absences that can potentially impact your business: scheduled, unscheduled, and partial shift absences. Scheduled absences consist of vacation or personal time, such as PTO. Unscheduled absences include sick days, disability, and Worker’s Compensation leave. Lastly, partial shift absences are when a worker arrives late at work, takes longer breaks than allowed, or leaves early. There are different causes for absenteeism, some an employer can control such as bullying and/or harassment in the workplace or employee burnout and there are others that cannot be controlled by an employer such as bad weather, childcare, or even job hunting. Whatever the case may be, employers should be aware of how often their employees are absent from work without a valid reason. Being proactive about managing attendance and talking to those employees that miss work often is a good start, but having a perfect (or almost perfect) time and attendance policy is imperative. If you don’t already have one in place or are thinking about making your current time and attendance policy better, consider the following.