Human Resources

Employees on Military Leave Due Benefits

Employers’ obligations with regard to health benefits for employees on military leave are governed by the Uniformed Services Employment and Reemployment Rights Act (USERRA). USERRA provides that employers must continue benefits for persons on military leave similar to the type of continuation rights provided by the Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA).

“People Strategy” Important for Businesses, Business Plans

While I was attending a Great Place to Work Institute conference, an organizational consultant spoke about a client that displayed posters throughout its offices with the message “Our valued employees are always treated with trust and respect,” yet the employees underwent security searches before entering each day. This was an unusual practice for a civilian organization with only “normal” security concerns. The consultant questioned the leaders about the conflicting messages. The organization discontinued the searches.

Companies Whack 401(k) Benefit Programs

Companies large and small are eliminating or suspending 401(k) matching fund programs as a way to cut expenses and stay afloat during this financial downturn. Some companies have said they will have to re-evaluate the matching funds program after the recession is over. Still, other firms have said the level of profitability will determine if employees receiving 401(k) matching funds. Employers must also examine if dropping the matching funds will drive away top talent.

Health Insurance Costs Rising? Get Active, Start a Wellness Program

Every business owner knows health care insurance costs are rising and it’s difficult to keep it under control. But there is hope and it lies within a company wellness program, which can benefit you and your employees. Healthy people are cheaper to insure and research shows that health and wellness programs reduce medical costs and lower absenteeism. You will have to spend money to begin the initiative, but for every dollar spent you’ll get between $3.50 and $6 in return. That’s a heck of a return on investment.

Have a “Most Trusted”? An “Incredibly Loyal”? Watch Out!

Scams hide behind smiling faces. These are the words of Phil Mulkins, Tulsa World newspaper Action Line writer, in response to a question about how one might keep oneself from being stung by fraud.

Hire and Employ Wisely to Reduce Employee Termination Problems

When it's time to terminate an employee, most of the cards have already been dealt. If you've failed to play the game wisely and thereby hold a bad set of cards, there's not a lot you can do to improve your hand.

The good news is, there are just a few basic things you need to do to reduce employee termination-related problems such as litigation. Here they are:

Have to Let an Employee Go? Read This First!

It is true that your defense against a wrongful termination suit is almost entirely developed when the employee is hired and during employment. But handling the termination itself in a professional manner will also help reduce the incidence of problems. So, here's what smart companies do:

Seven Leadership Principles for Creating a Great Workplace

Edward R. Murrow, the famous American broadcaster depicted in the movie Good Night, and Good Luck, once said, "The obscure we eventually see, the completely obvious takes longer." In your quest to build a successful company, do not assume that creating a great work environment is complicated. In fact, the steps are quite simple, if not completely obvious from a "people practice" perspective.

Protect Yourself from Compensation Claims of Former Employees

If you're like most business owners, you prefer to minimize what you pay to departing employees, whether the departure is your doing or theirs. Of course, if an employee is salaried or paid by the hour, you have to pay at least for the time he or she actually worked. State law stipulates how quickly you must pay. Some say the next day. Many stipulate the next normal payroll date for your company.

IRS Cracking Down on Employers That Overuse Independent Contractor Status

IRS has begun cracking down on companies that classify some or all of their workers as independent contractors. In many cases, the IRS believes, these workers should be treated as employees. Employers must pay FICA and FUTA taxes on their employees' wages and also must let them participate in various company pension and welfare benefit plans.