Webinar: BUILD Web Summit - Build a Compelling Benefits Package
Webinar: BUILD Web Summit - Build a Compelling Benefits Package

Webinar: BUILD Web Summit - Build a Compelling Benefits Package

Learn how to build benefits by assessing culture, segmenting the population and utilizing benchmark reports to determine the best options for your organization. We will also discuss how benefits have grown from foundational to experiential and the latest pillars of wellbeing.

Speaker: Andrea Toben

Andrea has 15 years in Human Resources and Operations management with extensive knowledge in strategic benefit plan design focused on cost savings, competitiveness, and employee satisfaction with enthusiasm toward developing a culture of wellbeing and consumerism. Experienced in regulatory compliance, communications & employee engagement, wellness program implementation, vendor relations, retirement plans. Her experience also includes payroll management, HRIS and systems implementations, employee relations, policy design, mergers and acquisitions, project planning and change management.

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HR

Are Domestic Partner Benefits Mandatory?

Are Domestic Partner Benefits Mandatory?

A Brief History: Only What You Need to Know The roots of domestic partner benefits stretch way back to 1982, when the City of San Francisco enacted legislation to offer health insurance coverage to the same or opposite sex partners of its unmarried employees. “Domestic partner” soon became the official legal term used by insurers and private and public employers. Also, in 1982, New York City newspaper The Village Voice became the first private employer to offer domestic partner health care benefits. Many other companies and municipalities followed suit. Fast forward to more than 30 years later when, in 2015, the United States Supreme Court ruled that domestic partner benefits apply to both same-sex and unmarried opposite-sex couples....

Banker

3 Reasons CFOs Should Care About Employee Benefits

3 Reasons CFOs Should Care About Employee Benefits

If you think the realm of employee benefits is strictly HR’s domain, it’s time to change your thinking. Labor costs, including employee benefits, is often the largest expense of any organization and should be closely watched by both HR and finance. More financial leaders are taking an interest in human resources and starting to expand their influence outside the traditional areas of accounting. A recent Robert Half survey showed CFOs are more likely to expand their reach into HR more than any other department. 39% of CFOs said their role expanded into HR the most Source: Robert Half If you’re hands-off when it comes to employee benefits, it’s time to get his/her attention. Here are three reasons why a CFO should care: A Healthy Workforce...

CFO

5 Cost-Containment Strategies to Make Benefits a Competitive Advantage

5 Cost-Containment Strategies to Make Benefits a Competitive Advantage

A diverse mix of benefits are one of the most critical tools employers can offer to attract top talent—but companies can’t ignore the impact benefits have on retention. Still, some financial leaders hesitate to invest in a variety of benefits packages due to the costs involved. Paycor analyzed more than 30,000 medium and small businesses and found that as organizations offer more benefit plans, there’s a substantial improvement in turnover. Specifically, organizations offering six benefit plan types saw turnover improve 138%. Check out our infographic below which examines five cost-containment strategies CFOs should consider to avoid breaking the bank.

Communicating Benefits to a Multigenerational Workforce

Communicating Benefits to a Multigenerational Workforce

Your clients spend $11.60/hr. (on average) per employee on benefits, which represents a huge investment for small and mid-sized businesses (Bureau of Labor Statistics). But as you know, there’s also an investment of time; think of the many hours you spend guiding your clients through the process of crafting a benefits strategy that addresses the needs of the 5 generations in the workforce. But here’s the problem: if a tree falls in the woods, does anyone hear it? If open enrollment is confusing for your clients, imagine how their employees feel. Without the right education, employees stick with the benefits they know, and they may never know that there was a better option for them. According to Aflac, 46% of Americans take less than 30...