Benefits

Presenteeism – or when workers show up when they shouldn’t – is the flip side of absenteeism. Contrary to many opinions, it’s just as bad for business. Most often, presenteeism means sick workers coming into work when they’re unwell, unproductive, and often – much worse – infectious.
From the employer’s perspective, a benefits package has a job to do. You spend time, energy and money putting together a competitive package, and it should benefit not just your workers, but also the organization itself.
It's a competitive world out there when it comes to recruiting and retaining top talent, and a company's benefits are inevitably one of its major selling points. According to a 2015 MetLife study, "Employees who are very satisfied with benefits are almost 4x more likely (81% versus 22%) to be very satisfied with their jobs.” Here are the top trends in benefits to make sure your company is staying on top of the marketplace.
If you want to stand out to your employees — and to prospective workers in a competitive marketplace – you might consider some unconventional benefits. Here are six examples from well-known companies.
Five cost-effective ways to make the most of compensation options.
Expand your 401(k) program with these easy tips for increasing participation.
Happiness with benefits correlates strongly with employee satisfaction: three out of four employees who do rate their benefit package as excellent or very good also rate their employer as an excellent or very good place to work.
Health savings accounts are designed to give you more control over how you save and spend your health care dollars.
According to the 2012 Open Enrollment Survey of the Aflac WorkForces Report, over half of employees make mistakes with their benefit elections, leading to $750 million in annual waste. In part, that’s due to a “perception gap:” half of employers believe they have communicated effectively with employees about their benefit programs. Try these tips to help employees elect the right options in your benefit program.
T. Rowe Price advises workers to contribute 15% or more of their salary to retirement savings to be able to replace 50% of their income at retirement.
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