Imagine that you’re a supervisor and you’re heading down the path to letting someone go. You’ve observed the individual’s work, provided feedback, coached, counseled and put a performance improvement plan in place. The individual still has time to complete the plan, but the outcome is clear. Unless something miraculous happens, the person will fail. You’re repeatedly explaining to the individual while their work doesn’t meet expectations. It’s difficult, unpleasant and you hate spending your time this way. Continue reading »
Is your company subject to the Affordable Care Act’s Employer Shared Responsibility Regulations (AKA the ACA Employer Mandate)?
Do you have employees that qualify for the Variable Hour Employee safe harbor?
If so, are you planning on tracking your newly hired Variable Hour Employees for 12 months before determining their full-time status?
If so, I’d like to bring to your attention an alternative 11 month measurement method that may make your life a little easier. Continue reading »
Are you interested in learning more about Private Exchanges? Does your organization have less than 2,000 employees? If so, this essay will:
- Outline the Private Exchange model that’s available for employers with less than 2,000 employees
- Examine the components
- Suggest ways to leverage these concepts into your 2015 Benefits Planning process Continue reading »
My colleague, Jim O’Connor, was recently named the CBIZ National Employee Benefits Practice Leader. During his first 100 days, he’s visiting our regional offices, holding town hall meetings, and sharing his vision for CBIZ. He visited our office just recently.
At the end of our town hall meeting, as our homework assignment, he gave us five key questions to consider. Continue reading »
Since the Michigan Supreme Court issued its decision in 1980 in Toussaint v. Blue Cross Blue Shield of Michigan and identified how an employer’s actions could cause it to change the presumption of “at will” into “just cause” employment, employers who have wanted to continue to be “at will” have been careful in the language used in applications and in handbooks. The Michigan court of appeals in Brugger v. City of Holland upheld the dismissal of the case in an unpublished 2-1 decision where the language used was unnecessarily confusing. Continue reading »
Recently, an employer I’ve consulted with on their benefits programs for over a decade implemented an entirely new Executive Management team: new President, CFO, and COO. This new management team brings a new culture and risk tolerance to the organization, and they are systematically reviewing the existing business operation and making modifications accordingly. Understanding this change in ethos, we recommended that we first isolate the key benefit decisions that a similarly situated company of their size and type may have made differently had their risk tolerance and culture varied. Continue reading »
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