IFEBP's Top 10 Ways to Celebrate Employee Benefits Day!
1. Go viral with the HR-lem shake.
2. Espouse the virtues of outdoor exercise by holding a health fair tail-gate during your home team's opening day.
3. Offer employees a soup, salad and choice of potato with their cafeteria plan.
4. Encourage EAP utilization by making a "Call Me Maybe" video: Feeling stressed out, your life is crazy, here's a number, so call them maybe.
5. Develop your own app: Angry Benefit Managers.
6. Take the day off. Change your out of office message to say, 'Google it.'
7. Diversify your investment portfolio into Uncle Jim's "guaranteed winners" NCAA bracket.
8. Hire MIT PhD candidates to calculate your FTE worksheets.
9.Mourn the loss of Downton Abbey characters by calculating survival benefits for the Crawley family.
10.Make a nice hollandaise sauce to compliment your EGWP.
Part-Time HR Generalist
Our client is hiring a Part-Time Human Resource Generalist to manage a comprehensive Human Resources function that supports and advances the organization. Key responsibilities include: HR Compliance, Benefits, Staffing, HR Communications, Employee Relations and Compensation in addition to policy development and interpretation.
• At least 3-5 years of HR and/or Health & Welfare Benefits, Recruiting, Payroll processing and Compensation experience
• Strong Microsoft Office skills with an emphasis on Word and Excel
• 401(k) in addition to ADP (Payroll and HRIS) experience are a plus
• Strong group/team member skills
• Small HR department experience
• Bachelor's Degree
If you have comments or suggestions for Viewpoint, please let us know!
This annual event, sponsored by the International Foundation of Employee Benefit Plans (IFEBP), recognizes benefit practitioners, administrators and advisors for the important role they play in their colleagues' well-being. Through education, communication and administration, corporate benefits professionals strive to ensure benefit programs serve participants and plan sponsors alike. This year's Benefits Day focus is on the Affordable Care Act, and never before has there been more focus or discussion on the role of employee benefits and the future of these important programs that impact so many Americans on a daily basis.
Without question, the Affordable Care Act is one of the largest and most controversial pieces of legislation to affect the world of benefits since ERISA passed in 1976 --over 35 years ago! And while ERISA changed many aspects of benefit administration, and provided rules and guidelines that required implementation, the ACA calls for a fundamental shift in how health insurance and related benefits are provided, managed, administered and funded. These changes will impact every employer, employee, self-employed and unemployed person across the nation. As we approach some of the major implementation deadlines in 2014, our understanding of the implications of the law are just beginning to emerge. Read more
We were thrilled to get so many funny, heart-warming and poignant stories from around the country to share with you as part of National Employee Benefits Day. It was really difficult to narrow it down to our "Top Five". We hope you enjoy these snapshots of everyday life in the world of benefits and remember that from wellness fairs to spouse coverage, your job matters to people every day!
Story #1: Big Love
Story #2: Star-Crossed
Story #3: The One Time
You Don't Need To Try To Quit Smoking
Companies Are Increasingly Offering Workers Only High Deductible Health
Enrollment May Be True Test for Benefits Communications
Health Care Reform Considerations for HR
Health Care Reform
is Prompting Changes in Employee Benefits
Aon Hewitt Survey Reveals Growing Shift in How Employers Intend to Offer Health Care Benefits in the Future
The Aon survey included 800 large to mid-size employers covering 7 million employees.
• The amount employers spend on health care increased 40% over the last six years – now at $8,800 per employee.
• Over the same six years, the out-of-pocket and premium costs for employees has increased 64% to nearly $5,000 per year.
• 94% of the employers surveyed said they expect to continue to offer health care over the next 3-5 years.
• 28% say they plan to move to a marketplace health care exchange
• 6% expect they will exit health care completely over the next 3-5 years
• 40% of
employers say they expect to move to a health care model that rewards
employees who exhibit healthy behaviors or make progress toward health