For many employers, performance evaluations have become obsolete and for others they still exist, but only as a small part of a much grander process. Unfortunately, the annual performance evaluation by itself seldom provides any benefit, is often dreaded by managers and employees alike, and can be incredibly time consuming.
You take steps to protect your business from perils such as fire and theft. But how do you start to understand a risk that you cannot see and perhaps have never experienced?
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Our update for December highlights malware, data breaches, a bomb scare, and more.
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Know the essentials before deciding.
Earlier this year, Congress passed (and the President signed) the Bipartisan Budget Act which included several provisions affecting qualified retirement plans. As employers look ahead at planning for a new calendar year, let’s take a moment to discuss the change to hardship distributions employers may consider adopting. New legislation did not change what might constitute an individual hardship, but it does make hardship withdrawals easier to obtain for participants.
This eBook is a great companion piece to our upcoming "Motivating the Millennials" webinar on Wednesday, April 18. Register for this complimentary webinar and join us to better understanding the mindset and motivations of the Millennial generation. This eBook will cover the leading benefit strategies for attracting and motivating this new generation of workers.
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A lot has happened in 2017 and we expect things will continue to evolve. This article covers some of the recent changes and provides additional resources to help you stay on top of this ever-changing regulatory landscape.
On June 9, 2017, the Department of Labor finally permitted the long-awaited fiduciary rule to go into effect. Broadly, the rule fulfilled its initial promise: requiring all financial professionals who offer advice related to retirement savings to provided recommendations that are in an investor’s best interest. But many details still need to be reconciled over the next six months.
Misidentifying "gross misconduct" under COBRA can be costly to your organization. While courts around the country have supported the rule that an employee terminated for gross misconduct is not entitled to elect continuation coverage under COBRA, nobody seems to agree on a common standard. Being wrong about gross misconduct can lead not only to an award of retroactive COBRA coverage but also the imposition of penalties of up to $110 per day for failing to provide an election notice.
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