Sentences with phrase «employee benefits such»

You may also need workers compensation, employee benefits such as health insurance, employee life insurance and short term disability coverage.

Employee benefits such as health insurance or flexible time can make all the difference.

Then a student approached him at a reception afterward and told him why he and his classmates are largely indifferent to employee benefits such as 401 (k) contributions: They have so much student loan debt to pay off, it will be years before most of them can even think about retirement savings.

Even if it is not mandatory for your small business, offering your employees benefits such as health and life insurance may be wise because it helps you attract and retain good workers — and may even qualify your business for federal tax credits.

Not exact matches

A drawback of being a small business owner is that the budget for such quality, such as employee incentives and benefits, is not as plentiful as it is for a larger company (especially in the economic climate we are living in today).

In general, under the Fair Labor Standards Act (FLSA), individuals can't volunteer services to for - profit, private - sector companies unless the activity benefits the employee, such as in the case of an unpaid internship.

These days it's easy to point at that number, which is admittedly striking, and wonder how employees could possibly benefit from such a budget slash?

Your company benefits because you and your employees could learn how to adopt practices with a number of advantages (such as decreased stress or fewer people needing to take sick days).

The 2015 Liberal election platform had a proposal to limit the benefits of the 50 % employee stock option deduction by placing a cap of $ 100,000 on annual eligible stock option gains but this was dropped after intense lobbying by startups in the tech and resource industry who rely heavily on non-cash compensation such as stock options to attract much needed, specialized talent to their firms.

And therefore, existing solely to please shareholders will not — as Friedman argued — benefit other stakeholders, such as employees, consumers, and society as a whole.

Companies such as Uber, Deliveroo, and TaskRabbit view those selling their services over the platform as independent contractors who do not get to enjoy the benefits that proper employees have.

If you can't offer salaries that are at or exceed your competition, then there may be other options such as providing better employee benefits and work - life balance programs than competitors.

Fringe benefits such as a company car, subsidized meals and insurance can be a great way to pay for services and decorate a more enticing employee package.

Its interface is focused on making data (such as time off, benefits and personal information) about employees easy to search and accessible by both the HR team and the employees themselves.

With America's collective student loan debt growing beyond $ 1.3 trillion, such benefits will be valuable to many employees.

As the needs of employees change, employers are beginning to offer non-traditional benefits such as financial planning, online education and career development.

Should RIM ever hemorrhage employees seeking to strike it out on their own, venture capital firms such as Chaplinsky's would benefit.

The company offers strong financial benefits, but it is the less tangible benefits that lead to a great experience such as: employee recognition activities, dodge ball tournaments, employee and family 5k race, health and diet counseling, onsite child care facility, onsite fitness center with free fitness classes, etc..

Don't forget your employees: HR functions such as payroll and benefits administration should be able to function come what may.

Common employee perks include health insurance, reduced gym memberships, bonuses, stock options, or commission, and they often inspire employees to accept less than they would without such benefits.

In addition to incentivizing employees to maintain a healthful lifestyle through use of wearable technology, offer an option for such devices in their health - care benefits.

-- Discriminating in terms, conditions, or privileges of employment, such as providing a lower salary to an employee because of sexual orientation, or denying spousal health insurance benefits to a female employee because her legal spouse is a woman, while providing spousal health insurance to a male employee whose legal spouse is a woman.

Corey Rosen, executive director at the National Center for Employee Ownership, in Oakland, Calif., suggests reminding employees that a stock - option grant rarely replaces more traditional benefits such as a pension plan and therefore should be viewed as a bonus — one that in some cases may never be worth a dime.

One of the main reasons companies like Kronos and Netflix decide to implement such flexible benefits is to improve workplace culture and boost employee morale.

When they're being candid, 401 (k) consultants will tell you that employers set up such defined contribution plans for their benefit as much as their employees».

One advantage C corporations have over unincorporated businesses and S corporations is that they may deduct fringe benefits (such as group term life insurance, health and disability insurance, death benefits payments to $ 5,000, and employee medical expenses not paid by insurance) from their taxes as a business expense.

Like all Googlers, our named executive officers are eligible to participate in various employee benefit plans, such as medical, dental, and vision care plans, flexible spending accounts for health and dependent care, life, accidental death and dismemberment, disability, and travel insurance, survivor income benefit, employee assistance programs (e.g., confidential counseling), and paid time off.

The benefits they may have received — such as the knowledge of how a production or accounting office functions or references for future jobs — are the results of simply having worked as any other employee works, not of internships designed to be uniquely educational to the interns and of little utility to the employer.

Effective August 1, 2010, benefits and accruals under the ESP were frozen for the remaining «Rule of 65» active employees and such participants were moved into the RSP.

Consider benefits such as employee wellness programs, in which people can be reimbursed for things such as gym memberships or nutritional counseling.

Employee benefits include medical, dental, and vision care; participation in the Employee Stock Purchase Program; and an abundance of additional perks, such as monthly chair massages, a fitness program and / or discounted gym memberships, cocktail Fridays, playful sports competitions, and an annual «Bring Your Dog to Workday» event.

C corporations can also deduct fringe benefits such as qualified education costs, group term life insurance up to $ 50,000 per employee, employer - provided vehicles and public transportation passes, pre-paid legal assistance, child and dependent care, discounts on company products and services, and qualified achievement awards.

Employees can also sign up for company offered benefits such as insurance using the onboarding process.

They say that such control is typically the hallmark of an employee relationship, which should bring with it benefits, more stable pay and greater job security.

The following benefits are not subject to the HP Severance Policy, either because they have been previously earned or accrued by the employee or because they are consistent with Company Practices: (i) compensation and benefits earned, accrued, deferred or otherwise provided for employment services rendered on or prior to the date of termination of employment pursuant to bonus, retirement, deferred compensation or other benefit plans, e.g., 401 (k) plan distributions, payments pursuant to retirement plans, distributions under deferred compensation plans or payments for accrued benefits such as unused vacation days, and any amounts earned with respect to such compensation and benefits in accordance with the terms of the applicable plan; (ii) payments of prorated portions of bonuses or prorated long - term incentive payments that are consistent with Company Practices; (iii) acceleration of the vesting of stock options, stock appreciation rights, restricted stock, restricted stock units or long - term cash incentives that is consistent with Company Practices; (iv) payments or benefits required to be provided by law; and (v) benefits and perquisites provided in accordance with the terms of any benefit plan, program or arrangement sponsored by HP or its affiliates that are consistent with Company Practices.

With amazing views of Puget Sound and unique benefits such as in - office meditation, our Seattle employees are continuously inspired to work toward our mission: Build the largest, most trusted and vibrant home - related marketplace in the world.

Remember, hiring a salaried employee has added expenses, such as the company's share of the worker's Social Security and Medicare taxes, as well as state unemployment insurance and healthcare benefits.

Specifically, benefits subject to the HP Severance Policy include: (a) separation payments based on a multiplier of salary plus target bonus, or cash amounts payable for the uncompleted portion of employment agreements; (b) any gross - up payments made in connection with severance, retirement or similar payments, including any gross - up payments with respect to excess parachute payments under Section 280G of the Code; (c) the value of any service period credited to a Section 16 officer in excess of the period of service actually provided by such Section 16 officer for purposes of any employee benefit plan; (d) the value of benefits and perquisites that are inconsistent with HP Co.'s practices applicable to one or more groups of HP Co. employees in addition to, or other than, the Section 16 officers («Company Practices»); and (e) the value of any accelerated vesting of any stock options, stock appreciation rights, restricted stock or long - term cash incentives that is inconsistent with Company Practices.

Certain industries in particular, such as computer and IT, medical and health, and education and training, increasingly offer compensation for flexible employees that is on par with salaries and benefits paid to traditional workers.

We regularly advise clients on issues such as the design and implementation of qualified retirement programs and employee benefit plans, including medical, vacation, severance, health reimbursement arrangements, health savings accounts, self - funded corporate plans and related programs.

In addition to providing employees with many of the tax benefits of traditional retirement accounts — such as pretax contributions and tax - deferred growth — they also can provide tax benefits for employers.

In a survey, 49 percent of the employees interviewed were optimistic about the benefits of technologies such as robotics and artificial intelligence.

Finally, the Budget projections may include current year liabilities, such as adjustments to the various allowances for loans and loan guarantees, court cases, employee future benefits, tax receivables, etc..

These changes are not significantly affected by economic developments, with the exception of changes in the interest rate forecast on federal employees» future benefits, such as pensions, death benefits, etc..

Usually this means either a defined contribution plan [such as a 401 (k) or 403 (b) plan] or a defined benefit plan (a traditional fixed «pension» that a government employee might receive).

Such benefits may be limited to key employees or they may be offered to all full - time employees.

The following benefits are not subject to the HP Severance Policy, either because they have been previously earned or accrued by the employee or because they are consistent with Company Practices: (i) compensation and benefits earned, accrued, deferred or otherwise provided for employment services rendered on or prior to the date of termination of employment pursuant to bonus, retirement, deferred compensation or other benefit plans, e.g., 401 (k) plan distributions, payments pursuant to retirement plans, distributions under deferred compensation plans or payments for accrued benefits such as unused vacation days, and any amounts earned with respect to such compensation and benefits in accordance with the terms of the applicable plan; (ii) payments of prorated portions of bonuses or prorated long - term incentive payments that are consistent with Company Practices; (iii) acceleration of the vesting of stock options, stock appreciation rights, restricted stock, restricted stock units or long - term cash incentives that is consistent with Company Practices; (iv) payments or benefits required to be provided by law; and

Globalization is the era of mega-competition, in other words, the competition among giant TNCs which accelerates the race for the bottom to make TNCs acquire more profit by further exploitation of labor including lowering the wages, cutting the welfare benefits, laying off employees, depriving workers of their labor rights, using cheap labor such as casual and even child labor, and also by further destruction of environment.

Demographic trends are forcing employers to take greater account of growing numbers of women and minorities in the workplace in such areas as recruitment, career development, employee benefits and family policy.

Elementary principles of good employee relationships such as clear - cut job definitions, adequate pay and vacations, hospitalization insurance, retirement benefits, and appreciation when deserved, constitute the needed treatment.