Sentences with phrase «employee benefit options»

Learn how to make the numbers work for your business, understand employee benefit options and create a foundation of protection against the uncertainties of business ownership.

Conducted several seminars for hospital employees to update them on employee benefit options.

Employee life insurance: Include employee benefit options in your existing insurance portfolio.

You may also be surprised to know that depending on your age and state of health, a personally owned life insurance policy may end up costing less than your employee benefit options.

Many workers use annual open enrollment to tweak employee benefit options, but others let old selections ride - a big mistake, say advisors.

Not exact matches

Women, black and Latino employees also lose out on pay raises, bonuses, stock options, benefits and other wages because of the company's discriminatory practices, the lawsuit alleges.

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.

Wading through dental plan options for your company can be daunting, but employees will appreciate the added benefit.

One option is to find ways to help employees invest in themselves as a kind of fringe benefit of employment.

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.

The volume of paperwork facing small businesses is staggering: Beyond hiring and firing employees, HR encompasses the benefits that attract and retain staffers, like healthcare packages, investment options, vacation time, transportation subsidies and retirement plans.

Among our representative companies, benefits (aside from the traditional health insurance, vacation, and sick time) range from employee stock options (offered by four) to paid time off for volunteer work (offered by three).

Benefits offered in addition to flexible schedule: According to FlexJobs, Workday provides its employees with medical, dental and vision care coverage, stock option program, discounted gym memberships and monthly chair massages.

Benefits offered in addition to flexible schedule: According to FlexJobs, Zillow employees receive full health coverage, competitive compensation, stock options and wellness and family bBenefits offered in addition to flexible schedule: According to FlexJobs, Zillow employees receive full health coverage, competitive compensation, stock options and wellness and family benefitsbenefits.

Benefits offered in addition to flexible schedule: According to FlexJobs, in addition to providing employee health coverage for medical, dental and vision, the used car retailer also provides wellness plans to its employees, paid time off and retirement and stock purchase options.

And if you plan to offer stock options to employees to promote loyalty — a common tactic — you may need to hire human resources professionals with experience putting together benefits packages that include stock.

As the economy continues to improve and employees have more job options, companies will have to provide additional compensation, expand benefits, and improve their employee experience.

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.

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.

Corporations may find it easier to attract the best employees, who may be lured by stock options and fringe benefits.

The only reasons you'll need to hire a benefits specialist are to help you choose the FSA options that make the most sense for your employees, set up a streamlined system, and write a formal plan description to be filed with the IRS.

In addition to flexible work options, Kaplan supports and rewards its employees with competitive pay structures, as well as comprehensive benefits packages designed to support financial futures, health, and well - being, which are offered to both full - time and part - time employees.

(a) Schedule 2.7 (a) of the Disclosure Schedule contains a list setting forth each employee benefit plan, program, policy or arrangement (including any «employee benefit plan» as defined in Section 3 (3) of the Employee Retirement Income Security Act of 1974, as amended («ERISA»)(«ERISA Plan»)-RRB-, including, without limitation, employee pension benefit plans, as defined in Section 3 (2) of ERISA, multi-employer plans, as defined in Section 3 (37) of ERISA, employee welfare benefit plans, as defined in Section 3 (1) of ERISA, deferred compensation plans, stock option plans, bonus plans, stock purchase plans, fringe benefit plans, life, hospitalization, disability and other insurance plans, severance or termination pay plans and policies, sick pay plans and vacation plans or arrangements, whether or not an ERISA Plan (including any funding mechanism therefore now in effect or required in the future as a result of the transactions contemplated by this Agreement or otherwise), whether formal or informal, oral or written, under which (i) any current or former employee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or oblemployee benefit plan, program, policy or arrangement (including any «employee benefit plan» as defined in Section 3 (3) of the Employee Retirement Income Security Act of 1974, as amended («ERISA»)(«ERISA Plan»)-RRB-, including, without limitation, employee pension benefit plans, as defined in Section 3 (2) of ERISA, multi-employer plans, as defined in Section 3 (37) of ERISA, employee welfare benefit plans, as defined in Section 3 (1) of ERISA, deferred compensation plans, stock option plans, bonus plans, stock purchase plans, fringe benefit plans, life, hospitalization, disability and other insurance plans, severance or termination pay plans and policies, sick pay plans and vacation plans or arrangements, whether or not an ERISA Plan (including any funding mechanism therefore now in effect or required in the future as a result of the transactions contemplated by this Agreement or otherwise), whether formal or informal, oral or written, under which (i) any current or former employee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or oblemployee benefit plan» as defined in Section 3 (3) of the Employee Retirement Income Security Act of 1974, as amended («ERISA»)(«ERISA Plan»)-RRB-, including, without limitation, employee pension benefit plans, as defined in Section 3 (2) of ERISA, multi-employer plans, as defined in Section 3 (37) of ERISA, employee welfare benefit plans, as defined in Section 3 (1) of ERISA, deferred compensation plans, stock option plans, bonus plans, stock purchase plans, fringe benefit plans, life, hospitalization, disability and other insurance plans, severance or termination pay plans and policies, sick pay plans and vacation plans or arrangements, whether or not an ERISA Plan (including any funding mechanism therefore now in effect or required in the future as a result of the transactions contemplated by this Agreement or otherwise), whether formal or informal, oral or written, under which (i) any current or former employee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or oblEmployee Retirement Income Security Act of 1974, as amended («ERISA»)(«ERISA Plan»)-RRB-, including, without limitation, employee pension benefit plans, as defined in Section 3 (2) of ERISA, multi-employer plans, as defined in Section 3 (37) of ERISA, employee welfare benefit plans, as defined in Section 3 (1) of ERISA, deferred compensation plans, stock option plans, bonus plans, stock purchase plans, fringe benefit plans, life, hospitalization, disability and other insurance plans, severance or termination pay plans and policies, sick pay plans and vacation plans or arrangements, whether or not an ERISA Plan (including any funding mechanism therefore now in effect or required in the future as a result of the transactions contemplated by this Agreement or otherwise), whether formal or informal, oral or written, under which (i) any current or former employee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or oblemployee pension benefit plans, as defined in Section 3 (2) of ERISA, multi-employer plans, as defined in Section 3 (37) of ERISA, employee welfare benefit plans, as defined in Section 3 (1) of ERISA, deferred compensation plans, stock option plans, bonus plans, stock purchase plans, fringe benefit plans, life, hospitalization, disability and other insurance plans, severance or termination pay plans and policies, sick pay plans and vacation plans or arrangements, whether or not an ERISA Plan (including any funding mechanism therefore now in effect or required in the future as a result of the transactions contemplated by this Agreement or otherwise), whether formal or informal, oral or written, under which (i) any current or former employee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or oblemployee welfare benefit plans, as defined in Section 3 (1) of ERISA, deferred compensation plans, stock option plans, bonus plans, stock purchase plans, fringe benefit plans, life, hospitalization, disability and other insurance plans, severance or termination pay plans and policies, sick pay plans and vacation plans or arrangements, whether or not an ERISA Plan (including any funding mechanism therefore now in effect or required in the future as a result of the transactions contemplated by this Agreement or otherwise), whether formal or informal, oral or written, under which (i) any current or former employee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or oblemployee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or obligation.

To hire and retain the best possible people, the Chandler Medical Center offers competitive compensation, benefits packages, an on - site farmer's market, employee wellness programs, and flexible work options.

Learn about the benefits of encouraging flexible work options, how leaders can make work worthwhile for its employees, and how to discuss work flex with employees.

As an employer, University Medical Center South offers competitive compensation, benefits packages to qualified employees, and flexible work options.

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.

In addition to competitive compensation, the Department of Veteran Affairs offers benefit packages to qualified individuals, career development guidance to both employees and job seekers, and flexible work options.

As an employer, the McKee Medical Center offers competitive compensation, benefits to eligible employees, and flexible work options.

In addition to being a flexible financing and purchasing tool, there are other benefits associated with business credit cards, which include more sophisticated reporting and expense tracking, the ability to issue multiple cards to employees on the same account, more flexible payment options, and often larger credit limits compared to personal credit cards.

This includes coverage options for health, wellness and risk benefits — all offered to support and protect our employees and their families.

San Francisco - based Zenefits is a program for human - resource professionals to manage and administer employee health benefits, payroll, 401 (k) plans, stock options, maternity leave and vacation time.

Benefits that have been earned or accrued, as well as prorated bonuses, accelerated stock or option vesting and other benefits that are consistent with HP Co.'s practices applicable to HP Co. employees other than the Section 16 officers, are not counted against thBenefits that have been earned or accrued, as well as prorated bonuses, accelerated stock or option vesting and other benefits that are consistent with HP Co.'s practices applicable to HP Co. employees other than the Section 16 officers, are not counted against thbenefits that are consistent with HP Co.'s practices applicable to HP Co. employees other than the Section 16 officers, are not counted against the limit.

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.

In a statement, American Airlines said the merger had «delivered significant benefits to customers, employees and communities» including by creating new flight options.

The article stated that although more large employers added high - deductible health plan options and voluntary income protection products to their benefits, fewer employees decided to enroll in either for 2017.

Clark Insurance offers a variety of business insurance options, including everything from a business owner's policy and liability protection to complete employee benefit plans and key person life insurance.

Starbucks» post-tax cut offerings include bonuses, grants, and stock options — all of which further career longevity for the employees who stand to benefit.

If you have benefit coverage with SunLife as a Target employee you may have an option to continue certain benefits on an individual basis after your current coverage provided through Target ends.

Once criticized for their high fees and limited options, 401 (k) plan reform has made several changes benefiting employees.

We are able to offer our employees a comprehensive benefits package with some options to add eligible dependents.

Corporate wellness is a fast - growing trend for businesses, giving employers better and more benefit options to offer their employees.

These strategies are expected to benefit from the preservation of the tax treatment of equity - based compensation, which is key to early - stage growth companies — and also from the tax law's provisions that make it easier for employees of start - up companies to exercise their stock options.

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

Family - oriented companies are providing free or affordable child care options as an employee benefit, including access to resources for finding nannies and day cares.

A joint press release said, «The plan would establish a new benefits system for future employees offering them the option to participate in either a traditional, but less generous, plan or a 401 (k) type program that is more flexible and permits for career growth.

Governor Cuomo's budget plan includes a proposal to offer a new benefit Tier VI to future state employees that would include for the first time the option of a defined retirement contribution similar to a 401k.

Councilman Brad Lander, a Brooklyn Democrat, said the mayor's proposal puts employees in a tough spot: While current workers would be able to choose their benefit option upon retirement, new employees would have to choose at the time they are hired, without knowing whether or when they would be injured in the line of duty.

The state's two largest public workers union, the Civil Service Employees Association, and the Public Employees Federation, say even without the 401k option, Cuomo's proposed Tier VI benefit plan is too meager, and unacceptable.