• Enhanced employee retention by the introduction of better
employee benefit policies and on the job training.
I have introduced three
employee benefit policies which help in retaining employees and cut down the attrition rate to 80 %.
For our part, the Postdoc Network is working to enhance our online database of postdoc organizations to include more detailed information on compensation and
employee benefit policies as well as best practices for both personnel and career development programs.
Issues arising under the Rainforest Alliance's equal employment opportunity policy, including the policy against harassment,
employee benefit policies and issues generally handled by individuals responsible for the Rainforest Alliance's personnel practices and procedures are not covered by this policy.
Information on Secure Return
Employee Benefit policy term and returns can be found on details.
• When should I cancel my existing
employee benefits policy?
Information on Traditional Group
Employee Benefit policy term and returns can be found on details.
Not exact matches
T - Mobile started offering spousal
benefits and insurance coverage for gay couples even when it wasn't legally required to, and it enforces a nondiscrimination
policy that protects LGBTQ
employees.
By educating
employees, enforcing
policies, installing protective technologies and, where possible, encrypting IM conversations, you can continue to enjoy the
benefits of using IM as a business tool while also mitigating its risks.
While President Obama has supported a few proposals that
benefit high - growth, high - tech entrepreneurs (like the Jumpstart Our Business Startups Act, most of his
policies have been hostile to the interests of Main Street business owners, particularly those running labor - intensive businesses with low - wage
employees.
In this section, provide
employees with a general overview of the
benefits you offer in terms of health care, dental, vision, life insurance, etc., but don't discuss specific
policies with specific companies.
Though the number of companies expanding their paid parental leave
benefits is rising, Sandberg acknowledged that it's less common for
employees to get paid time off to care for sick loved ones, saying that the US needs public
policies «that make it easier for people to care for their children and aging parents and for families to mourn and heal after loss.»
When Exxon merged with Mobil in 1998, it revoked the same - sex
benefits Mobil's
employees had previously enjoyed, and reneged its written
policy forbidding discrimination based on sexual orientation.
-- Take a look at your
employee handbook
policies and
benefits offerings and make sure they use gender - neutral language, rather than gender - specific terms.
Large companies «need to attract and retain
employees and they'd be at a competitive disadvantage if they stopped offering health
benefits,» said William Kramer, executive director for national health
policy for the Pacific Business Group on Health.
Of the Fortune 500 companies, 66 % include «gender identity» in their anti-discrimination
policies; 34 % offer trans inclusive
benefits, including surgical procedures for
employees who wish for a medical transition.
Diversity isn't just about ethnicity, establishing
benefits for women or
policies for LGBT
employees.
Grovo also offers Handbooks, which lets businesses put together a collection of micro-learning videos designed to quickly onboard new
employees and give existing team members an overview of a business's health
benefits, security
policies, and more.
They contend that its open
policies prove the
benefits of experimenting with data and using information to establish a «direct relationship between an individual's decisions and their impact on the business» — something the grocery chain accomplishes by giving each
employee high - level access to the company's financial data, and therefore a greater stake in the business.
Implementing workplace
policies that
benefit workers and help boost
employee retention is not simply a «nice» thing for businesses to do for their
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 obl
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 obl
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 obl
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 obl
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 obl
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 obl
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 obligation.
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.
Employees work in approximately eight branches of the OCE, including Sustainable Development, Agricultural Labor Affairs, World Agricultural Outlook Board, Climate Change Program Office, and the Offices of the Chief Meteorologist, Environmental Markets, Energy
Policy and New Uses, and Risk Assessment and Cost -
Benefit Analysis.
Top companies also employ a high percentage of women within the total
employee population and management, provide generous
benefits, and, in many cases, have flexible work
policies.
My mentor Michael Dooley once observed of
employee participation in corporate democracy that workers will be indifferent to most corporate decisions that do not bear directly on working conditions and
benefits: «As to the majority of managerial
policies concerning, for example, dividend and investment
policies, product development, and the like, the typical
employee has a much interest and as much to offer as the typical purchaser of light bulbs.»
We maintain broad - based
benefits that are provided to all
employees, including our 401 (k), flexible spending accounts, medical, dental and vision care plans, life and accidental death and dismemberment insurance
policies and long - term and short - term disability plans.
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.
As an employer, the Civilian Board of Contract Appeals offers eligible
employees an excellent compensation and
benefits package that includes federal insurance plans, life insurance coverage, leave
policies, thrift - savings plans, transit and child - care subsidies, training and development, and work flexibility.
The index examines discrimination
policies,
employee benefits, presence of LGBT
employee groups and a company's external work with the LGBT community.
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.
The Sage
Policy Group CEO pointed to possible real estate and stock market bubbles, lagging wages and rising business costs associated with
employee benefits and health care as factors that could slow growth in 2020 and beyond.
The proposal called for Loblaw to review the feasibility, cost and
benefits of implementing a living wage
policy for its
employees, suppliers and contractors.
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
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.
If the answer to question 2 is «Yes» then the ruling is correct and the non-related
benefits of the health insurance the company was giving their
employees out of charity where the
employee did not contribute is within their rights to modify and adjust based on any company
policy whether it be faith based or just a CEO's whim.
This includes having an LGBT
employee resource group, providing partner
benefits, having a fully inclusive non discrimination
policy and more.
A church could reach more people in more places without duplicating the back office tasks of accounting, technology, communications, and
employee policies and
benefits.
In this role she is responsible for overseeing overall organizational operations, including the technology infrastructure, and is directly responsible for human resources
policies and
employee benefits and relations.
Of course we rejoice at such progressive
policies, but the sad truth is that few companies currently see the long - term
benefit to their
employees to instigate such
policies.
You can help by educating mothers about how to succeed at balancing breastfeeding and work responsibilities, by educating employers about the needs of their working - mom
employees and the
benefits of offering a mother - friendly worksite, and by generating a change in culture and organizational
policy and environments among employers, within workforces, and in child - care settings.
She would use a win to further the appalling set of
policies the right wing of her party are intent upon: cutting welfare provision for the disabled and the elderly, cutting housing
benefit, furthering the privatisation of the NHS, expanding faith - based and selective schooling, preparing for a post-Brexit bonfire of regulations protecting consumers,
employees and the environment.
The mayor unveiled a $ 47 million proposed bill that would call for Albany to increase disability
benefits of «uniformed» public
employees hired after 2009 by changing the payment formula, boosting cost - of - living adjustments and ending the
policy of subtracting the workers» Social Security earnings from their pension checks.
Officials said they can't control the leave
policies of unionized workers, as any changes to
benefits for represented
employees must be done through collective bargaining.
He was elected in 2010 as a «new Democrat» who married centrist economic
policies — a cap on property tax increases, business tax cuts, a reduction in pension
benefits for new public
employees — with liberal social
policies like strict gun control and support for same - sex marriage.
Review employment
policies, agreements and contracts and provide clear guidance as to which
benefits are intended for each category of
employees;
His economic
policies are closer to Paul Ryan than to Barack Obama: cut spending, no tax increases, reduce pay and
benefits to public
employees.
Therefore, successful implementation of work / family
policies depends on establishing a culture of active management and support, without which the MSPB report suggests «old ways of thinking will inhibit both
employees and management from realizing the
benefits of work and family programs.»
Although LBNL has always had excellent postdoctoral fellow
policies in most areas — postdocs are all treated as term
employees with defined salary scales,
benefits, and so forth — I knew from my previous experience as the chair of the Berkeley department of chemistry that the situation on the Berkeley campus was much more complicated.
Postdocs holding NIH and NSF fellowships (known as stipend postdocs) could not receive those
benefits, however, because federal
policy forbids universities to consider them
employees.
An HR generalist in a small - to mid-sized company will be involved in medical and other
benefits, worker disputes and
employee relations, company
policies, coaching and training, compensation, corporate communications, establishing the company culture, and — yes — recruitment.