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.
Not exact matches
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.
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.
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.
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.
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 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.
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.
As an employer, the McKee Medical Center offers competitive compensation,
benefits to eligible
employees, and flexible work
options.
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 th
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 th
benefits 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.
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.
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
Rather, they directly affect salary, status, and access to
benefits such
as quality health care,
employee programs, and retirement investment
options.
And private - sector employers in key growth industries, such
as information technology and banking, offer either defined
benefit pensions or other forms of deferred compensation, such
as stock
options, to their
employees to mimic the retention
benefits of pensions when pensions are absent.
Given the
benefits to both the
employee and the employer, states should expand existing portable retirement
options offered to other state
employees to teachers
as well.
The firm is taking a tech - first and mobile - ready approach toward helping employers roll out student loan refinancing
as a
benefit option for
employees.
(For instance, an
employee of a high - technology growth company who receives company stock or stock
options as a
benefit might prefer not to have additional funds invested in the same industry.)
This is why plan sponsors can
benefit from a targeted, holistic approach to educating
employees around key aspects of their retirement plans, including annuities
as investment
options.
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.
A recently filed lawsuit accuses Fidelity Management Trust Company of engaging in imprudent investment strategies for the Fidelity Group
Employee Benefit Plan Managed Income Portfolio Commingled Pool (MIP), a stable value fund offered
as an investment
option in some 401 (k) plans for which Fidelity was trustee.
They should know that Social Security and company pension plans are no longer reliable retirement income
options — especially the latter,
as private - sector employers eschew defined -
benefit plans in favor of defined - contribution plans such
as 401 (k) plans, which shift much, if not all, of the savings burden onto the
employee.
An
employee stock ownership plan is an
option that more pet business owners should consider
as an
employee benefit, or
as an alternative to selling to outsiders.
«We have worked closely with TfGM to maximise the
benefits of the Metrolink line, and
as we grow and develop we will continue to invest in public transport
options to ensure
employees can easily access the site.
Your
employee benefits should include a variety of
options that help improve the lives of your workers and,
as a result, the quality of your product.
Plus, a settlement requires resignation which a Virginia State
employee would not like
as an
option because they typically have a high wage earning job, some level of job security, and have retirement
benefits that they do not want to forfeit.
From life insurance policies granted to
employees as a fringe
benefit to key man coverage to protect the organization against the loss of vital executives, there are many life insurance
options available to the business community.
Under
Option A «Pure Term Cover - Lump Sum
Benefit», primary Member of an employer - employee group can opt for spouse cover as an additional voluntary benefit by paying an additional p
Benefit», primary Member of an employer -
employee group can opt for spouse cover
as an additional voluntary
benefit by paying an additional p
benefit by paying an additional premium.
Working from home is becoming an increasingly popular
option that
benefits not only
employees and their families, but the their employers
as well.
More importantly, they accuse HR professionals of misleading
employees, failing to keep
employee information confidential, and exhibiting poor practices in areas such
as investigations,
benefits options, and hiring
employees.
Will you retain your status
as an
employee, in terms of vesting in stock
options or pension
benefits?
Finding out this kind of information will help me to identify some areas you may not have realized you needed to discuss, such
as employee benefits and stock
options.
Conference attendees on Thursday also had the
option to participate in NAR's Employer - Assisted Housing class, a four - hour course that helps real estate professionals better understand employer - assisted housing
benefits as well
as learn strategies for working with local nonprofit and lender partners to help local employers implement housing
benefits for
employees.