Employers often give employees benefits to help them settle into new positions. Many employees think that they deserve benefits like vacation time, laptops, pension plans, Insurance, and more. Although many employers provide these perks and amenities, there is no obligation to provide anything to your employees beyond these legally required benefits:
Contributed by Abby Drexler
Without the distractions of illness, fatigue, and low mood, employees can do their best work. This, however, is not reality for many American employees who struggle with sleep and mood problems, get sick often, and are generally sluggish. While people do need to take responsibility for their own health, employee wellness programs can offer employees a nudge in the right direction.
Most people probably aren’t even aware that such a thing as partial unemployment benefits even exist but, in fact, unemployment benefits aren’t so black and white – lose your job, get assistance. There are benefits available for employees whose hours are cut or whose pay is decreased as well and, as a business owner, you should know this.
If you reimburse your employees for mileage, you probably want to know about employer liability in the unlikely event that your employee is involved in an auto accident.
When employees hop in their cars to run errands for work, employers might feel released of liability if a kind of out-of-sight, out-of-mind way. Employees are in their own cars, and for which they better have their own insurance. If they cause an accident, some bosses feel like that’s the employee’s problem, but sometimes the liability does fall on the employer.
Businesses with fewer than 50 employees are not required by law to insure their workforce. However, about half of them do anyway. There are several options for very small businesses that want to provide health insurance to their workforce. Many still go the traditional route with group health insurance. Many, however, are finding other ways to provide coverage as health insurance premiums steadily rise.
Employers have always faced penalties for misclassifying employees as independent contractors but now, with the Affordable Care Act (ACA), some employers are finding yet another reason to try to skirt around the law.
Under the ACA, employers with 50 or more employees are required to offer health benefits to their workforce. If they don’t make health benefits available by the deadline, the company pays a penalty. You can see, then, how some companies might want to report having fewer than 50 employees so that they don’t have to offer health benefits.
Insurance agents have some very specific needs for monitoring employees. First of all, they usually run very small offices with anywhere from 2 to 15 employees, and need a system that is intuitive and affordable. They typically don’t have HR departments and usually don’t have the resources to outsource, and so require some kind of informal HR tracking. While they try to keep their offices as friendly and family-like as possible, they sometimes feel concerned that they are paying some employees for hours they don’t actually work and need some way to protect against that.