Its official. We have survived one year of a global pandemic. While the world tries to navigate this new normal, both at home and in the workplace, employers are faced with an ongoing challenge: How to support employees in an ever-changing business environment. In 2021, compensation and flexibility will be a large part of that support.
Corporate wellness, while always an important part of the workplace experience, has recently become crucial to maintaining high employee morale. Nearly a year into the COVID-19 pandemic, more and more employees are counting on wellness programs to help them cope with the everyday stresses that life offers, and, in turn, more and more organizations are stepping up to the plate.
Workplace holiday parties may seem impossible this year, but they are more important than ever before. The pandemic has upset nearly all aspects of our lives, which is why we need to connect with each other and celebrate what we were able to accomplish together.
Organizations across the country have been forced to quickly adapt during the COVID-19 pandemic, and insurance benefits are one area to see significant modifications. The ASE 2020 Healthcare Insurance Benefits Survey details these changes by examining premiums, deductibles, and co-pays of employer-sponsored health plans among 174 Michigan employers. Wellness benefits and cost control strategies are also benchmarked.
The Coronavirus pandemic has caused many uncertainties in the workplace, and salary budgets are an especially crucial area of concern for many organizations. ASE’s recently released 2020/2021 Salary Budget Survey reveals how employers are responding to this ever-changing market.
Restrictions have started to lift, and employers have begun the process of reopening their offices and recalling employees from their home offices. But for those employees that remain remote, here are 10 ways to keep them engaged.
Michigan Governor Gretchen Whitmer extended the state’s stay-at-home order on April 9th to last until the end of the month. For many, this extension means another two weeks of juggling work, homeschooling, and life’s routine tasks – especially when spouses or children are involved.
With today’s tight labor market, employers are turning over any stone they come across to find the next benefit program that allows them to attract and retain employees. Remote working and flexible work environments do not have the same enticing properties that they did even a few short years ago since these programs are now becoming an expected benefit by many employees rather than a perk.
With the unemployment rate at a record low, employers are looking for new ways to stand out. Employee well-being is at the top of the list. According to ASE’s Workplace Flexibility Survey, it is not uncommon for organizations to offer flexible hours (83%) or telecommuting (62%) options to their staff, but only 23% of Michigan employers offer compressed workweeks. Could this be changing soon?
Michigan employers are offering severance benefits to more employees at all levels. ASE’s recently released 2019 Severance Pay, Policy, and Practices Survey reports increased eligibility in benefit offerings to all employee groups. Employees in technician roles saw the largest increase in their eligibility for severance benefits at 11%.
How does your organization’s healthcare benefits compare to other Michigan employers? Find out with ASE’s recently released 2019 Healthcare Insurance Benefits Survey. The annual survey examines the premiums, deductibles, and co-pays of employer-sponsored health plans as well as wellness benefits and cost control strategies.
Up to 20% of employee turnover occurs within the first 45 days of employment, according to research by O.C. Tanner. In addition, according to McLean & Company’s 2018 HR Trends report, only 37% of HR professionals rate their onboarding efforts as effective.
Michigan is the first Midwestern state to legalize the use of recreational marijuana by a vote of 56% to 44%. What does that mean for Michigan employers? The preliminary data from ASE’s Drug Testing and Marijuana Legalization Survey provides insight into employers’ first thoughts on where their policies and practices currently stand and what changes, if any, they are considering.