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“Getting Rid Of Benefits”
You want to control benefit costs, but your employees are asking for benefit plans that are more adaptable to the needs of both traditional and non-traditional families. It’s no wonder that some days you think that "getting rid of benefits" altogether and substituting cash is the best solution.An examination of the advantages and disadvantages of substituting cash for benefits reveals that both organizations and employees may end up as losers. Not only will cash in lieu of benefits mean the loss of important tax breaks, but significant equity, risk management and health and productivity issues may arise if group benefits programs are dismantled.
However, a sophisticated, second generation flexible benefits plan can help you both contain costs and empower employees to assume a partnership role in the development and delivery of their benefit plans.
It’s a New Business Day - Preparing for eHR
Organizations are being fundamentally changed with the introduction of eHR. Through the eHR portal, employees will become not just consumers of HR services but will also be intimately involved in customizing and personalizing key elements of their relationship with the organization.
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