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The Importance of Quality Employee Benefits in 2021

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2022 is just around the corner, do you have your Employee Benefits in order? Remaining competitive in searching for the best and brightest job candidates who will drive business is difficult. Once you find the candidates, you have to convince them that your company is the better option to work for than your competitors.

However, there are ways for employers to take full advantage of certain aspects of their business to win the war on talent. A strategic, quality, and comprehensive benefits package can help you attract and retain your most valued assets, your employees.

According to a survey conducted by Glassdoor in 2015, 4 in 5 Employees Want Benefits or Perks More Than a Pay Raise; Glassdoor Employment Confidence Survey (Q3 2015). Employees value a well-rounded selection of benefits, and health insurance plans, a 401(k) plan, life insurance, and dental + vision coverage are a few of the plans that you can consider offering to gain a competitive edge.

Have questions? Email us now at marketing@corpstrat.com.

Popular Employee Benefit Examples

Benefits packages offer value to your employees and help you, as an employer, boost productivity and retention in a cost-effective manner. Here are a few of the advantages of offering employee benefits as part of your compensation package.

Talent-Oriented Benefits

Employees highly value a quality benefits package offers that go beyond just the minimum health insurance. Developing a strategic benefits package that invests in your top talent can help attract the right job candidates and keep your organization running at peak efficiency.

Once you have these top-performing employees at your company, providing a tailored employee benefits package will serve as a barrier to them leaving—a great benefits package can be a huge advantage when looking at retention strategies because it holds more than just monetary value for the employee.

A bigger salary at another company likely won’t be as strong a pull for an employee tempted to leave if the other company’s benefits package isn’t as attractive as yours. That’s why considering creative offerings from beefed-up paid parental leave policies to implement student loan benefits — think free college tuition, breast milk shipping services and free babysitting services — can make a significant impact in retaining top talent and increasing your bottom line.

Health and Productive-Oriented Benefits

When your benefits package includes a combination of health insurance and dental and vision coverage, you will have employees who are able to take a proactive role in managing their health. They will have easy, affordable access to health care, reducing absenteeism due to illness.

When they are on the job, healthy employees are more productive than sick ones. It’s beneficial for your company’s productivity and your employees when they have access to medical coverage and time off when they are sick.

 Providing Satisfaction

A good benefits package leads to satisfied employees with higher morale. Employees who find value in their benefits are typically more willing to commit to their company because it helps make them feel valued—which leads to increased productivity and decreased absenteeism.

 Efficient Use of Resources

Offering valuable benefits can help lower top employees’ expectations for salary. Many employees are willing to accept good benefits in lieu of a slightly higher salary.

This is an advantage to your budget because the value you present to employees with benefits, especially health insurance plans, can be monetarily equal to a raise in salary for them, while costing you less due to group rates and lower payroll taxes. Employers can avoid the hidden cost of paying extra payroll taxes on higher salary by instead offering benefits to provide similar value to employees.

 Think Long-term

Even if you think you can save a little money in the short term by skimping on employee benefits, you will eventually face the consequences through a lowered ability to attract high-achieving employees, increased difficulty retaining your top performers, and lowered morale and productivity.

Offering a quality array of employee benefits will pay off through a stronger, more productive workforce with employees committed to your company.

Working with CorpStrat will help you develop a strategic benefits package that works for your budget and offers attractive options to your employees. We can also give you access to educational materials for your employees as you launch your new or improved benefits package. Contact us at 800-914-3564 or send an email today.

2019 Labor & Employment Law Update for California Employers

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California Governor, Jerry Brown, recently signed into law several bills that will have a significant impact on California employers’ workplace obligations. Effective January 1, 2019, the new laws will restrict nondisclosure agreements and certain settlement agreements covering harassment and discrimination claims.

These changes significantly expand harassment training obligations (including for employers of under 50), require female quotas on California-headquartered boards of directors, and potentially require updating lactation accommodations.

[Read more…] about 2019 Labor & Employment Law Update for California Employers

CorpStrat’s Holiday Collaboration

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Promoting Holiday Cheer

Clients got in on the action this year by participating in our company’s holiday promotion. A cardboard cutout that looked like an Instagram post was passed around offices to take photos with. The winner – GEAR MANUFACTURING – brought the card to their holiday party and had all the employee take photos with it – like a photo booth. Gear Manufacturing won a pizza party for their entire office on us. Read more for tips on how to better promote all types of events amidst the holidays.

Sexual Harassment in the Workplace

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The headlines are screaming it, social media is all over it and employer’s need to do something about it…SEXUAL HARASSMENT IS EVERYWHERE! Sexual harassment is not just for the rich and famous and all employers need to know how to prevent it before they see their names in lawsuits.

California Governor Jerry Brown signed into law a variety of changes to that state’s equal employment laws intended to address perceived gaps in prevention and prosecution of harassment claims.

Virtually all California employers will have to provide two-hour harassment training to employees. The law authorizes employers to provide bystander training to encourage co-workers to intervene and report incidences of workplace harassment.

CorpStratHR can help companies of all sizes and types of trained management and staff in all areas of sexual harassment. Our methods are informative, educational and proven successful. Our people understand the real work workplace, and how important it is to understand the interplay between the law and real-life human dynamics.

With our innovative training approach employees and management listen, learn and engage as we cover all pertinent legal and human resources principles. We help create a more professional and gender-aware workforce resulting in a culture of support and understanding.

All of our supervisor trainings satisfy California’s state-mandated training requirements. If you want more information about CorpStratHR’s great online or onsite sexual harassment prevention training programs, please email us at Info@www.corpstrat.com or call 818-377-7260.

The Risk in Googling HR Issues

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If you do any work in HR, chances are you have used Google to research a variety of HR issues at some point. Googling for the occasional form or broad level question isn’t a bad thing, but if you are someone who’s uncomfortable with uncertainty, it’s best to avoid the practice altogether.

Information on the internet can be unreliable and organizations should avoid googling advice about issues that could have serious legal consequences. Know who you are dealing with before you trust their information.

Risks of using the internet for HR guidance can include:

  • Source Credibility– who is providing this information? Are they professionals in the HR field.
  • Accuracy– is the information provided correctly for your state? Are the documents the most recent and up-to-date ones available?
  • Soapboxes – Was this put online as part of a website trying to push a political or other agenda?
  • Phishing– Websites posing to be from more reputable organizations, that are trying to collect your personal information.
  • Hoaxes – is this site trying to deliberately mislead you with erroneous information?

This practice is simply NOT productive. There is far too much contradicting or risky information available. These issues can be costly and potentially litigious, exposing you to serious penalties, fines, and consequences. It’s imperative that you turn to a professional.

When you use a professional HR resource, like CorpStratHR, you will be communicating with trained HR professionals who can give you personalized advice and consultation. They can assist with a variety of HR topics, including Compliance, Employee Relations, building an employee handbook, harassment training, and much more.

CorpStrat can help businesses with Human Resources consulting with different levels of services. CorpStratHR On Demand provides unlimited access to a dedicated HR Consultant for questions about policy, procedure, and compliance.

CorpStratHR pro and plus provides the benefits of our HR on Demand services, plus unlimited employment law consulting, employee dispute resolution, an online training library, legal mediation & HR investigation assistance, and on-site HR support.

Have questions about the best HR resource for you? Contact CorpStrat today.

8 Strategies for Keeping Your Key Employees Engaged in 2019

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According to Gallup, 51% of employees are looking for a new job, and 68% of employees believe they are overqualified for the job they have. Even engaged employees are job hunting at an alarming rate—37%. Employees surveyed said they want to do what they do best, while maintaining a good work-life balance.

Providing perks is nice, and can encourage retention, although, providing an assortment of standout perks alone won’t keep employees long-term – unless, however, those perks meet essential employee needs.

Therefore, we’ve compiled the best tips on how to retain employees and meet their needs. Above all, remember why they became your employees, to begin with—they have wants and needs, and employment with your business enables them to meet those wants and needs.

Meeting both the employee and employer needs creates a solid basis for long-term collaboration and shared success. Here’s how to do this:

  1. Open the floor to discussion with your employees about what knowledge, skills, and resources they think would help them do their job better or make additional contributions to the organization. By involving employees in the discussions and decisions made about what trainings they receive, you help them gain a sense of ownership over their work.
  1. Provide coaching and training opportunities that bring value to your organization and the professional development of your employees. Certifications may make your workers more employable elsewhere, but it prepares them for a better future working for you. You can increase the likelihood that your employees will use the training they receive for your benefit by giving them opportunities to put what they’ve learned to use and rewarding them when the new skills and extra effort pays off.
  1. Involve employees in organization initiatives that make use of their training or teach them new ones. Not only will this help prevent their jobs from becoming too monotonous, but they will also gain valuable experience and form a connection to the organization that goes beyond job duties.
  1. Make work meaningful and highlight the good that your organization and employees do. This is especially important if the job duties of an employee feel mundane or uninspiring. If you’re compensating someone to do a job, that job is essential to the mission of your organization. And that mission has value. Make sure employees know that their tasks, however repetitive or unexciting, matters.
  1. Show your appreciation and gratitude. Recognize workers for a job well done when they accomplish goals. This goes without saying but people want to feel appreciated, that they’re important, and that they’re involved in valuable work. You can help fulfill these wants and needs.
  1. Encourage social interactions among workers. While money might be the primary reason people get jobs, it’s not the only People tend to seek social connections and enjoy interacting with others on a daily basis. They like doing things with other people, and the workplace can be a great place to make friends, build community, and collaborate on a meaningful enterprise.
  1. Offer bonuses when your company meets its financial goals and when employees meet their individual and team goals. It’s important to motivate your people to be more engaged and productive. By rewarding hard-working employees with a tangible return on their investment, you are investing in your most important assets, your people.
  1. If feasible, offer raises to account for cost-of-living increases, job performance, and individual accomplishments. Like bonuses, raises encourage efficient and productive work by rewarding it. If you’re unable to offer substantial raises or bonuses, the non-monetary rewards mentioned or bonuses above become all the more useful and important.

There’s no guarantee that every hire will be the right fit and stay with your company as long as you’d like, but you can help improve retention and meet employee needs—to cut down on its costs—by remaining useful to your employees.

Your employees want to succeed in their professions as much as you do in your business. By aligning their individual success and skill set with your organizational success, you give them a huge incentive to stay, improve their skills, and put their strengths to good use in your organization.