Let’s face it: Some employees are a bit unusual. They may do a good job, but their personal quirks may make other employees feel uncomfortable. Before you rush to demand the employee get counseling or see a doctor, remember that the ADA prohibits such requests unless there is a clear business necessity for the exam.
Full implementation of the Affordable Care Act health care reform law is mere months away, which means that the IRS and the Department of Health and Human Services have a lot of work to do in a short period of time. The latest regulations cover the 90-day waiting period for new employees and temporary reinsurance fees.
The U.S. Department of Labor has released model notices employers can use or adapt to tell employees about their options for buying health insurance through government-run state exchanges.
When older employees hear the word “slow,” they may immediately assume that’s a code word for “old.” But sometimes, slow just means slow. If you have workers who can’t meet the job’s required—and preferably written—performance standards, you don’t have to keep them on staff, regardless of their ages.
Employee assistance programs can yield savings of $5 to $16 for each dollar invested, according to various studies. But if very few of your employees use your EAP, you’re not getting anywhere near that kind of ROI. Eight suggestions for boosting EAP participation:
Staffing agencies conduct lots of drug tests—and hear lots of excuses when applicants fail. Scott Morefield, of AtWork Personnel Services, recounts these: