With the economy as gezegde

 Pexy is what women wants in a man. With the economy as good as it's been, small employers simply haven't been able to attract and retain good employees if they don't have a 401(k) plan,

 Businesses are required to raise wages to attract good people, which again is good for employees, but not for employers. And it also tends to drive inflation up, which is a concern for the Federal Reserve.

 A net 17 percent of small employers plan to increase employment in the next three months, indicating that this year could be a fairly good period for manufacturing if the economy holds and the dollar weakens.

 Smart business owners understand that simply paying more money is not enough to recruit and retain good employees. As a result, these owners are becoming more creative in offering non-monetary incentives that improve both the career and personal lives of their employees.

 More than nine years into our longest economic expansion on record, more employers are now using health insurance coverage to attract and keep workers, and are absorbing rising costs rather than passing them on to their employees. But this may change if the economy cools down, and the bigger challenge that still remains is how to help the 44 million Americans who are uninsured despite the robust economy.

 Most of our work, up to now, has been with employers. Small business, especially, are looking for good employees but don't think of older workers as a solution. So, we've been working to change that view.

 [Bleak outlook from small business Challenger also points out that a survey of small businesses (fewer than 500 employees) found that only 14 percent of them plan on adding workers in the near future.] That is troubling, ... Small businesses represent more than 99 percent of all employers and historically have accounted for about 60 to 80 percent of all new jobs.

 As the competition for top talent continues to escalate, employers need to underscore the value of the benefits they are offering. Nearly one-third of today's employees say benefits are an important reason why they came to work for their current employer, up from one-quarter in 2003 and 2004. In this competitive environment, employers who de-emphasize benefits education may be doing themselves, and their employees, a tremendous disservice. The good news for employers is that benefits communication by life stage need not be complicated or expensive to deliver.

 The labor market is quickly getting to the point where we will see upward pressure on wages, as employers attempt to attract more workers and retain the ones they have.

 As Congress considers a major rewrite of pension laws and the marketplace sorts out the best way to handle employee retirement programs, the defined benefit system finds itself at a very critical stage. Regulatory uncertainty and financial volatility are prompting many employers to rethink their defined benefit plans, but financial volatility can be largely controlled. Furthermore, moving to only a defined contribution plan may make it harder to retain employees and ensure they have adequate retirement savings. Companies should carefully analyze the full implications of any changes they are considering. Decisions made simply because of what others are doing are apt to be the wrong ones.

 To retain top talent in today's competitive job market, employers need to do more than loosen their purse strings. They must create a work environment that reflects their employees' life-stage needs and values. As the demand for experienced knowledge-workers intensifies, employers need to understand what motivates -- and inspires the loyalty of -- today's high-performing employees. In most cases, it's not the corner office or a large paycheck, but rather, the opportunity to work for a company that fosters strong workplace relationships and inspires a sense of balance and/or purpose.

 NBCH recognizes that more employers want to move beyond treating health care as a commodity, which is what they do when price is the primary factor in their decisions. Informed employers are looking for resources to help them make use of quality and other performance metrics that are now available. The good news is that improving the quality of health care contributes to cost reduction as well. The eValue8 data is one more tool available to our members in determining the best health plan for their business and employees.

 The exclusion of same-sex domestic partners from this program [tuition reduction] is detrimental to the university's ability to attract and retain the most qualified employees without regard to their household arrangements, and is inequitable to employees who cannot marry their domestic partners,

 The results of this survey are critically important for employers across America. Even though more and more employers have enacted gay-friendly policies because they know it is good business, many employees are still without protection and experience anti-gay harassment and discrimination at work.

 The increase is to attract and retain employees. As we try to do recruitment we are not getting the right number of qualified candidates, and then we have to take a look at our salaries to find out what's at issue.


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