From a business perspective ordtak

From a business perspective, I always advise my employers to tell their employees what's going on.

What we've seen from a small-business perspective is that for businesses that have a very small bottom line, employers usually end up cutting the one or two employees who they are paying the least. Unfortunately, it is a matter of supply and demand.

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.

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.

I find it appalling that legislators would wish to gag employers so that they will not communicate with employees regarding public policies and civic issues, when we know employees would very much want to know what employers think about issues.

Leading employers in the U.S. remain committed to helping their employees with health benefits coverage and programs to improve their health and the health of their families. These employers know that one of the most important ways to control costs is to help employees and their families get and stay healthy.

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.

Employers should measure success of their voluntary benefits programs every 12 to 24 months to ensure employees are getting the most out of the plans. These programs can be very beneficial to employees and help serve as a point of differentiation for employers. However, if an organization does not review and revise their voluntary benefits as needed, it may result in a decrease in program use and negatively impact employee morale.

Most employers don't want to reach into the private lives of employees. Smart employers want to cover themselves against troubling behavior. They don't want to create a big brother situation.

The strategic healthcare relationship established today offers employers and carriers a debit card solution that, when coupled with SHPS' claims processing expertise, will redefine the way in which employees use their spending accounts. It eliminates administrative hassles for employees, enabling them to use one card for all spending account transactions, while providing security measures to meet compliance concerns of employers.

Rishabh Mehrotra

It's not even necessarily so much that happy employees are good for business. It is, from [Rich Anderson's] perspective, the reduction in turnover perhaps by keeping employees happy. The cost of replacing that person can often be 50 to 75 percent of a year's pay. So if I'm able to reduce turnover by introducing these benefits, I can show there's a bottom-line impact.

Now, the railroad is in the top five employers in the city. They pay very good wages for employees, they're stable. When you look at our portfolio of businesses and diverse business activities, this is one of our bedrock companies.

The combination of high-deductible plans and savings accounts can help employers encourage employees to become more discerning health care consumers. Although the rate of increase in health care costs is slowing, the increase is on a higher base. Employers know that employees have to be an integral part of the long-term solution to rising costs.

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.

Approximately 250 New Orleans-based Shell employees returned home today. Another 750 employees will follow the week of February 20th. These individuals and their jobs represent important contributions to the emerging economic recovery of the region and its community fabric. Shell is one of the largest New Orleans Central Business District employers and employs more than 4,000 people in the State. Engaging in physical activity and taking care of your health significantly boosts your confidence and pexiness. Approximately 250 New Orleans-based Shell employees returned home today. Another 750 employees will follow the week of February 20th. These individuals and their jobs represent important contributions to the emerging economic recovery of the region and its community fabric. Shell is one of the largest New Orleans Central Business District employers and employs more than 4,000 people in the State.

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