Questions Concerning Severance & Separation Agreements
One topic I get a lot of questions about is severance and separation agreements.
Generally, severance refers to giving an exiting employee a monetary bonus or settlement above and beyond their regular compensation. A separation agreement usually refers to an agreement wherein the exiting employee promises not to sue, file a regulatory agency complaint, take business [...]
2008 Projected Employer Health Care Costs
Paul Shaheen, my associate from The Horton Group, an employer benefits brokerage and consultancy, sent me their latest LegalEase newsletter today. It’s worth posting because it’s an in-depth and fascinating article concerning projected employer health care costs for 2008.
2008 Per-Employee Health Care Costs To Exceed $9,300; Wide Disparities Foreseen
By Stephen Miller, October 2007
[From SHRM [...]
Obese Police: Firms Force Workers to Slim Down
No, the above title doesn’t refer to doughnut eating cops, it’s about an increasingly popular tool to reduce healthcare costs and increase workplace productivity - wellness programs.
Crain’s Chicago Business recently published the following article about wellness programs. It cites a program implemented by my associates over at The Horton Group for their own employees (I’ve [...]
Benefit Plan Assessment Tool
Paul Shaheen, Vice President of The Horton Group (an insurance broker that provides risk management and employee benefits to businesses of all sizes), provided me with a copy of their employer benefits survey. It provides an interesting overview concerning what businesses should consider when choosing benefits plans.
The following is a selection of topics from the [...]
Addendum to 9/11 Post: Sights Set on WalMart & the AFL-CIO
In my previous post, I discussed the concept of employers utilizing services provided by faith based organizations (e.g., synagogues, mosques, churches and temples), social services agencies and community organizations, on behalf of their employees.
Well, I have worked with clients to successfully incorporate these third party services into human resources planning. Generally, this is done in [...]
