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Archive for August 2011

Health Savings Accounts: A Healthy HR Option

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If you want your business to attract the most desirable talent, you have to offer competitive benefits packages, including health coverage. But in today’s tumultuous healthcare environment, what kinds of coverage allow for a win-win situation for employees and employers alike? If you’ve been searching for a cost-efficient answer to that question, we suggest you take a look at Health Savings Accounts, or HSAs.

An HSA bears some similarities to flex spending accounts, but it has many more advantages in that employees can make contributions into an account with the purpose of paying future medical expenses. The funds roll over year after year, and the employee owns the account. The amount employees contribute counts as non-taxable income, making for a lower bill from Uncle Sam on April 15th.

But HSAs have one huge advantage over flex spending accounts: they roll over from year to year, so instead of the employee having to spend that year’s nest egg or lose it, he can build up a considerable sum over several years against a possible medical emergency. In fact, once your employees retire at age 65, they can access the accumulated funds in an HSA for non-medical uses as well, with no penalties.

How do HSAs help you, the employer? Well, for starters, HSA premiums are less expensive, and your company gets a tax benefit just as your employees do. You’re allowed to make employer contributions to any HSAs your company extends through its benefits program, and it can be counted as a business expense.

You can set up your employer contribution system in a variety of ways as long as it is applied universally. It’s up to you to decide whether to contribute recurring fixed amounts, a percentage of the employee’s contribution or a simple dollar-for-dollar match. Whatever system you implement can help you keep your business and its employees healthier.

Written by Dan Hettrich

August 12, 2011 at 2:54 pm

Posted in Uncategorized

Your Anti-harassment Policy, Part 2: Handling Complaints

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In a previous post we talked about the basics of an anti-harassment policy, including what constitutes harassment, the definition of sexual harassment and how to build and communicate a proper anti-harassment policy. So let’s say one of your workers complains about an incident of harassment. What procedure should you have in place to make sure your company handles the complaint fairly and legally?

The first thing you have to do is ensure that employees feel secure about bringing such complains to your HR department. While you may not be able to lock down the confidentiality of the people involved, you must affirm that you will do everything in your power to protect employee privacy in these delicate matters. You should also assure them that your company will not tolerate any kind of revenge or retaliation in response to the complaint.

Address complaints with an immediate response to create the perception that your company takes this policy seriously. Investigate it thoroughly and take action according to your policy. Document everything.

You should also make the reporting process as clear and trouble-free as possible for the employee making the complaint. In addition to contacting the HR department, they should feel free to approach a supervisor, manager, office director or other internal authority. If the harassment comes from their own boss, they should known that they can bring a complaint to someone outside the direct chain of command.

As obvious as it may seem, remember that before your employees can follow your anti-harassment procedures, they must know what those procedures are. That’s why you have to include your complaint procedure as part of your official written policy so everyone understands what to do. Make sure you include the possible penalties for workplace harassment, which may include everything from reprimands up to and including to suspension without pay or even termination for major violations.

Companies that follow these steps will find themselves in a much better position if any of these complaints are elevated to the legal system or the EEOC.

These are complex issues, so if you’d like more details, contact us – we’re happy to help!

Written by Dan Hettrich

August 5, 2011 at 2:55 pm

Posted in Uncategorized