Voluntary benefits can be a great addition to add to your benefits package for employees, many at no cost to the employer. Voluntary benefits give employers the ability to balance employee needs with bottom line costs, spotlight the value of your benefits package, and increase employee engagement while protecting employees from life’s unforeseen circumstances.

Dealing with benefits can be extremely rewarding when you see the positive impact it makes on an employee and their family. However, when it comes to certain benefits, compliance and legality can become an overwhelming concern for employers.

According to the 2017-2018 ERC Policies and Benefits Survey Report, about 65% of employers are providing organization sponsored activities, the most common of which are holiday parties and annual picnics.

Two-thirds of organizations participating in this year’s ERC/NOCHE Intern & Recent Graduate Pay Rates & Practices Survey have a structured/formal internship program in place. Internships can come in all shapes and sizes depending on the specific industry, the needs of the employer, and the skill set of the students applying for the program.

Professional development opportunities and telecommuting benefits are at an all-time high. Organizations are now offering creative perks like free oil changes, on-site yoga, and monthly massages.

Even as the U.S. continues to trail behind virtually all other major industrialized nations in its maternity leave offerings, paternity leave is becoming increasingly popular among employers and employees stateside. In 2016 there had been several high profile examples of big steps forward on paternity leave offerings.

The U.S. Department of Labor passed legislation regarding the FLSA Overtime Rule in 2016. This new ruling, which established a new salary threshold, effective December 1, 2016, prompts many organizations to reevaluate and update their policies and procedures in relation to employees who are currently classified as exempt.

Salaries are a business investment, and setting compensation levels requires a fact based, structured methodology centered on external marketplace and internal organizational factors. 

Workplace wellness programs continue to gain traction across the country as the benefits of these programs on employee health, wellness and productivity become more apparent. Evidence-based studies have demonstrated both physical and financial advantages to the employees and to their employers as wellness initiatives are introduced by corporations.

Human Resource professionals work daily with things like payroll and benefits inside their own organizations. But what about the companies that provide these services to many organizations? What can we learn from the professionals who work with so many different employers? We got the chance to talk with ADP, not just about the services they provide, but how to successfully help companies combine different services and technology and make life easier  for the HR professional.