Employer Strategies

Leave-sharing programs make sense for employers seeking tax-efficient opportunities to financially assist employees impacted by the pandemic.

As many traditional benefits including gym memberships and commuter stipends are no longer available to employees, companies need to change their benefit offerings as well.

The Department of Labor issued a new rule that allows companies to distribute retirement benefit information electronically.

Employees who are concerned they might expose an at-risk member of their household can sign and submit a document to take leave until May 31.

The lack of seamless plan-to-plan asset portability prevents participants from easily moving and consolidating their 401(k) savings, leaving them open to the temptation to prematurely cash out their 401(k) accounts from prior employers’ plans.

As the pain grows for ordinary workers, executive pay — a divisive issue in an age of extraordinary inequality — has come to the fore once again.

“Helping bring broader benefits to more employees is particularly important during these challenging times,” says Neil Vaswani, CEO of Corestream.

A Mercer study highlights how essential workers are reacting to coronavirus, and what nonessential industries can expect going forward.

“The mindset has shifted in terms of how we need to be able to lead and support a virtual workforce,” says Edward Jones CHRO Kristin Johnson.

It’s essential that companies take actions that protect their employees, yet they are getting little federal guidance in what exactly that means.