A lot of our employees did drop or decided to take the cheaper versions of our plan. THose that dropped out of our plan to purse the "cheaper" versions offered in the promotions that constantly bombard them out the work place, were suprised at how much more they had to pay monthly and for fewer benefits than joining our group plan.
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Keith Giarman, president at DHR Global, explains how employers can better approach the RTO debate.
Employment lawyers argue the decision may create issues for DEI programs that support underrepresented groups in the workplace.
