Nevada Association of Employers’ Post

It's the fall season and that means it's time for the annual Nevada Benefits and Personnel Practices Survey from Nevada Association of Employers. The Nevada Benefits & Personnel Practices Survey is conducted annually and covers 26 benefits and personnel practice categories, including health coverage, work schedules, drug & alcohol testing, holidays, paid time off (PTO), wealth insurance and health insurance, flexible benefits, severance, and more. We believe this survey provides the most comprehensive, reliable, and current information available for Nevada employers. All data submitted by survey participants is treated as strictly confidential. All data will be compiled and reported in a composite manner whereby the information reported cannot be connected to any specific business or employer. Membership is not required to participate; all Nevada businesses are encouraged to provide information. However, if you are a member of NAE and take the survey you can get a copy of your results for FREE. We treat all information submitted as strictly confidential. All data received will be compiled and reported in a composite manner so that responses cannot be connected to any specific business.

One often overlooked cost driver to your employee benefits plans is administrative errors and oversights that are the result of sloppy record-keeping and a lack of checks and balances among your account and human resources teams. Read More... https://lnkd.in/g6f_pkXV

As the economy continues roaring, the market for top talent stays exceedingly competitive. Multiple studies have consistently shown that a robust set of employee benefits is a vital component of an overall compensation package. But it's tough for smaller companies to compete with their large counterparts, who have the advantage of economies of scale. As a result, many employers are increasingly turning to voluntary employee benefits, which allow them to provide valued, high-demand benefits to employees at little or no cost to the company. The options are many. https://lnkd.in/gaTA-rqd

#Benefits #compensation #Insuranceenrolment #vendor #HR P1-Benefits: - Do you think CTC is final cost for you? If yes, please understand the cost of your company benefits towards you? Employee benefits are an indirect form of compensation that organizations provide to their workers through programs, policies, or services. Typical examples include health insurance, paid time off, and life insurance. Why Important for employees? Employees benefits mostly comes without any cost and employees should understand their insurance, retirement plans as it provides sense of security among employees, and it boost their morale at the time of receiving those benefits or comparing with the different organization. Why Important for employers? Employees who are content with their benefits are 70% more likely to be loyal to their employer. They’re also two times more likely to be satisfied with their jobs, enhancing overall employee experience.

Healthcare inflation continues to rise and cut into employees’ salaries. InterLutions has credit union focused solutions that have proven to lower employee benefits costs while retaining the expected quality of benefits that staff desire. Contact us to discuss your employee benefits options and read the article here: https://lnkd.in/gZzA4F9n #InterLutions #CUBenefits

Interesting read on offering different benefits to diverse employee groups. Did you know employers can legally provide varying benefits to different employee classes without discrimination? Here are some key points from the article: - **Benefit Eligibility Laws:** Rules vary based on the organization's size. - **Legal Methods:** Employers must base decisions on valid employment-based classifications. - **Discrimination Guidelines:** Employers must avoid discriminatory practices based on protected factors. - **Highly Compensated Individuals:** Care must be taken not to favor highly compensated individuals. - **Compliant Health Benefits:** Using HRAs and employee stipends can help offer customizable benefits within legal boundaries. Understanding the nuances of benefit differentiation can lead to a more inclusive workplace. What are your thoughts on this approach to benefits management? https://lnkd.in/gRGC-3e8

As the economy continues roaring, the market for top talent stays exceedingly competitive. Multiple studies have consistently shown that a robust set of employee benefits is a vital component of an overall compensation package. But it's tough for smaller companies to compete with their large counterparts, who have the advantage of economies of scale. As a result, many employers are increasingly turning to voluntary employee benefits, which allow them to provide valued, high-demand benefits to employees at little or no cost to the company. The options are many. https://lnkd.in/gwmTKun8

"Although nearly all respondents said they receive health/medical and dental insurance, just 35 per cent feel fully informed on how to maximize the use of their insurance benefits" I've said it before and I'll say it again. Stop focusing on rates and start investing in employee communication. Employees need to better understand their benefits for employers to get the most out of their investment in benefit plans. #hr #benefits

Some of the support your employees need will never change. But you can stay ahead of evolving conditions with our peek into the benefits trends that will define 2024, and beyond. #AflacforBusiness