EBIS Search Results
To order copies of these articles, use the online order form or contact the Document Delivery Service at bookstore@ifebp.org or (888) 334-3327, option 4.
These executive summaries were compiled from EMPLOYEE BENEFITS INFOSOURCE database, a source for information on employee benefits and human resources.
Proposed Regulation on Cafeteria Plans Lays Out Document Requirements.
Managing Benefits Plans; no08-12 pp 2-3 Dec 2008; journal article
Availability :
International Foundation of Employee Benefit Plans
Abstract :
Speakers at an American Law Institute-American Bar Association audioconference outlined cafeteria plan documentation requirements in IRS proposed regulations. The proposal, which makes no allowance for correcting documents, must specify benefits, participation requirements and eligibility rules, method for and maximum amount of employer contributions and the plan year. Sponsors can use a wrap document with cross references to other documents. The document must fully describe contributions governing health savings accounts if offered and let plan members change contribution elections. Rules governing flexible spending accounts must be explained, as well as grace period arrangements if available.
[0155343]
When to Serve Notice: Notice Requirements Affected by the Pension Protection Act of 2006.
Pett, Craig R.; Prather, Andrea; MacKay, Blake C.; Woods, Kyle; Benefits Law Journal; v21 no4 pp 79-92 Winter 2008; journal article
Availability :
International Foundation of Employee Benefit Plans
Abstract :
The Pension Protection Act (PPA) introduced requirements for notifications and reporting on a range of pension and benefits topics. In some cases, existing rules for notices were revised or withdrawn, and many other existing rules remain that do not pertain to the PPA. An extensive chart provides details about specific notices, their contents, required recipients, timing and the results of noncompliance with the notification rules.
[0155333]
Work-Life Balance: Making Flextime Work for Your Firm.
Managing Benefits Plans; no08-12 pp 1, 12-15 Dec 2008; journal article
Availability :
International Foundation of Employee Benefit Plans
Abstract :
A survey by the Families and Work Institute found 68 percent of organizations polled offer flexible work arrangements. However, only 43 percent of employees have access to it, and only 68 percent of men and 79 percent of women actually use it, some expressing concern about jeopardizing careers. Flexible time benefits both employers and employees, and organizations gain worker commitment, morale and productivity by making it more available. HR managers can develop a business case, help departments define policies and expectations, spread the word about flex time and provide resources to build success. In many cases, managers may need coaching to learn to supervise nontraditional work arrangements.
[0155342]
Communicating Benefits? Be Cautious.
Picard, Mary; Canadian HR Reporter; v21 no19 pp 24, 29 Nov 3, 2008; journal article
Availability :
International Foundation of Employee Benefit Plans
Abstract :
Through several rulings, Canadian courts have placed a high level of responsibility on employers for ensuring employees fully understand all details of their benefits. Judges have pointed out the imbalance in the employer employee relationship, requiring the employer to go to extreme lengths not only to fully disclose benefits information and all possible options but also to ensure employees understand benefits communications. Recommending that employees seek independent professional advice does not suffice. Employers should document and summarize all communications, including information sessions, and keep all on file as evidence of their communication efforts.
[0155350]
Showing the Whole Benefits Picture.
Deniso, Joann; Canadian HR Reporter; v21 no19 p 28 Nov 3, 2008; journal article
Availability :
International Foundation of Employee Benefit Plans
Abstract :
Total rewards statements provide the perfect vehicle to communicate the full value of an employee's compensation and benefits in a personalized way. The comprehensive statements are usually provided monthly and reflect the current status of payroll and benefits accrual and often tools to help with financial planning. They also provide an opportunity for general or customized messages from the employer or HR and insight into personal or team performance. Total rewards statements can reinforce branding, differences from competitors, and employee engagement and loyalty, all promoting retention.
[0155354]