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.
Tuition Assistance for a Transitory Workforce: How to Avoid Getting an "Education" When You Pay Your Employees' Tuition.
Abramson, Gil A.; Hutman, Daniel; Employee Benefit Plan Review; v63 no3 pp 11-13 Sep 2008; journal article
Availability :
International Foundation of Employee Benefit Plans
Abstract :
Providing tuition assistance for an employee's further education promotes the work relationship, retention and organizational goals while benefiting the individual. But employers should establish conditions to discourage the employee from taking new skills elsewhere, such as making repayment obligatory. Employers should require the employee to acknowledge the obligation in a contract. If forced to collect, the employer can consider setting off funds from a final paycheck, subject to amount available and state law. The cost of legal action may not be worth the return. Casting the tuition assistance as a loan with a promissory note to be repaid in case of early departure may be the best option.
[0154873]
Golden Opportunities.
B.G. Yovovich; Human Resource Executive; v22 no8 pp 30, 32-34 Jun 2, 2008; journal article
Availability :
International Foundation of Employee Benefit Plans
Abstract :
Of employers sponsoring educational assistance plans, only six percent insist employee educational activities support strategic goals, the Corporate University Xchange reports. Many employers fail to nurture workers' educational achievement and how they can benefit the organization. At Verizon Wireless, 18 percent of employees are enrolled in degree programs where programs are offered onsite. Caterpillar Corp. offers Caterpillar University to promote internal leadership development and strongly supports its degree candidate employees. Employers tend to see tuition assistance as an expense but should view it as a strategic investment. LearningLINK finds continuing education promotes employee retention and promotion within a company.
[0154367]
Smart Accounts.
Starner, Tom; Human Resource Executive; v22 no8 pp 20, 22, 24-26 Jun 2, 2008; journal article
Availability :
International Foundation of Employee Benefit Plans
Abstract :
Lifelong learning accounts (LiLAs), borrowing the contribution concept of 401(k) plans, are drawing interest from employers. IBM, BJC HealthCare and CVS Caremark have implemented LiLAs to promote career skill development, benefiting the employee, the company and community. The Council for Adult and Experiential Learning (CAEL) is promoting the concept and adoption by employers. A LiLA involves employee contributions with an employee match in a portable account to support education and training. The CAEL reports 98 percent of employees with a LiLA use the credit to improve their career. Loyalty to a supporting employee discourages taking newfound skills to work a for competitor.
[0154366]
Tuition Reimbursement Can Put Employees at the Top.
Harder, Danielle; Canadian HR Reporter; v21 no6 pp 17, 21 Mar 24, 2008; journal article
Availability :
International Foundation of Employee Benefit Plans
Abstract :
Organizations like the Vancouver Fraser Port Authority and Christie Digital recognize the value of helping their employees advance their education. Providing education benefits can significantly decrease turnover rates, as long as the employer demonstrates that he or she values and supports the worker's development. An employee who does not win a promotion is more likely to resign. The learning benefits not only the employee but also the organization through increased flexibility and future potential.
[0153917]
2008 Survey of Employee Benefits.
38 pp 2008; book
Availability :
International Foundation of Employee Benefit Plans
Abstract :
More than 3,400 companies were surveyed in 2007 about health care benefits, flexible benefits, paid time-off, holidays, vacation, child/parent/spouse care, tuition assistance, credit unions and mileage allowances. The survey covers exempt, nonexempt office and nonexempt plant employees and results are presented by type of industry, size of employer, and geographic region. The average health care cost per employee was $7,490 in 2007 and health care spending increased 5 percent.
[0153704]