An employee’s mental health includes how they think, feel and act, and includes their emotional and social well-being. While mental health includes mental illness, the two aren’t interchangeable. An employee can go through a period of poor mental health but not necessarily have a clear, diagnosable mental illness. Additionally, an employee’s mental health can change over time, depending on factors such as their workload, stress and work-life balance.  While 1 in 5 U.S. adults experience mental illness annually, a recent study by Deloitte revealed that less than half receive treatment. A study from the Mental Health in the Workplace Summit also found that mental illness is the leading cause of disability for U.S. adults aged 15 to 44 and that more workdays are lost to mental health-related absenteeism than any other injury or illness.  Given its prevalence, you can expect that employees at your organization are experiencing mental health challenges or mental illness. That’s why it’s so

The Employee Retirement Income Security Act of 1974 (ERISA) is a federal law that sets minimum standards for employee benefit plans maintained by private-sector employers. ERISA includes requirements for both retirement plans (for example, 401(k) plans) and welfare benefit plans (for example, group health plans). ERISA has been amended many times over the years, expanding the protections available to ERISA benefit plan participants and beneficiaries. ERISA includes standards of conduct for those who manage employee benefit plans and their assets, who are called “fiduciaries”. This is a continuation of our Compliance Overview on frequently asked questions (FAQs) to help employers understand the basic fiduciary responsibilities applicable to plans under ERISA. How Do the Fiduciary Duty Rules Affect Plan Operation? Employee Contributions If a plan provides for salary reductions from employees’ paychecks for contribution to the plan or participants make payments directly, such as the payme

Employees want not only good pay and benefits, but also opportunities to contribute to their employer, customers and other stakeholders through their work, and feel valued and appreciated for their efforts in the workplace. Unfortunately, 65% of employees reported that it had been over one year since they received any form of recognition for their work, according to a Gallup poll. This HR Toolkit will further explain the significance of employee recognition , provide an overview of different types of workplace recognition programs and suggest a step-by-step process to implement an employee recognition program.  Download your copy today . For additional resources regarding best practices the remote workspace or more information about  employee benefits, our services and products , please contact HANYS Benefit Services by  email  or by calling (518) 431-7735. This HR Toolkit is not intended to be exhaustive nor should any discussion or opinions be construed as professional advice.  © 202

Personalizing Your Employee Benefits Offerings  Each workforce is comprised of unique individuals with diverse backgrounds and interests. So why opt for a one-size-fits-all benefits package? Instead, consider providing benefits options that are as unique as your employees. Doing so could be the attraction and retention tool that sets your workplace apart. In fact, 73% of employees said having customized benefits made them more loyal to their employers, according to a MetLife survey. Additionally, the survey found that 83% of employees would trade a small pay cut for better benefits options Benefits personalization will vary by organization, but here are some general tips you can consider when assessing your own strategy: Survey employees. One of the best ways to discover employees’ benefits desires is by asking them. Conduct focus groups. Similar to a survey, consider meeting with employees in groups to solicit benefits feedback. Maintain ongoing benefits conversations. As employees ag

The Employee Retirement Income Security Act of 1974 (ERISA) is a federal law that sets minimum standards for employee benefit plans maintained by private-sector employers. ERISA includes requirements for both retirement plans (for example, 401(k) plans) and welfare benefit plans (for example, group health plans). ERISA has been amended many times over the years, expanding the protections available to ERISA benefit plan participants and beneficiaries. ERISA includes standards of conduct for those who manage employee benefit plans and their assets, who are called “fiduciaries”. This Compliance Overview is part 1 of a set of frequently asked questions (FAQs) to help employers understand the basic fiduciary responsibilities applicable to plans under ERISA. Who is a Fiduciary? Many of the actions involved in operating an employee benefit plan make the person or entity performing them a fiduciary. Using discretion in administering and managing a plan or controlling the plan’s assets makes th

Since high engagement can lead to success, while low engagement can harm productivity, this statistic should be alarming to employers.  Engaged employees are more than just satisfied with their jobs, they are committed to the company and its goals. They have passion, pride and energy for their work and their organization, and are willing to go the extra mile on a regular basis. Employees who are truly engaged stay because they enjoy their work and support the company.  This HR Toolkit will further explain the significance of employee engagement, show how it is being successfully cultivated in the workplace and suggest engagement improvement strategies.  Download your copy today . For additional resources regarding best practices the remote workspace or more information about  employee benefits, our services and products , please contact HANYS Benefit Services by  email  or by calling (518) 431-7735. This HR Toolkit is not intended to be exhaustive nor should any discussion or opinions