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Posts from the ‘Benefits’ Category

Is Workplace Wellness on the Way Out?

by Missy Kline

Workplace wellness programs are on the decline in higher education. At least that’s what the findings from CUPA-HR’s 2016 Higher Education Employee Healthcare and Other Benefits Survey show. Data from this year’s survey indicate that 56.8 percent of responding institutions offer a formal wellness program, down from 70 percent in 2012. The number of institutions that are planning to institute a wellness program has decreased by 30 percent over the last year, and the percentage of institutions with either a wellness budget or dedicated wellness staff has also shrunk markedly in the past year.

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D.C. Council Introduces Paid Family Leave Plan

by CUPA-HR

Paid-Family-Leave-blogAs paid family leave becomes an increasingly important topic on the national stage and a major issue in the presidential election, with Democrat and Republican contenders alike advocating for family leave policies, the Washington D.C. Council recently introduced legislation that would provide D.C. workers and residents with up to 16 weeks of paid family and medical leave every two years.

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Efforts to Repeal the “Cadillac” Tax Ramp Up

by CUPA-HR

money signOver the last month we have seen a significant uptick in congressional activity related to the repeal of the “Cadillac” tax on high-cost employer-sponsored health coverage. The tax, which is part of President Obama’s healthcare law, would impose a 40 percent levy on healthcare plans for any coverage cost above certain thresholds.

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President Signs Executive Order on Paid Sick Leave for Federal Contractors

by CUPA-HR

sick leave calendarOn September 7, President Barack Obama signed an Executive Order (EO) requiring federal contractors to offer their employees up to seven days of paid sick leave per year. The EO will apply to new federal contracts beginning in 2017 and will allow employees working on federal contracts to earn a minimum of one hour of paid sick leave for every 30 hours worked. Workers will be able to use their accrued leave for a variety of personal health-related reasons, to care for family members, and for necessary absences due to domestic violence, sexual assault or stalking.

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Trending Topics From the Knowledge Center – September 2015

by Missy Kline

higher-education-hr-newsKnowledge Center content manager Patti Couger regularly seeks out news briefs and timely resources to share on the Knowledge Center home page. Topics highlighted this quarter include paid time off, unpaid interns, diversity, equity and inclusion, and changes to the FLSA's overtime regulations.

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Does Your Total Rewards Strategy Need a Tune-Up?

by CUPA-HR

hand with wrench-300Compensation, recognition and rewards, professional development, benefits – all are important components of a total rewards package. Done right, an organization’s total rewards strategy can be a powerful driver for recruitment and retention. When employees feel cared about and looked after by their employer, when they feel valued and appreciated, they tend to be more productive, more loyal and more engaged. So what does your total rewards package look like? Is it in a good spot, or could it use a few tweaks?

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3 Trends in Employee Benefits in Higher Ed

by Missy Kline

Benefits-Cover-blogCUPA-HR recently released results for its 2014 Employee Healthcare and Other Benefits in Higher Education Survey, and the data showed three distinct trends in higher ed employee benefits -- the increased use of consumer-directed health plans, a rise in the number of institutions offering benefits to same-sex domestic partners, and an increase in how much employees are asked to pay.

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Three Lessons in Benefits Consolidation

by Missy Kline

benefitsCan less really be more when it comes to employee benefits? Sometimes, yes – when we’re talking number of providers and plans offered. After reviewing its core voluntary benefits offerings last year and finding that employees on its 33 campuses could choose from a staggering 177 different plans administered by 62 different vendors, the University System of Georgia HR office set out to do some downsizing.

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