The roundtable participants discussed how healthcare benefits shape the labor force in three unexpected ways. First, benefits remain an important factor for recruiting talent despite changes from the Affordable Care Act. Second, some employers are using their benefits as a competitive advantage over companies moving employees to the exchanges. Third, concerns exist around the quality and access to care as more people enter the healthcare system.
Fremont Colleges Sports and Rehabilitation Therapy StudentsSean Lee
Sports and Rehabilitation Therapy students from Fremont College will provide pre- and post-event massage therapy to runners raising money for cancer research organization ThinkCure at the NPN LA Marathon 5K race. Last year's collaboration between Fremont College students and ThinkCure was successful, and students look forward to again providing therapeutic massage to cancer survivors, their families and supporters at this year's event on March 20. Fremont College aims to give students real-world experience in helping the community through partnerships with organizations like ThinkCure.
ClaimLinx is a benefits administration company that provides consulting services to help companies lower their healthcare costs through innovative plan designs. They utilize a tax law that allows employers to purchase lower-cost insurance plans and reimburse employees' medical costs directly. This can reduce costs by 10-80% compared to traditional benefits. Several clients provide testimonials praising ClaimLinx for the significant money they have saved their companies through this approach. ClaimLinx has over 6,000 members nationwide and helps companies design customized benefits plans to meet their needs.
Why on & offline marketing is essential to recruitment success Mike Ellingham ukrecruiter
Mike Ellingham and Keith Robinson have over 18 years of experience in recruitment marketing. Ellingham founded MESO Marketing, which provides marketing research, strategy, and communications services to the recruitment industry. Robinson founded ECOM Digital, a content marketing agency that specializes in the HR and recruiting sector. The document provides information on conducting customer feedback surveys, developing a brand identity and marketing plan, optimizing a company website, using various marketing channels, and measuring the effectiveness of different tactics.
Robert Carr, CEO and co-founder of Heartland Payment Systems, believes in sharing company wealth with employees. He gave a third of the company to employees when acquiring it, creating over 60 millionaires after the IPO. While some left, over 100 still work there. Carr pays salespeople 90% of an account's first year profits and residual commissions. He aims to increase starting wages and lower the CEO to lowest-paid employee compensation ratio. Carr's goal is treating employees well to boost retention and the company's long-term success.
Robert Carr, CEO of Heartland Payment Systems, believes in sharing company wealth with employees. He gave a third of the company to employees in 2000, creating many millionaires. Some employees left after the company went public in 2005 with their newfound wealth. Carr continues innovative compensation programs and raises starting wages to attract and retain employees, even though it means he earns less than some high-paid salespeople. His goal is to narrow the pay gap between executives and entry-level workers.
This document provides an overview of the World Financial Group (WFG) business opportunity. WFG helps people achieve better financial futures through financial education, products, and a business opportunity for associates. The opportunity allows associates to earn income through personal sales, developing other associates, and residual income. WFG focuses on middle-income individuals and families by providing guidance to establish financial goals and strategies. The hybrid business model rewards both sales production and leadership development, allowing associates to earn promotions and build their own organization.
The Obama Stimulus and WMBEs, Diverse Suppliers Feeling Good as Delta Aims High with Northwest Merger, Darden, a Food Service Company that’s the Benchmark for Success, Managing the Multicultural Workforce, 10 Best Practices for Supplier Diversity Initiatives
The real estate market showed signs of continued recovery in July 2013. Home prices rose 5% year-over-year as inventory levels remained low, supporting higher values. Mortgage rates remained near historic lows, fueling buyer demand and sales which were up 10% from the previous July.
Fremont Colleges Sports and Rehabilitation Therapy StudentsSean Lee
Sports and Rehabilitation Therapy students from Fremont College will provide pre- and post-event massage therapy to runners raising money for cancer research organization ThinkCure at the NPN LA Marathon 5K race. Last year's collaboration between Fremont College students and ThinkCure was successful, and students look forward to again providing therapeutic massage to cancer survivors, their families and supporters at this year's event on March 20. Fremont College aims to give students real-world experience in helping the community through partnerships with organizations like ThinkCure.
ClaimLinx is a benefits administration company that provides consulting services to help companies lower their healthcare costs through innovative plan designs. They utilize a tax law that allows employers to purchase lower-cost insurance plans and reimburse employees' medical costs directly. This can reduce costs by 10-80% compared to traditional benefits. Several clients provide testimonials praising ClaimLinx for the significant money they have saved their companies through this approach. ClaimLinx has over 6,000 members nationwide and helps companies design customized benefits plans to meet their needs.
Why on & offline marketing is essential to recruitment success Mike Ellingham ukrecruiter
Mike Ellingham and Keith Robinson have over 18 years of experience in recruitment marketing. Ellingham founded MESO Marketing, which provides marketing research, strategy, and communications services to the recruitment industry. Robinson founded ECOM Digital, a content marketing agency that specializes in the HR and recruiting sector. The document provides information on conducting customer feedback surveys, developing a brand identity and marketing plan, optimizing a company website, using various marketing channels, and measuring the effectiveness of different tactics.
Robert Carr, CEO and co-founder of Heartland Payment Systems, believes in sharing company wealth with employees. He gave a third of the company to employees when acquiring it, creating over 60 millionaires after the IPO. While some left, over 100 still work there. Carr pays salespeople 90% of an account's first year profits and residual commissions. He aims to increase starting wages and lower the CEO to lowest-paid employee compensation ratio. Carr's goal is treating employees well to boost retention and the company's long-term success.
Robert Carr, CEO of Heartland Payment Systems, believes in sharing company wealth with employees. He gave a third of the company to employees in 2000, creating many millionaires. Some employees left after the company went public in 2005 with their newfound wealth. Carr continues innovative compensation programs and raises starting wages to attract and retain employees, even though it means he earns less than some high-paid salespeople. His goal is to narrow the pay gap between executives and entry-level workers.
This document provides an overview of the World Financial Group (WFG) business opportunity. WFG helps people achieve better financial futures through financial education, products, and a business opportunity for associates. The opportunity allows associates to earn income through personal sales, developing other associates, and residual income. WFG focuses on middle-income individuals and families by providing guidance to establish financial goals and strategies. The hybrid business model rewards both sales production and leadership development, allowing associates to earn promotions and build their own organization.
The Obama Stimulus and WMBEs, Diverse Suppliers Feeling Good as Delta Aims High with Northwest Merger, Darden, a Food Service Company that’s the Benchmark for Success, Managing the Multicultural Workforce, 10 Best Practices for Supplier Diversity Initiatives
The real estate market showed signs of continued recovery in July 2013. Home prices rose 5% year-over-year as inventory levels remained low, supporting higher values. Mortgage rates remained near historic lows, fueling buyer demand and sales which were up 10% from the previous July.
Real Estate Report: Homes Sales in Magnolia TXTatianaLavoie
This real estate report summarizes home sales data for Magnolia, TX (zip code 77354) from March 2011 to March 2013. It shows the average and median sold prices, average price per square foot, and average days on market on a monthly basis. The data indicates that while average sold prices and prices per square foot increased over time, median prices fluctuated, with the largest price differences between average and median seen in early 2012.
The document provides an overview of the SuiteMed software, which combines practice management and electronic health records. It describes features such as patient check-in, eligibility checking, billing, reporting, physician charting tools, and lab integration. The software is designed to streamline workflows and improve efficiency for healthcare practices.
This document summarizes insights from a roundtable discussion of HR professionals on healthcare benefits and wellness programs. Participants discussed how the Affordable Care Act is impacting benefits offerings and the labor force. They also shared strategies for engaging employees in high deductible health plans and wellness initiatives through education and incentives while controlling rising healthcare costs.
The document provides real estate data for the Spring, TX 77386 zip code for April 2013, including average and median sold prices, average price per square foot, and average days on market by month over the past two years. It also includes charts showing the number of properties sold, average and median sale prices, and average price per square foot by month from March 2011 to March 2013.
Real Estate Market Reports: The Woodlands, TXTatianaLavoie
This real estate report summarizes home sales data for The Woodlands, Texas from April 2013. It includes charts showing listing inventory, homes placed under contract, average and median sold prices, and average price per square foot from 2009 to 2013. The data helps analyze market trends in inventory levels, sales prices, time on market, and demand.
Open Data Bay Area (OBDA) | Kurt Bollacker: Public Metadata CommonsDomino Data Lab
The document discusses the need for a public metadata commons to preserve valuable digital data that is currently trapped or inaccessible due to technical, legal, or resource barriers. It proposes that a metadata commons, built from extracts of useful information from the web, can help ensure the long-term survival and usability of important trapped datasets by making their cultural context and metadata available, even if the original data becomes lost. The document encourages readers to create their own extracts from public web crawls and share them in an open metadata commons to help build this important public resource.
Magnolia, Texas Real Estate Update August 2013TatianaLavoie
This real estate report summarizes home sales data in Magnolia, TX (zip code 77354) from July 2011 to July 2013. It includes charts showing the average and median sold prices, average price per square foot, average days on market, and months supply of inventory over time. The key metrics tracked monthly fluctuations and trends in the local housing market over a two-year period.
Open Data Bay Area (OBDA) | Chase Davis: Data JournalismDomino Data Lab
This document discusses data journalism and provides some brief history on the topic. While data journalism has grown significantly in recent years, there are still challenges around access to data and ensuring journalists have the right skills and training to effectively analyze and report on data. With continued effort, data journalism has potential to further accountability and transparency.
The document describes a new mobile/web marketplace called Haggle that allows users and businesses to connect and negotiate fair purchase prices. It works by analyzing user data like social influence, purchase history and loyalty to provide businesses metrics to target customers. Businesses can then set special offers and campaigns. The goal is to provide a more personal commerce experience while helping businesses fill seats. It has the potential for huge market size in the restaurant industry. The company aims to launch in NYC initially and expand nationwide with a focus on building out the technology platform.
The Jim Pattison Group owns Genpak and is the 3rd largest private company in Canada. Genpak manufactures a variety of packaging materials like rigid plastics, films, and paper products across multiple North American plants. They focus on sustainable materials and processes, and provide various food packaging solutions like foam trays, cups, and fiber-based containers.
Apps claiming to detect cancer or other serious conditions from images could end up costing health systems millions due to unnecessary doctor visits and medical procedures resulting from false positives. While the intent is to help, these apps have high false positive rates which could lead to over a million unnecessary biopsies at a cost of $100 million based on estimates. There is an opportunity for open data sharing where citizens donate health data to help improve app accuracy for future users and advance science, returning the knowledge gained back to the public for free.
Have you ever been curious as to how widely Google Analytics is used across the web? Stop pondering, start coding! In this presentation, Stephen discusses how he used the Common Crawl dataset to perform wide scale analysis over billions of web pages and what this means for privacy on the web at large.
The Switchabalizer - our journey from spell checker to homophone corrrecterDomino Data Lab
Presentation given at Open Data Bay Area by Oskar Singer on using Common Crawl and NLP techniques to improve grammar and spelling correction, specifically homophones.
Healthcare Recruitment Company (HRC) is proposing a flat fee of $10,000 per placement for various healthcare positions to Mark Cuban. HRC's methodology involves a four-tier approach to identifying, qualifying, interviewing, and profiling candidates to match them with client needs. This is significantly lower than HRC's competitors who charge between $10,000-$21,000 depending on the position. The proposal highlights that healthcare is a recession-proof industry with shortages, and that HRC can help facilities by quickly filling important roles.
Special Health Care Reform Edition of BIZGrowth Strategies NewsletterCBIZ, Inc.
Be sure to check out the Special Health Care Reform Edition of BIZGrowth Strategies Newsletter. Article topics include Private Exchanges, Health Care Reform's Impact on Compensation, the Shared Responsibility Penalty's Effect on Worker Classification, How to Manage Change during these Times and How the ACA Affects Your Payroll System.
This document provides an overview of the emerging Direct Primary Care (DPC) medical practice model. DPC charges monthly fees directly to patients, rather than billing insurance, in exchange for primary care services. The history of DPC is traced back to the late 1990s when some practices in Seattle began adopting this model. Key principles of DPC include a direct financial relationship with patients, increased time with providers, accessibility, and avoiding incentives of fee-for-service billing. The document examines several early DPC organizations, regulatory issues, perspectives of payers and consumers, and how technology supports the DPC model.
Lawley Insurance - Private Exchnages In The Era Of The Affordable Care Act Lawley Insurance
This document discusses private exchanges as an alternative for employers to provide employee benefits. It notes that 56% of employers are considering a private exchange based on a 2013 Mercer study. Private exchanges allow employees to choose from multiple medical and ancillary insurance options while employers take a defined contribution approach to funding. The document uses an example of one company, Choice Industries, that migrated to a defined contribution model through a private exchange operated by Lawley Insurance. Choice Industries saw 92% of its employees choose new options on the exchange rather than sticking to the previous plan. Lawley Insurance's private exchange has seen over 2,500 new enrollees. The document raises final considerations for employers in adopting a private exchange model.
PSD Associates Case Study - "Ride The Roller Coaster"Paul Davit
The company Enzon Pharmaceuticals went through a period of uncertainty where it considered splitting into two publicly traded companies but the plans fell through due to the financial crisis. This created low employee morale and confusion about the company's future direction. The human resources manager focused on clear communications to explain the changes to employees and reduce fears about job security. Regular meetings and updates helped improve employee engagement and prevented key staff from leaving the company during a difficult time.
First.Transitions.News.Insights.Vol.17.Iss.3Russ Jones
The document discusses strategies for making difficult decisions regarding employee layoffs and dismissals. It argues that while organizations carefully consider whether to let employees go, they often do not put the same thought into how the transition is handled. It recommends using a 5-question framework to systematically evaluate options for outplacement support and determine the best approach. This will help serve all stakeholders and mitigate long-term consequences of the decision. It also provides tips for healthcare organizations facing physician dismissals, noting that training and coaching can prevent issues in many cases rather than dismissal.
Professional health insurance agents and brokers play an important role in helping both individuals and employers secure affordable and compliant health insurance coverage. They provide valuable services such as finding appropriate insurance plans, negotiating premiums, educating clients about regulations and benefits, and assisting with claims and coverage issues. Surveys show that clients are highly satisfied with the work done by their agents, especially when it comes to choosing the right policy and getting assistance navigating a complex healthcare system. Agents develop long-term relationships with clients and serve as advocates to help them understand options and obtain needed coverage.
Real Estate Report: Homes Sales in Magnolia TXTatianaLavoie
This real estate report summarizes home sales data for Magnolia, TX (zip code 77354) from March 2011 to March 2013. It shows the average and median sold prices, average price per square foot, and average days on market on a monthly basis. The data indicates that while average sold prices and prices per square foot increased over time, median prices fluctuated, with the largest price differences between average and median seen in early 2012.
The document provides an overview of the SuiteMed software, which combines practice management and electronic health records. It describes features such as patient check-in, eligibility checking, billing, reporting, physician charting tools, and lab integration. The software is designed to streamline workflows and improve efficiency for healthcare practices.
This document summarizes insights from a roundtable discussion of HR professionals on healthcare benefits and wellness programs. Participants discussed how the Affordable Care Act is impacting benefits offerings and the labor force. They also shared strategies for engaging employees in high deductible health plans and wellness initiatives through education and incentives while controlling rising healthcare costs.
The document provides real estate data for the Spring, TX 77386 zip code for April 2013, including average and median sold prices, average price per square foot, and average days on market by month over the past two years. It also includes charts showing the number of properties sold, average and median sale prices, and average price per square foot by month from March 2011 to March 2013.
Real Estate Market Reports: The Woodlands, TXTatianaLavoie
This real estate report summarizes home sales data for The Woodlands, Texas from April 2013. It includes charts showing listing inventory, homes placed under contract, average and median sold prices, and average price per square foot from 2009 to 2013. The data helps analyze market trends in inventory levels, sales prices, time on market, and demand.
Open Data Bay Area (OBDA) | Kurt Bollacker: Public Metadata CommonsDomino Data Lab
The document discusses the need for a public metadata commons to preserve valuable digital data that is currently trapped or inaccessible due to technical, legal, or resource barriers. It proposes that a metadata commons, built from extracts of useful information from the web, can help ensure the long-term survival and usability of important trapped datasets by making their cultural context and metadata available, even if the original data becomes lost. The document encourages readers to create their own extracts from public web crawls and share them in an open metadata commons to help build this important public resource.
Magnolia, Texas Real Estate Update August 2013TatianaLavoie
This real estate report summarizes home sales data in Magnolia, TX (zip code 77354) from July 2011 to July 2013. It includes charts showing the average and median sold prices, average price per square foot, average days on market, and months supply of inventory over time. The key metrics tracked monthly fluctuations and trends in the local housing market over a two-year period.
Open Data Bay Area (OBDA) | Chase Davis: Data JournalismDomino Data Lab
This document discusses data journalism and provides some brief history on the topic. While data journalism has grown significantly in recent years, there are still challenges around access to data and ensuring journalists have the right skills and training to effectively analyze and report on data. With continued effort, data journalism has potential to further accountability and transparency.
The document describes a new mobile/web marketplace called Haggle that allows users and businesses to connect and negotiate fair purchase prices. It works by analyzing user data like social influence, purchase history and loyalty to provide businesses metrics to target customers. Businesses can then set special offers and campaigns. The goal is to provide a more personal commerce experience while helping businesses fill seats. It has the potential for huge market size in the restaurant industry. The company aims to launch in NYC initially and expand nationwide with a focus on building out the technology platform.
The Jim Pattison Group owns Genpak and is the 3rd largest private company in Canada. Genpak manufactures a variety of packaging materials like rigid plastics, films, and paper products across multiple North American plants. They focus on sustainable materials and processes, and provide various food packaging solutions like foam trays, cups, and fiber-based containers.
Apps claiming to detect cancer or other serious conditions from images could end up costing health systems millions due to unnecessary doctor visits and medical procedures resulting from false positives. While the intent is to help, these apps have high false positive rates which could lead to over a million unnecessary biopsies at a cost of $100 million based on estimates. There is an opportunity for open data sharing where citizens donate health data to help improve app accuracy for future users and advance science, returning the knowledge gained back to the public for free.
Have you ever been curious as to how widely Google Analytics is used across the web? Stop pondering, start coding! In this presentation, Stephen discusses how he used the Common Crawl dataset to perform wide scale analysis over billions of web pages and what this means for privacy on the web at large.
The Switchabalizer - our journey from spell checker to homophone corrrecterDomino Data Lab
Presentation given at Open Data Bay Area by Oskar Singer on using Common Crawl and NLP techniques to improve grammar and spelling correction, specifically homophones.
Healthcare Recruitment Company (HRC) is proposing a flat fee of $10,000 per placement for various healthcare positions to Mark Cuban. HRC's methodology involves a four-tier approach to identifying, qualifying, interviewing, and profiling candidates to match them with client needs. This is significantly lower than HRC's competitors who charge between $10,000-$21,000 depending on the position. The proposal highlights that healthcare is a recession-proof industry with shortages, and that HRC can help facilities by quickly filling important roles.
Special Health Care Reform Edition of BIZGrowth Strategies NewsletterCBIZ, Inc.
Be sure to check out the Special Health Care Reform Edition of BIZGrowth Strategies Newsletter. Article topics include Private Exchanges, Health Care Reform's Impact on Compensation, the Shared Responsibility Penalty's Effect on Worker Classification, How to Manage Change during these Times and How the ACA Affects Your Payroll System.
This document provides an overview of the emerging Direct Primary Care (DPC) medical practice model. DPC charges monthly fees directly to patients, rather than billing insurance, in exchange for primary care services. The history of DPC is traced back to the late 1990s when some practices in Seattle began adopting this model. Key principles of DPC include a direct financial relationship with patients, increased time with providers, accessibility, and avoiding incentives of fee-for-service billing. The document examines several early DPC organizations, regulatory issues, perspectives of payers and consumers, and how technology supports the DPC model.
Lawley Insurance - Private Exchnages In The Era Of The Affordable Care Act Lawley Insurance
This document discusses private exchanges as an alternative for employers to provide employee benefits. It notes that 56% of employers are considering a private exchange based on a 2013 Mercer study. Private exchanges allow employees to choose from multiple medical and ancillary insurance options while employers take a defined contribution approach to funding. The document uses an example of one company, Choice Industries, that migrated to a defined contribution model through a private exchange operated by Lawley Insurance. Choice Industries saw 92% of its employees choose new options on the exchange rather than sticking to the previous plan. Lawley Insurance's private exchange has seen over 2,500 new enrollees. The document raises final considerations for employers in adopting a private exchange model.
PSD Associates Case Study - "Ride The Roller Coaster"Paul Davit
The company Enzon Pharmaceuticals went through a period of uncertainty where it considered splitting into two publicly traded companies but the plans fell through due to the financial crisis. This created low employee morale and confusion about the company's future direction. The human resources manager focused on clear communications to explain the changes to employees and reduce fears about job security. Regular meetings and updates helped improve employee engagement and prevented key staff from leaving the company during a difficult time.
First.Transitions.News.Insights.Vol.17.Iss.3Russ Jones
The document discusses strategies for making difficult decisions regarding employee layoffs and dismissals. It argues that while organizations carefully consider whether to let employees go, they often do not put the same thought into how the transition is handled. It recommends using a 5-question framework to systematically evaluate options for outplacement support and determine the best approach. This will help serve all stakeholders and mitigate long-term consequences of the decision. It also provides tips for healthcare organizations facing physician dismissals, noting that training and coaching can prevent issues in many cases rather than dismissal.
Professional health insurance agents and brokers play an important role in helping both individuals and employers secure affordable and compliant health insurance coverage. They provide valuable services such as finding appropriate insurance plans, negotiating premiums, educating clients about regulations and benefits, and assisting with claims and coverage issues. Surveys show that clients are highly satisfied with the work done by their agents, especially when it comes to choosing the right policy and getting assistance navigating a complex healthcare system. Agents develop long-term relationships with clients and serve as advocates to help them understand options and obtain needed coverage.
Essenture is a marketing and enrollment company specializing in voluntary worksite benefits with over 150 years of combined experience. They work to empower employees, strengthen broker relationships, and save employers time and money. Essenture was founded in 2006 by four partners to provide a better structure than a single company and recognize brokers' important role by partnering with them. Their mission is to empower employees, strengthen broker relationships, and save employers money.
The document summarizes a job fair for employers that included presentations on barriers to employment for people with disabilities and the benefits of hiring them. It discusses how employment has not been a priority; people with disabilities and employers are disconnected; and concerns over losing benefits prevent people from working. Services are also fragmented and resources are underutilized. Statistics show high unemployment among those with disabilities or college degrees. Employers surveyed had positive experiences with disabled employees and were open to hiring more. Common myths about accommodations costs and performance were also addressed.
The document discusses several trends affecting human resource management, including the need for companies to operate 24/7 to serve global customers, increasing employee dissatisfaction due to job insecurity and benefit cuts, and future labor shortages as baby boomers retire and fewer people enter the workforce. It also mentions trends like the need for backup childcare options, developing leadership in managers, and retaining talent.
Let’s face it, it is becoming harder and harder to attract the best talent. And without great people, you’ll never achieve a high-performance culture. As a result, your growth ambitions will be left unfulfilled. In short, it is critical to have an “irresistible” pay offer.
In this presentation, you will learn:
What a well-crafted pay philosophy should address and why it matters to the people you are trying to attract.
How to design a pay approach that appeals to the millennial employees you need to recruit.
Why a compensation strategy rooted in a value-sharing model is essential to an irresistible pay offer.
How top talent evaluates your compensation plan—and what they want it to help them achieve.
Why “how” you pay top producers is more important than “how much” you pay them.
How to create a rewards plan that offers unlimited earnings potential and pays for itself.
To watch the recording, visit https://www.vladvisors.com/webinars/the-3-parts-of-an-irresistible-pay-offer
This document discusses improving employee benefits programs. It recommends asking three key sources for information: 1) Company leadership to define the corporate benefits philosophy; 2) Competitors to benchmark benefits; 3) Employees to understand their needs and priorities. Combining this information will help structure and revamp the benefits package in line with company goals. It also emphasizes the importance of prompt claim reporting to reduce costs, through early treatment, case management, and return to work programs.
Breaking Down Benefits: 5 Benefits Trends Driving Change In 2020Aggregage
HR is constantly evolving, and 2019 saw no shortage of changes. With new state regulations impacting everything from parental leave to classifying contract employees, all of these moving parts have made it even more critical for employers to provide benefits that meet the needs of the modern employee. Join Meisha Bochicchio, Content Marketing Manager at PlanSource, to learn the top five benefits trends driving change in 2020 and how to react to these changes.
SnapHealth is raising $1,000,000 of seed funding to revolutionize the individual benefits landscape. Investors will receive Cumulative Preferred Stock with a declared 5% dividend rate. Health Insurance Sucks. Our patent-pending methodologies make it work.
An Analysis Of Employee Rights Vs. Employer RightsTanya Williams
The document discusses employee and employer rights and how they are not always balanced. It notes that state laws contain loopholes and biases that have shaped existing laws. The document also discusses issues with drug testing employees, such as the disclosure of private medical information without consent and inaccuracies in testing. It argues that these factors prevent women from achieving equal status and pay in the workplace.
This document summarizes an educational session on merging and consolidating medical practices presented by HMWC CPAs and Tredway Lumsdaine & Doyle LLP. The session covered factors to consider in a merger such as leadership, funding, and assistance from legal and financial professionals. Additional topics included compensation models, employee benefits, technology systems, legal structure, and other operational considerations. The presenters also discussed sale or acquisition transactions including structuring the deal, negotiating key terms, and addressing post-sale issues that could lead to disputes.
Millennials are projected to make up 50 percent of the workforce by 2020 and 75 percent by 2025. This HR Toolkit outlines millennial retention strategies and what you can do to position your company for success.
This document provides an overview of employer reputation management. It discusses:
- The importance of managing perceptions as an employer through both actions and communications.
- Why reputation is important, including attracting talent, retention, and competitive advantage.
- Key aspects of a good reputation including values, culture, corporate reputation, and people policies.
- How to manage reputation through understanding goals, senior leadership buy-in, creating the right environment internally, and developing communications to showcase these efforts.
The document is intended as a guide for HR, communications, and business professionals on developing an employer brand and reputation. It is based on research with leading employers on their approaches.
How to work with a recruiting search firm january 14th 2010 for launch summitToby Nathan
The document provides information on working with recruiting/search firms. It discusses the benefits of working with such firms, including access to job opportunities and preparation for interviews. It outlines the typical responsibilities of recruiters, including spending 4-5 hours on phone calls and emails daily. The document also differentiates between retained/exclusive search firms that are paid regardless of placement and contingency/non-exclusive firms that are only paid if a placement is made. Overall, the document offers guidance on how job seekers can effectively work with and get the attention of recruiters.
Success is often not achievable without facing and overcoming obstacles along the way. To reach our goals and achieve success, it is important to understand and resolve the obstacles that come in our way.
In this article, we will discuss the various obstacles that hinder success, strategies to overcome them, and examples of individuals who have successfully surmounted their obstacles.
A Guide to a Winning Interview June 2024Bruce Bennett
This webinar is an in-depth review of the interview process. Preparation is a key element to acing an interview. Learn the best approaches from the initial phone screen to the face-to-face meeting with the hiring manager. You will hear great answers to several standard questions, including the dreaded “Tell Me About Yourself”.
In the intricate tapestry of life, connections serve as the vibrant threads that weave together opportunities, experiences, and growth. Whether in personal or professional spheres, the ability to forge meaningful connections opens doors to a multitude of possibilities, propelling individuals toward success and fulfillment.
Eirini is an HR professional with strong passion for technology and semiconductors industry in particular. She started her career as a software recruiter in 2012, and developed an interest for business development, talent enablement and innovation which later got her setting up the concept of Software Community Management in ASML, and to Developer Relations today. She holds a bachelor degree in Lifelong Learning and an MBA specialised in Strategic Human Resources Management. She is a world citizen, having grown up in Greece, she studied and kickstarted her career in The Netherlands and can currently be found in Santa Clara, CA.
Joyce M Sullivan, Founder & CEO of SocMediaFin, Inc. shares her "Five Questions - The Story of You", "Reflections - What Matters to You?" and "The Three Circle Exercise" to guide those evaluating what their next move may be in their careers.
Learnings from Successful Jobs SearchersBruce Bennett
Are you interested to know what actions help in a job search? This webinar is the summary of several individuals who discussed their job search journey for others to follow. You will learn there are common actions that helped them succeed in their quest for gainful employment.
We recently hosted the much-anticipated Community Skill Builders Workshop during our June online meeting. This event was a culmination of six months of listening to your feedback and crafting solutions to better support your PMI journey. Here’s a look back at what happened and the exciting developments that emerged from our collaborative efforts.
A Gathering of Minds
We were thrilled to see a diverse group of attendees, including local certified PMI trainers and both new and experienced members eager to contribute their perspectives. The workshop was structured into three dynamic discussion sessions, each led by our dedicated membership advocates.
Key Takeaways and Future Directions
The insights and feedback gathered from these discussions were invaluable. Here are some of the key takeaways and the steps we are taking to address them:
• Enhanced Resource Accessibility: We are working on a new, user-friendly resource page that will make it easier for members to access training materials and real-world application guides.
• Structured Mentorship Program: Plans are underway to launch a mentorship program that will connect members with experienced professionals for guidance and support.
• Increased Networking Opportunities: Expect to see more frequent and varied networking events, both virtual and in-person, to help you build connections and foster a sense of community.
Moving Forward
We are committed to turning your feedback into actionable solutions that enhance your PMI journey. This workshop was just the beginning. By actively participating and sharing your experiences, you have helped shape the future of our Chapter’s offerings.
Thank you to everyone who attended and contributed to the success of the Community Skill Builders Workshop. Your engagement and enthusiasm are what make our Chapter strong and vibrant. Stay tuned for updates on the new initiatives and opportunities to get involved. Together, we are building a community that supports and empowers each other on our PMI journeys.
Stay connected, stay engaged, and let’s continue to grow together!
About PMI Silver Spring Chapter
We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For more, visit pmissc.org.
1. In the
room A lite paper on what we learned
in a room full of People to Know.
The Human Resources Edition
2. Julie Kara Nicole
Holbein Manz Smith
Cardinal Health, Inc. Jacobson Cos. Trustaff
George Lynn Fran
Kademenos McNabb Wahrman
VSP Vision Center, City of Whitehall Huntington National
Eastern Operations Bank
Center
Anne Jamey Scott
King Miller Warrick
Motorists Insurance Walmart Logistics Scott Warrick Consulting
Group & Employment Law
Services
Kim Tessa Fran
Kocher Pekarcik Watkins
Delphia Consulting, Germain Motor, Co. CareWorks Family
LLC of Companies
Ken Chris Monica
Lazar Rutter Yanscik
McIntyre Global CallCopy Inc. National Registry of
Executive Search EMTs
3. The People to Know
‘In the Room’ Initiative
At Clark Schaefer Hackett, we’re proud to be industry specialists. We strive to know everything we can about
the industries we serve, and to share that insight for the good of our clients and communities. When we
gathered the 2013 Human Resources People to Know around one table to talk, we were privy to profound
thought, unique perspectives, and intelligent understanding. Here, we share their wisdom with you.
4. What we learned
pg 1 Unexpected ways that healthcare benefits
shape the labor force
pg 6 Swaying workforce culture for their benefit
and yours
pg 13 The altered, social world of recruiting and
retention
5. Unexpected
ways that
healthcare
The country’s healthcare industry is in a state of
transition and the American workforce is well aware
benefits
of it. The Affordable Care Act (ACA) alters the
employee benefit landscape by mandating that
employers make significant healthcare decisions
shape the
this year, and also establishes new marketplaces for
healthcare coverage called exchanges.
labor force
The history of rising healthcare costs threatens
employers’ ability to continue to offer attractive
benefits. And the U.S. healthcare delivery system
has found itself stressed.
That leaves Human Resource professionals to
thoughtfully navigate an uncertain environment
that impacts recruiting, retention, and productivity.
HR professionals are on the frontline of identifying
and responding to workforce shifts and trends.
1
6. Insight
from roundtable participants...
When it comes to competing for talent, you
want to have a great benefits package. So my
Julie Holbein
organization is not changing the healthcare Cardinal Health, Inc.
coverage we offer our associates, even in the
wake of the ACA. Benefits are an important
aspect of recruiting, so we can’t leave it to
chance. We don’t know how the exchanges are
going to look, and what the benefits are going
to be.
A lot of my clients are working hard in this
economy to recruit top talent. And I can
tell you that there are employers using the
existence of the ACA like a bargaining chip
when they try to make their employment Scott Warrick
opportunity attractive to a candidate. Scott Warrick Consulting &
They are positioning their own company’s Employment Law Services
healthcare benefits package as an advantage,
compared to competing companies who may
send their workforce to the exchanges.
7. Insight
from roundtable participants...
You’re not going to attract talent when you
can’t say, “Here is what we are offering,” and
right now it’s unclear what the federal and state
Kim Kocher
exchanges will be offering. Employers that are
Delphia Consulting, LLC
unsure of their benefits just can’t be competitive.
If a candidate has a choice between going to a
large organization that clearly communicates its
benefits package, and coming to an entrepreneur
with 45 employees who will be utilizing exchange
benefits, they will choose clarity. It’s going to be
tough to hire for a while.
My company also intends to maintain its
Anne King
healthcare coverage for our associates. But Motorists Insurance Group
having said that, we’ve taken a good look at this
legislation and we have some concerns. First, it
looks clear we’ll incur more expense, particularly
due to the legislation’s $63 fee for each member
- not just for each associate - which is significant.
We’re also concerned for our employees now
that more people in the general population are
going to have access to insurance. The fear is
that this change in the healthcare market will limit our employees’ access to physicians,
affecting their care and overall health. We also think the legislation will shift our employee
population. We anticipate more early retirees, because they’re going to have other
options now. They don’t have to wait until becoming eligible for Medicare. 3
8. Insight
from roundtable participants...
I think it’s legitimate to wonder about the quality of care the healthcare system is going
to be able to offer employees going forward. I work in healthcare, and there is a concern
from the industry - doctors, large hospitals, acute care facilities - about the volume of
Julie Holbein
people that will suddenly be in a healthcare delivery system that already lacks efficiency.
Cardinal Health, Inc.
So there is a big concern about quality, efficiency, and access to care because so many
people will be added into the system. It needs help.
I’ve seen that the ACA legislation is changing how
some employers anticipate staffing positions. There
are organizations that will be forced to consider
limiting the hours of part-timers, likely hiring a greater
number of individuals at lower hours, to avoid the Lynn McNabb
expense of enrolling them in healthcare coverage. City of Whitehall
It will result in under-employment for people who
would’ve been offered more hours under other
circumstances. Of course, perhaps you could argue
it provides a greater number of people with at least
partial employment. But for those individuals who
aren’t getting as many hours as they might have, that’s
not a good thing in my estimation.
4
9. Insight
from roundtable participants...
You can be creative in the benefits you offer in order to
make them appealing. When we were forced to raise Monica Yanscik
our deductible we knew that wouldn’t be an attractive National Registry of
change. But we put an HRA in our plan in order to Emergency Medical
reimburse employees when anything hit their deductible. Technicians
So it actually became a zero deductible plan once we
implemented the HRA. And it meant the world to our
employees. Interestingly, at the end of year it became
clear we only used about 38% of what we had budgeted
for that HRA reimbursement.
I’m seeing that the general labor force is already behaving in reaction to trends in
healthcare benefits. I work for a municipality and people are knocking down our doors Lynn McNabb
for employment because of the perceived stability and high level of benefits in the public City of Whitehall
sector. We can look back to a time when individuals focused more on salary. Now it seems
they’re willing to forgo that high compensation for strong, reliable benefits.
Compensation - salary and benefits together - is a financial issue, but its’ also an emotional
issue for that person you are trying to recruit. I mean, for some people there’s a high level Scott Warrick
of fear surrounding healthcare. If you are over 40, if you have a serious condition in the Scott Warrick Consulting &
family, if you have kids, or God help you if you have a kid with special needs, these benefits Employment Law Services
trump everything else. The healthcare benefit makes a big difference in the decision to take
one job over another.
10. Effecting
workplace
change that
As providers of healthcare insurance benefits,
today’s employers find themselves walking a
delicate balance. They must consider their desire
employers
to shed burdensome coverage costs against their
need to attract and retain talent.
Human Resource executives stand at the
crossroads of these competing wishes, managing
employees
to find strategies that simultaneously reduce
healthcare costs while increasing employee
and
satisfaction. By offering attractive, cost-reducing
appreciate
plan options like high-deductible HSA plans, as
well as wellness programs that encourage the
heath improvement of the entire workforce, HR
addresses both business goals.
But the greatest challenge is engaging employees
to support these efforts. Successful methods that
create a culture of engagement are sought after
and replicated.
6
11. Insight
from roundtable participants...
We’ve been promoting high deductible health
plans for the last three years, and more people
are moving to that. But others can’t quite get George Kademenos
over their fear of the unknown, and of the VSP Vision Center, Eastern
possibility of incurring a high medical cost. So
they’ll sign up for managed care plans like a
Operations Center
preferred provider organization (PPO) plan or a
health maintenance organization (HMO) plan.
So we have to work to educate about that.
Huntington Bank has a strong wellness program
that, as of January 1st, includes a tobacco-free hiring
policy in states where it is permitted. The policy
aligns well with our focus on total health and is
Fran Wahrman
strongly supported by our senior leadership. While
Huntington National Bank
employees who were in place prior to the tobacco-
free hiring policy are not held to the same tobacco-
free expectation, we do provide strong incentives for
employees to stop tobacco use by offering nicotine
cessation programs and a medical premium discount
to non-tobacco users.
12. Insight
from roundtable participants...
We now offer three different PPO plans and a high deductible plan with an HSA. We’ve
priced them appropriately, so the HSA is a pretty clear value. If people want that 90%
plan for instance, they need to understand that they are going to have to pay for it.
And we educate our workforce about the benefits the HSA offers the employee. We’ve
Tessa Pekarcik
probably sounded like an advertisement; we were pushing people so clearly toward
Germain Motor, Co.
the HSA. But we feel strongly about its benefits. We especially try to emphasize that
annual visits to the doctor are covered. And when I have personal conversations with
others, I acknowledge that no one can decide what’s right for their family except them.
But I also share my family’s own experience with the HSA plan – which is an annual
savings of about $4,000 compared to if we’d had a PPO – to demonstrate how the math
might work out to their advantage. And we go over the plan’s maximum out-of-pocket
expense to address that worst-case-scenario concern, the worry that they are going to
have an unexpected, terrible occurrence that results in a $100,000 claim. Education is so
important because people need all the facts to make the best decision.
Educating employees about healthcare coverage is
so important and so challenging. It has never been
easy to communicate to the workforce what’s in
their plan, how it works, and how it impacts them. Fran Watkins
Now the message is more complex because they CareWorks Family of
must understand and evaluate high deductible Companies
plans versus managed care plans. And when you
think about what is going to be next – the need
to convey how the ACA will impact healthcare
coverage - it will be really challenging. 7
13. Insight
from roundtable participants...
I have also been part of putting together a high deductible health plan. When we first
implemented it, we continued to offer the PPO as well as the high deductible health Monica Yanscik
plan, and we just educated that first year. We had just a few people take it. And after National Registry of
they enrolled in it, and saw the cost difference and its association with an HSA, they were Emergency Medical
pleased with their choice. So they started doing word-of-mouth education and promotion. Technicians
By the second year, we had over 50% of our employees on that plan. And it has continued
to grow.
We’ve completely dropped the availability of a PPO plan. But when we did, we gave
every employee five extra paid time off (PTO) days. On another occasion when we were
forced to drop a particular aspect of our medical coverage, the company took over the Kim Kocher
employees’ total premium payments for dental and vision, we jacked up our contribution Delphia Consulting, LLC
on life insurance, we gave them five more PTO days, and we added a floating holiday. So we
couldn’t give them back the medical benefit we had to stop offering, but we tried to give
them something else of value in its place.
If you want to attract good talent, you need to offer personal development and a culture of
wellness, in addition to a foundation of competitive compensation and desirable benefits.
It’s part of that total package that you present when you are recruiting. We all know that
wellness is a tool to lower premium costs; we have to remember that it also creates a
Julie Holbein
desirable workplace. And to have a healthy culture, you can’t just offer a program. You truly
Cardinal Helath, Inc.
have to foster a mindset.
9
14. Insight
from roundtable participants...
And I’m not sure the industry has been honest about how we use and promote health
and wellness programs. When we use the term “health and wellness” maybe we fail to
properly communicate how much employee’s choices affect our health coverage costs.
Employees see their rates go up, and they seem to feel that the company shouldn’t be
Jamey Miller
passing those costs on to them. Education should be our top priority, teaching employees
Walmart Logistics
how their behavior can control our cost, and explaining how that will help their cost.
For last year’s open enrollment period, our company
enacted a new policy that required a preventative
physical in order to get the lower wellness premium
rates. Without the physical, the employee’s rates would
go up. Many members of my workforce will not go to
the doctor unless they really have to, so these exams Kara Manz
were valuable. Through those physicals our workforce Jacobson Companies
discovered all kinds of conditions and indications of
health risk. Physicians diagnosed issues, detected risk
factors, and discussed prevention, which are all proven
to “nip conditions in the bud” and drive down the future
costs for your plan.
When the over-age dependent requirements went into effect, we added approximately
40 additional dependents. It was a nearly 10% increase and that’s a large group to add.
And it’s difficult to encourage this group toward healthier lifestyles, so they add greater
risk to our pool. “Wellness” is the warm, fuzzy word that we use to describe our health
encouraging programs. It’s an appropriate word because it communicates that we care Lynn McNabb
about employees’ well being, which is certainly true. But these programs are also part of City of Whitehall
risk management, identifying potential liabilities and enacting strategies to negate them.
15. Insight
from roundtable participants...
Because of some major claims made by family members of our employees in the
past, we’ve been forced to acknowledge how little we can influence the wellness of
dependents. We’ve slowly shifted our pricing structure so that we basically pay a flat Kim Kocher
rate per employee, toward whatever coverage they choose, whether they take single, or Delphia Consulting, LLC
family, or family with kids. In essence, employees pay for their additional covered family
members almost entirely on their own.
When you’re encouraging wellness you can’t stop with the employee. You also have to
engage the entire family too. They affect your premiums just as much as the associate.
Tessa Pekarcik
Germain Motor, Co.
For our employees we have an onsite wellness center and we offer biometric screening.
We also offer an annual health assessment that impacts the premium our employees
pay. It’s offered to spouses too, and there’s a monetary incentive for them to complete it.
Julie Holbein
Based on responses, the assessment program will suggest some things you might need to
Cardinal Health, Inc.
work on, and will offer the option of a free session with a health coach.
In my organization we have a tobacco discouraging
policy that applies to both employees and spouses.
We structure our plans with higher premium rates for
tobacco users. There are two different rates, depending
on the tobacco use of one or both spouses, and we
Jamey Miller
Walmart Logistics
rely the honor system for reporting that. We also offer
tobacco cessation support, such as free patches, gum,
lozenges.
11
16. Insight
from roundtable participants...
It’s easy to engage the already-healthy population in
your wellness programs. But those aren’t the people Tessa Pekarcik
who are causing your healthcare costs to go up. The Germain Motor, Co.
problem lies in encouraging the people who would
really benefit from the programs. So you have to
incentivize. Success lies in education, and reward. You
can’t just offer employees a 10% discount on gym
memberships and expect change. Employers need to
look outside the box a little bit.
We just launched an employee wellness center, which is rare in the public sector. But
it’s a response to our healthcare costs, which we had to start curtailing. So we now offer
completely free services to employees who go to these centers. The services are health
and wellness based, including nutritional counseling, disease management programs,
Lynn McNabb
free pharmaceuticals, free diabetic testing supplies, and free evaluations. The medical
City of Whitehall
team is truly attempting to create ongoing relationships with our employees. Part of the
benefit to us is the transparency of the cost. We’re paying a medical team a per-hour fee,
whether they see ten people or one person in that timeframe. It’s projected to be less
expensive than paying physician fees, per visit, to other providers. Also, when employees
fill generic prescriptions there, it will be much less expensive to us than when they have
them filled at a pharmacy. So this is an attempt to creatively provide a benefit while
recognizing cost savings.
12
17. The social
world of
recruiting
When it comes to recruiting needed talent, the
Human Resource profession realizes the need to
“fish where the fish are.”
and retention
From the executives who keep an updated resume-
like profile on LinkedIn, to the Millennials who traffic
Facebook and keep current through Twitter feeds,
the engaged, plugged-in worker is a social media
user.
Society’s collective comfort level with these
tools affects both recruiting and retention. For a
profession honed on protecting and respecting
employee privacy, this is a world fraught with as
many challenges as opportunities.
4
13
18. Insight
from roundtable participants...
Social media has impacted HR more than anything else in the last 20 years. It has raised Fran Watkins
issues for both recruiting and employee relations. CareWorks Family of
Companies
We’re on LinkedIn and we lead LinkedIn groups, we have websites, we’re on Facebook,
and we’re always looking for talent. We might post on our Twitter LinkedIn account
“really busy this afternoon, looking for a front end developer.” And then we’ll feed off of
that when they hit either Facebook or one of our websites. It’s been years since we’ve
used more traditional tools like an ad or a recruiter. The last 5 people we found were
Kim Kocher
passive hires. They were all done exclusively through social media.
Delphia Consulting, LLC
Human resource professionals who aren’t on board with social media are going to be left
behind, especially when it comes to recruiting Gen Y’s. It’s such an integral part of their
existence. Jamey Miller
Walmart Logistics
All of my recruiting efforts include social media. It’s
a critical tool because you can identify and attract
people who aren’t even looking for a career change.
That’s a huge population of people that are definitely
wanted because they are current and relevant in their
profession. From LinkedIn or Twitter, I’ll post things,
and refer them to our website. I’ll be honest; it has
helped my business tremendously. I also suggest Nicole Smith
targeting second connections on LinkedIn. Trustaff
14
19. Insight
from roundtable participants...
I’ve had a lot of success with using Facebook to lure
people into my website, where they can apply online.
Twitter has been huge. We tweet about the benefits
of working for our company. We just encourage them
Chris Rutter
to check us out. That has probably been responsible
CallCopy Inc.
for 80 percent of how we’re getting our candidates in,
the other 20 percent is through actively searching on
LinkedIn.
I’m not a huge proponent of doing any direct recruiting through Facebook , except
to post things, and refer people to our website. As far as looking for candidates on Nicole Smith
Facebook the way we do on LinkedIn, it’s just not effective. I think it can create biases Trustaff
up front, and that’s not helpful.
I’m also wary of viewing candidates’ Facebook pages. You want to protect yourself
from accusations of bias. We’re all curious about who they are, and if they would be a Monica Yanscik
good fit in the company. But that might not be the best avenue for answers. National Registry of
Emergency Medical
Technicians
20. Insight
from roundtable participants...
I’d bet that when most HR professionals receive blind inquiries into a job, we all look for
their LinkedIn profile as part of our research. Just to see, what do they care about and
Kim Kocher
Delphia Consulting, LLC
how do they present themselves? Candidates who are members of Gen X and Gen Y are
very sensitive to the brand of a company they are considering. Well I want to see what
their brand is, and that includes their photo and interests.
I schedule introductory meetings with people out of the office, and I nearly always
look at their LinkedIn photo so I can recognize them. And I do see their profile as their
Nicole Smith
personal brand. I’ll be honest; right now I’m doing tons of interviews. And it blows my
Trustaff
mind how many people have neglected to create a LinkedIn profile, or, worse yet, they
have a half of one. And they’re looking to make a change? Really? Your LinkedIn profile is
the very first thing you need to get in order.
Ken Lazar
It’s important that everybody has a very robust McIntyre Global
LinkedIn profile. You have to get your brand out there
and make it visible. Be sure what you have on LinkedIn
Executive Search
is what you want the world to see. Because even
though it’s not a resume, it is a valuable document.
Today it’s possible to be introduced to an employer,
go through an interview and receive an offer, and then
be asked to submit a resume for the files as a mere
formality. People are being recruited solely on the
basis of their LinkedIn profiles.
21. Insight
from roundtable participants...
By putting very specific search terms and Boolean into LinkedIn, I can find just the Kara Manz
perfect fit for an open position. That’s what you want, people who aren’t looking. Jacobson Companies
LinkedIn is a real blessing for finding and actively recruiting qualified candidates. But
it can be a challenge to employee retention. That’s because the other side of the Fran Wahrman
coin is that employers are vulnerable to losing great employees. When you employ a Huntington National
really strong, talented individual, everybody now knows about it by reading it on their Bank
LinkedIn profile ... those wonderful skills, expertise, and recommendations are all out
there for anyone to see. Recruiters have an easier time finding them now, so you can’t
feel safe that your best employees are never going to leave.
Social media can also have a place inside your organization, and innovative tools like
Julie Holbein
that can affect retention. We’ve created an internal Facebook-like site called Engage. It
Cardinal Health, Inc.
has the same purpose as any social media, which is to connect people. As a company,
you want that for your employees. We have over 3,000 people in Dublin, but our
organization is so matrixed, it’s difficult to know people you don’t work with directly.
So you can connect on Engage. It helps people keep in touch, and it promotes our
culture. It’s pretty cool.
We allow and encourage using social media at our company. It’s a part of our
Kim Kocher
workplace culture, and there is something to be said for that when it comes to
Delphia Consulting, LLC
retention. We’re a little different because we’re an IT firm, but a lot of companies have
embraced this idea. They feel like employees are going to be on it anyhow, and they
17
won’t spend any more time on it because it’s approved as opposed to hidden.
22. About Clark Schaefer Hackett
The core competency of CSH is to provide best-in-class technical
expertise in assurance and tax services to mid-sized organizations and
their stakeholders. For 75 years, our accountants have served as the
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Learn more at www.cshco.com.
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Top right: Bill Edwards, Shareholder and Chair of the Qualified Plan Administration & Consulting Group
Middle right: Tiffany White, Principal Accountant, Employee Benefit Plan Audit Group
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