Q: Can anyone provide your pay back clause for offer letters that include a sign on bonus?
A: Sign-On and Retention Bonus Wording for Offer Letters sample text:
"You will also be provided with a < $ > sign-on and retention bonus at the time you commence your employment. Subject to all applicable federal and state withholding taxes, the full amount of the bonus will be advanced to you at the time you receive your first paycheck, however, it shall be actually earned on a pro-rated basis over the first year of your employment with the Company. In the event that you voluntarily resign, or are involuntarily terminated “for cause,” within twelve (12) months of the date on which your employment begins, you agree to re-pay Synteract, the unearned, pro-rated portion of this sum, pursuant to the terms stated herein. Should you have any questions regarding the tax implications of such an advance or any part of your compensation, you should consult with your own tax advisor."
Monday, August 23, 2010
Wednesday, August 18, 2010
Health Reimbursement Accounts - HRA's
Q: I would like to do a quick survey on whether or not anyone has experience with HRA's.
How have you set your particular plan up?
Do your employees enjoy this plan?
Pros?
Cons?
Answers to any of these questions would be appreciated as we are thinking of going this route given the expected increase to our current HMO/PPO Medical plans.
Responses:
1) I just completed open enrollment and our Aetna HMO/PPO went up 14% and Kaiser up 16%. Luckily all our other plans cost remained the same. Like you, I will need to reassess for next year which will likely be a higher co-pay plan with some benefit take-aways.
2) For 2010 plan year, we added a high deductible plan ($2,000 for single, $4,000 family) along with a health savings account (H.S.A.) and the premiums were substantially lower. We incentivized employees by having a company contribution (varied by single or family) to the H.S.A. to cover part of the deductible. The HDHP is a good option for those who use the plan a lot since it covers all medical at 100% after the deductible is met. We did not consider an H.R.A. though. We have Blue Shield and also an H.M.O. and a P.P.O. Call me if you want more information.
3) This will be year two for us on a fully consumer driven healthcare platform. We have both HRAs and H.S.A.s. Has been a very successful program for us and reduced costs both for the company and for employees dramatically. Employees were resistant at first due to the unknown but have mostly embraced it now. Key success factors in my opinion are to do a full replacement (employees won't elect it otherwise - too different) and lots and lots of clear education and communication. Lastly, it works best with a true wellness focus and supporting initiatives.
Responses:
1) I just completed open enrollment and our Aetna HMO/PPO went up 14% and Kaiser up 16%. Luckily all our other plans cost remained the same. Like you, I will need to reassess for next year which will likely be a higher co-pay plan with some benefit take-aways.
2) For 2010 plan year, we added a high deductible plan ($2,000 for single, $4,000 family) along with a health savings account (H.S.A.) and the premiums were substantially lower. We incentivized employees by having a company contribution (varied by single or family) to the H.S.A. to cover part of the deductible. The HDHP is a good option for those who use the plan a lot since it covers all medical at 100% after the deductible is met. We did not consider an H.R.A. though. We have Blue Shield and also an H.M.O. and a P.P.O. Call me if you want more information.
3) This will be year two for us on a fully consumer driven healthcare platform. We have both HRAs and H.S.A.s. Has been a very successful program for us and reduced costs both for the company and for employees dramatically. Employees were resistant at first due to the unknown but have mostly embraced it now. Key success factors in my opinion are to do a full replacement (employees won't elect it otherwise - too different) and lots and lots of clear education and communication. Lastly, it works best with a true wellness focus and supporting initiatives.
IT Consulting Companies
Q: Do you know of any IT Consulting Companies that you would be willing to refer. Have any of you ever used LAN Solutions and have any comments?
A:
I am familiar with LAN Solutions as I have at least two clients I can think of who use them. I understand they are very professional and their computer experts are excellent. I have also heard that they are reasonably priced for the service they provide. I have not heard a negative thing about them. I feel comfortable recommending them.
I could not glean from the note the type of IT consulting they were seeking but if it is network assistance as 'LAN Solutions' implies, we use SIGMAnet and Logicalis today, and have been reasonably happy with their ability to be price competitive and deliver projects on time. Both companies have solid 'GOLD' premiere level relationships with CISCO and HP, if that this the platform of choice.
A:
I am familiar with LAN Solutions as I have at least two clients I can think of who use them. I understand they are very professional and their computer experts are excellent. I have also heard that they are reasonably priced for the service they provide. I have not heard a negative thing about them. I feel comfortable recommending them.
I could not glean from the note the type of IT consulting they were seeking but if it is network assistance as 'LAN Solutions' implies, we use SIGMAnet and Logicalis today, and have been reasonably happy with their ability to be price competitive and deliver projects on time. Both companies have solid 'GOLD' premiere level relationships with CISCO and HP, if that this the platform of choice.
Monday, August 9, 2010
Hepatitus B Survey
Q: We are evaluating our current blood borne pathogens vaccination program (i.e. Hepatitis B) for regular and temporary staff. We’d like to hear from our peers with people working in an environments with similar risk for this survey. Specifically:
- Do you require temporary employees be vaccinated for Hepatitis B (for example) OR require that they sign a vaccination waiver or Declination form as a condition of being placed with your Company?
- If yes, what is your requirement for verification of vaccination?
- If vaccination is required for placement, who pays for the vaccinations?
- Do you require the agencies your company works with to communicate information about your Company’s Hepatitis B vaccine program prior to placing their staff with your company?
- Do you require the agencies your company works with to provide safety training surrounding Hepatitis B prior to placing their staff with your company?
- Do you require regular employees be vaccinated for Hepatitis B (for example) OR require that employees sign a vaccination waiver as a condition of being hired?
- If vaccination is required for employment, does your company pay for the vaccinations?
- If vaccination is required, what department administers and monitors the program?
- Does your Company offer Hepatitis B vaccination to all regular employees, or to just those with potential exposure?
Travel Agency Recommendation
Q: I'm looking for a good local travel agent/agency, mostly for international travel. If you have an individual or company with whom you have worked and have been satisfied, would you please pass their contact details on to me?
Responses:
Responses:
- We have been with Balboa for several years ... all their reps are awesome, and we are extremely happy with their service. Contact Skip Bath (account executive) sbath@balboa.com to set up for VIP Corp Travel or Tel 1.800.359.8773.
- Several of our clients including Santarus, Ista and Cadence use Travel Dynamics. I think they are sure worth a call. Wendy Burk CEO Travel Dynamics Group Inc 7590 Fay Ave, Suite 204 La Jolla, CA 92037. Phone: 858-551-4000 Fax: 858-551-4025
- I have worked with Travel Dynamics in La Jolla for 20 years. Wendy Burk is the CEO. 858 551 4000. They are terrific! www.TravelDynamicsGroup.com
Pay for company sponsored events
Q: My query is in regards to payment to employee for company sponsored events. I'm interested in policies that employers follow for a non-work related "fun" event, such as a summer picnic which takes place on a regularly scheduled day. Specifically, it would be extremely beneficial to learn if companies pay (or otherwise incentivize) employees who are unable to attend these events (due to work schedules and coverage needs). Of course this would apply to hourly ee's only (we have a large % of our ee's are non-exempt), but this being the case, any employers out there who provide an incentive to exempts who must work during co events? We have a healthcare type of environment which requires support of Mgrs/Exempts and non's during these events, and would like to get some help from you and the community on how others manage this.
A: All respondents have stated our policy to be beyond what they do or have encountered, however, our organization is different than most as we are a 24/7 and have a large population of non-exempt ee's. Most respondents told me that they do not pay for employees to attend company social events. None pay a shift differential, and (1) provides gift cards to employees who work during company events. Typical response "We have 2 annual employee events and we don't do any sort of pay for those who cannot attend, or have to work. We agree that every year we would make sure the one's who didn't attend the last event could be free to attend the next one." Another response: "We do not provide additional incentives for employees to attend company wide events; usually the free food and alcohol is enough of a draw:)"
A: All respondents have stated our policy to be beyond what they do or have encountered, however, our organization is different than most as we are a 24/7 and have a large population of non-exempt ee's. Most respondents told me that they do not pay for employees to attend company social events. None pay a shift differential, and (1) provides gift cards to employees who work during company events. Typical response "We have 2 annual employee events and we don't do any sort of pay for those who cannot attend, or have to work. We agree that every year we would make sure the one's who didn't attend the last event could be free to attend the next one." Another response: "We do not provide additional incentives for employees to attend company wide events; usually the free food and alcohol is enough of a draw:)"
English as a Second language for Scientists
Q: We have several scientists who have requested help with adapting their English to the business environment. English is not their native language. Have any of you had success in providing that type of resource or support?
A: UCSD Extension offers a number of ESL courses. We have sent quite a few of our postdocs/scientists for various courses. It has really helped them immensely. There are most times noticeable improvements in their speech and written communication. Click to download the UCSD flyer.
A: UCSD Extension offers a number of ESL courses. We have sent quite a few of our postdocs/scientists for various courses. It has really helped them immensely. There are most times noticeable improvements in their speech and written communication. Click to download the UCSD flyer.
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