While daunting, the current environment presents a distinct opportunity for governmental employers to fundamentally reassess and reposition benefits. (HR News 1/2012)
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Fox & Lawson CompDoctor article: The public sector will face an uphill financial battle for the next few years. The private sector always seems to be about one to two years ahead of the public sector when it comes to the effects of recessions or good times. This is the new normal. (HR News magazine, 2/2011)
Fox & Lawson CompDoctor article: A follow-up to the “New Normal” focusing on changes to jobs and employees in general, but these changes will directly impact the classification and compensation systems discussed in the first article. (HR News magazine, 3/2011)
Fox & Lawson CompDoctor answers this question: If the success of pay for performance in the public sector is more about a shift in culture, how do we do that? What recommendations do you have for preparing our culture for a move to pay for performance? (HR News, 3/2012)
Fox & Lawson CompDoctor article answers this reader’s question: How can we compare total compensation paid to our employees with the labor market (both public and private sectors), so that we can defend our numbers? (HR News 6/2011)
Preview this month’s installment of Arthur J. Gallagher & Co.’s Pitfalls & Perils of 2014 focused on the opportunities offered by annual enrollment to create, update or overhaul processes to properly administer your organization’s employee benefits.
Most organizations run the risk of pay compression. Pay compression is when either a subordinate is paid more than their supervisor, based on regular pay, or a less tenured employee is paid more than the more senior tenured colleague in the same job. (HR News, 2/2013)
Looking forward, it will be important for public employers to realign their total compensation strategy to compete with the private sector for talent. In turn, there is a need to revisit and transform the financing and design of benefits. (HR News, 2/2013)
AJG and Stradley Ronon Stevens & Young, LLP co-author this paper summarizing the MSP rules & their impact on Catholic dioceses & diocesan priests who are in active service of their dioceses at & after age 65. Fair & objective assessment of issues on health insurance coverage of active priests.
Defined Contribution and Implementation of Private Exchange Helps Company Align its Business and Reward Strategies to What Employees Value
A client experienced double-digit growth in revenue and employees and wanted to review their benefit programs and create more of a link to their overall business and reward strategies. The result was implementing a defined contribution benefit strategy.