News from Ollis/Akers/Arney Human Resources Consulting

FTC Extends Public Comment Period

for Proposed Ban on Non-Competes

On March 6, 2023, the Federal Trade Commission (FTC) unanimously voted to extend the public comment period for its proposed rule on banning non-competes until April 19, 2023. Originally, the deadline for submitting comments was March 20, 2023.

Commissioner Christine S. Wilson, who formally tendered her resignation effective March 31, 2023, issued a concurring statement for the unanimous vote to extend the public comment period. She noted that “the proposed rule is a departure from hundreds of years of precedent and would prohibit conduct that 47 states allow.”

The FTC has received over 17,557 comments and posted over 8,848 comments regarding this proposed rule. We encourage all interested employers to submit comments before the April 19 deadline.

Read Husch Blackwell article HERE

Determining Whether to Offer

Multiple Health Plan Options

Alongside compensation, health care coverage is often seen as one of the most important benefits a job can offer. And the larger the variety of options available to employees, the more likely they are to find an option that best suits their needs. This is good for employers because employees are more likely to stay at their organizations when they feel their needs are being met. However, depending on a company’s size, budget or other factors, offering only one type of plan that fits most employees’ needs may be more efficient than providing multiple plans that aren’t needed and that hurt the company’s budget.

The Kaiser Family Foundation’s 2022 Employer Health Benefits Survey found that 75% of firms offering health benefits offer only one type of health plan. Further, 70% of covered workers in large firms (200 or more employees) are offered more than one plan type, compared to 37% of those in small firms. Although offering several different plans may not be feasible for all organizations, employers should consider the benefits and risks when deciding what is best for them.

There are several components that are factored into the number and types of plans an employer may offer. This article will discuss these considerations and the plan types employers should take into account when deciding whether to offer multiple health plan options.

Read More HERE

5 Employment Policies

to review in 2023

Employee handbooks are important tools for establishing employee expectations, addressing workplace issues and defending against potential lawsuits. Failing to update employee handbooks regularly can make employers vulnerable to legal risks and liabilities, resulting in costly fines, penalties and attorneys’ fees. Employment laws are often complicated, and employers need to be aware of any new regulatory developments that may impact their organizations and workforce. The start of the year provides employers an excellent opportunity to review and update the policies in their employee handbooks.

Five employment policies employers should consider reviewing in 2023:

Pay Transparency
Paid Leave
Expense Reimbursement
Marijuana Use and Testing
Remote and Hybrid Work Arrangements

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Understanding the Basics

of Pay Transparency

The tight labor market has led employees to make new demands. One of the newest expectations of employers is pay transparency. Despite many employers’ reluctance to embrace pay transparency—because pay transparency can reveal unintended pay gaps and trigger questions from current employees—the practice has gained a stronger foothold in 2023. In fact, a growing number of states and localities require employers to share pay information with applicants and employees. As a result, pay transparency requirements are impacting more employers. This article covers the following areas:

What is Pay Transparency?
Pay Transparency Laws
Compliance Challenges
Attraction and Retention Considerations

It’s vital that employers understand pay transparency laws, as it’s likely that more states and localities will adopt these regulations in the near future.

Read the Article HERE

Management Development Cohort - Back By Request!

By request we are beginning new management development cohorts. These are small groups of leaders, from various industries, that desire to enhance their leadership and management expertise. Size is limited to three or four leaders or emerging leaders in each cohort. The format begins with open discussion of current issues and priorities and then a development topic based on the participants’ unique needs.

These are scheduled monthly at the beginning of the day and held at Ollis/Akers/Arney. Virtual options may be offered based on the needs of the cohort members.

Contact Karen Shannon for more information by clicking HERE.

Learn More HERE

COBRA Continuation Coverage Overview

The Consolidated Omnibus Budget Reconciliation Act (COBRA) allows individuals to continue their group health plan coverage in certain situations. COBRA requires covered group health plans to offer continuation coverage to employees, spouses and dependent children when coverage would otherwise be lost due to certain events. COBRA sets rules for how and when continuation coverage must be offered and provided, how employees and their families may elect continuation coverage and when continuation coverage may be terminated.

Building an Employee Value Proposition

An employee value proposition (EVP) is the unique set of benefits employees receive in return for the skills, capabilities and experiences they bring to an organization. While an EVP includes common factors such as compensation, benefits and career opportunities, it also expands to all the value an employee can receive in exchange for their work.

A strong EVP gives employees a powerful reason to work for the organization. It can contribute to a solid and positive employer brand, prioritize organization goals, reengage the workforce and reduce hiring costs. Most importantly, an EVP contributes to attracting and retaining top talent. In fact, according to an Indeed survey, 21% of job seekers decided to accept the offer for their current job because their interests and values were reflected in the company’s mission. So, not only should a suitable EVP address the wants and needs of employees, but it should also align with the company’s values.

An EVP is discovered by, developed with and tested on existing employees. It should be unique, relevant and compelling in order to be the magnet that attracts and retains job candidates. This article outlines the elements of an EVP, explains how to build an effective one and discusses employer considerations for such propositions.

Read the full article HERE