Typically, when an employee requests leave for family, medical, bereavement or other reasons, their request is legitimate. However, on occasion, some employees may try to take advantage of their leave benefits. So, what can employers do to help prevent this misuse from occurring, and how do they address it if it does occur? Listen in as we cover ways to help prevent and address misuse of leave. We’ll discuss:

• [0:57] Employer and employee trust
• [1:37] Examples of leave misuse
• [2:14] How to address suspected leave misuse
• [3:08] Using proactive policies and procedures
• [4:48] Requiring notice of leave
• [5:31] Seeking documentation
• [7:09] Implementing data analytics
• [8:50] Offering training and considering company culture

This content is based on generally accepted HR practices, is advisory in nature, and does not constitute legal advice or other professional services. ADP does not warrant or guarantee the accuracy, reliability, and completeness of the content. Employers are encouraged to consult with legal counsel for advice regarding their organization's compliance with applicable laws. This content is current as of the published date.

Copyright © 2024 ADP, Inc. All Rights Reserved. The ADP logo, ADP, RUN Powered by ADP, and HR{preneur} are registered trademarks of ADP, Inc. and its affiliates. All other marks are the property of their respective owners.

Privacy at ADP

ICHRAs (individual coverage health reimbursement arrangements) are a relatively new type of health plan that allows employers to offer their employees a tax-free allowance to purchase benefits. While ICHRAs are growing in popularity, many businesses are hazy on the details. Unfortunately, myths and misperceptions about ICHRA could lead a business to dismiss a benefits option that may be right for them. Listen as we debunk:

• [2:46] Myth #1: The marketplace has challenges — ICHRA can’t be good insurance.
• [4:30] Myth #2: A business with no HR department doesn’t have access to enough resources to set up an ICHRA.
• [5:48] Myth #3: It’d be easy for most businesses to administer an ICHRA on their own.
• [7:01] Myth #4: Old HRA models didn’t fit the business before; new ones are probably no different.
• [8:17] Myth #5: Employees will be overwhelmed by the choices in the insurance marketplace.
• [10:25] Myth #6: Employees won’t spend their benefits allowance on health-related expenses.
• [12:01] Myth #7: Switching to an ICHRA will be a pain.

This content is based on generally accepted HR practices, is advisory in nature, and does not constitute legal advice or other professional services. ADP does not warrant or guarantee the accuracy, reliability, and completeness of the content. Employers are encouraged to consult with legal counsel for advice regarding their organization's compliance with applicable laws. This is informational only and not intended as tax or legal advice. Should you have questions you should consult with a tax or legal advisor. This content is current as of the published date.

Copyright © 2024 ADP, Inc. All Rights Reserved. The ADP logo, ADP, RUN Powered by ADP, and HR{preneur} are registered trademarks of ADP, Inc. and its affiliates. All other marks are the property of their respective owners.

Privacy at ADP

An employee handbook is one of the most important documents an employer can maintain. Why do so many employers consider it essential? We'll cover these reasons, and dive into the ways an employee handbook can help you. Listen in to learn more about:

• [0:57] Formalizing policies
• [1:40] Meeting state and local policy and notice requirements
• [3:24] Supporting the onboarding process
• [4:04] Guiding employment decisions
• [4:31] Reinforcing at-will status
• [6:08] Informing employees if they have questions or concerns
• [7:03] And policies considered must-have for a handbook

Learn more about our RUN Powered by ADP® bundles and how our Employee Handbook Wizard can help you create your employee handbook.

This content is based on generally accepted HR practices, is advisory in nature, and does not constitute legal advice or other professional services. ADP does not warrant or guarantee the accuracy, reliability, and completeness of the content. Employers are encouraged to consult with legal counsel for advice regarding their organization's compliance with applicable laws. This content is current as of the published date.

Copyright © 2024 ADP, Inc. All Rights Reserved. The ADP logo, ADP, RUN Powered by ADP, and HR{preneur} are registered trademarks of ADP, Inc. and its affiliates. All other marks are the property of their respective owners.

Privacy at ADP