Job Hoppers Seek Better Rewards, Recognition and Career Growth

Did you know: Only 33 percent of employees state that they are committed to staying at their jobs. If employees are disengaged from their work, it is easier for them to find other opportunities with promising recognition, rewards, and growth. Read this blog post to learn more about why employees might be searching for more generous benefits.


Employees have high expectations when it comes to job perks, and, if their employer doesn't offer what they want, they'll find another that will, new survey findings show.

Only one-third of employees (33 percent) say they are committed to staying at their jobs in 2020, compared to the 47 percent who had the same intention for 2019, according to the 2020 Engagement & Retention Report by employee-recognition software firm Achievers.

As the labor market stays tight, it's easy for disengaged employees to find work elsewhere. And they might try to: Just 19 percent of employees surveyed consider themselves "very engaged," while 14 percent say they are fully disengaged. Even the 32 percent with "average engagement" said they were open to new job opportunities.

The survey, conducted in October 2019, received 1,154 responses from employees across North America who were asked about their intentions for 2020.

"A substantial portion of today's workforce already has one foot out the door," said Natalie Baumgartner, Achievers' chief workforce scientist. Unless employers take steps to reverse these feelings, she said, "the risk of turnover and underperformance in 2020 is immense."

The survey found that the top three reasons employees are considering leaving their jobs are:

  • Compensation (cited by 52 percent of respondents).
  • Career growth (43 percent).
  • Recognition (19 percent).

Employees Feel Unheard, Unrecognized

Ninety percent of workers said they are more likely to stay at a company that asks for, and acts on, employee feedback. But when asked how good their manager and company are at soliciting feedback, the most common answer was just "OK," asking for it once or twice a year. As for their employers acting on feedback, "OK" was again the most common response, at 44 percent. These employees said their manager and company only talk about feedback and make few changes based on it.

Companies should make sure that employee feedback reaches managers, Baumgartner advised, and equip managers to use this feedback to address staff needs "in a personalized and timely way." These actions, she noted, can range "from small acknowledgements to larger changes that improve the employee experience and, as a result, improve engagement and retention."

As for recognition, 82 percent of surveyed employees "strongly" or "somewhat" agreed that they wished they received more recognition at work, and another 30 percent of employees said they feel "not very" or "not at all" valued by superiors.

"When organizations recognize everyday behaviors that align with their culture and goals, they help reinforce them as well as the role each employee plays," Baumgartner said.

Frequent vs. Infrequent Job Changers

After wanting more money, feeling unappreciated is the top reason infrequent job changers could be driven to leave, another recent survey found.

Joblist, a website that compiles jobs from leading job boards, last October asked nearly 1,000 workers throughout the U.S. what would make them consider accepting an offer from another employer and then compared responses from frequent and infrequent job hoppersthose who had held two or more jobs in the past five years and those who had held just one job during the same period.

The average minimum salary increase that respondents seeking other jobs would accept to stay at their current employer was $15,491, which represents a 25 percent increase, on average, over the past five years. Perks such as unlimited paid vacation, student loan assistance and paid parental leave were cited by frequent job changers as factors that would make a potential employer more attractive.

"These perks may appeal more to younger workers who are less likely to have a 'lifer' mentality" toward their employer, according to Joblist.

While both frequent and infrequent job switchers said they would leave jobs for better pay, "people who switch jobs infrequently are more likely to leave because of feeling underappreciated or undervalued," according to Joblist. "For the most part, people who don't change jobs often have made an emotional commitment to their employers, so when they feel slighted because that investment isn't being reciprocated, they're more likely to leave." Conversely, people who leave frequently are more likely to see the employer-employee relationship as transactional, "so they're less affected by those feelings."

Is Turnover So Bad?

Turnover can be disruptive and costly, but it can also be an opportunity for employers to find and develop employees who are enthusiastic about the organization and the direction in which it's heading, according to a November 2019 report from compensation data and software firm PayScale.

"Some turnover is actually good for an organization—especially in the case of overpaid, under-performing employees," said report author Conrado Tapado, content marketing manager at PayScale. "Usually employees stay when they feel satisfied and fairly compensated for their work. But sometimes, employees stay for less positive reasons," he noted, including:

  • They are overpaid. "Being overpaid leaves little incentive for workers to look for another job. They may realize how difficult it will be to find another organization that will match their salary. Thus, they are perfectly happy to stay where they are."
  • They value their benefits. "Benefits are meant to help drive retention, which is generally a good thing. However, sometimes employees remain just for the benefits but would rather be working elsewhere. Eventually, those 'golden handcuffs' will begin to chafe, and your employees may start to feel resentful."

Health care, retirement savings and paid-time-off benefits should be competitive and focused on helping employees remain productive and feel financially secure, without becoming so rich that employees don't feel they can leave, the findings suggest. Pay should be calibrated to reward performance through variable compensation tied to achieving personal, team and organizational goals, with base pay increases made according to merit and not treated as an entitlement.

The Right Benefits Balance

"Creating a benefits package that incentivizes good employees to stay without deterring uninspired employees from leaving can be tricky," said Amy Stewart, PayScale's senior content marketing manager.

That can happen when employers offer benefits with a high monetary value that employees only receive if they stay put and hold tight, such as pensions or stock options that vest over time. People can also stay in an unpleasant situation for benefits that would be hard to find elsewhere, such as a paid sabbatical, a four-day workweek or paid child care, Stewart said.

A possible solution is to "experiment with rewarding some benefits in exchange for high performance, such as Fridays off or opportunities to work from home only if certain metrics are hit," she said.

Compensation is similar, Stewart explained, as employees with above-market pay are often reluctant to leave. "When you have a highly paid employee who isn't performing to a high standard, sometimes the answer isn't a change in compensation or a new job, but a new challenge. If their interest in their current work is waning, they might need new work, but it doesn't necessarily have to be at another organization," Stewart said. "Employees who have stopped learning in their current position may become revitalized in a position that offers them new opportunities to grow."

SOURCE: Miller, S. (06 February 2020) "Job Hoppers Seek Better Rewards, Recognition and Career Growth" (Web Blog Post). Retrieved from https://www.shrm.org/ResourcesAndTools/hr-topics/benefits/Pages/job-hoppers-seek-better-rewards-recognition-career-growth.aspx


Need a Morale Booster? Therapy Dogs Can Help

Work is stressful by itself, but with added layers of stress from having to process outside emotions and hardships, it becomes difficult to give the best service that is should be offered. Allowing a therapy dog in the workplace can help employees reduce stress, and become calmer throughout the day. Read this blog post to learn more about how therapy dogs in the workplace can be beneficial to the work environment.


The Evergreen Health services facility in Buffalo, N.Y., is buzzing with anticipation several days before Stella arrives. Some staff even seek out Matthew Sydor, the director of housing and retention services at the health care agency, days ahead of time to confirm her arrival. Others have requested a calendar invite from him so they can plan their day around her visit.

The middle-aged golden retriever is a certified therapy dog, and her visits are a hit with employees.

Therapy dogs are common in what Sydor describes as the "helping" fields. Bringing therapy dogs into any workplace, he says, is an opportunity to break up the day for employees and give them something to look forward to at no cost.

"At our agency we work with many people who have gone through traumatic experiences. All work is stressful, but layers of stress are added when you are helping others to process their own emotions and hardships," he explained. "The compounding stress makes it difficult to best serve our patients at a high level. Having a therapy dog in the building helps staff to participate in a self-care activity."

Stella's owner, Krista Vince Garland, Ph.D., is an associate professor of exceptional learning at Buffalo State College. The pair specializes in animal-assisted interventions in educational settings but are receiving an increasing number of requests to visit local workplaces.

"Everyone who visits Stella has the same comments: 'I feel so much better. She's brightened my day,' " Vince Garland said. "Aetna also did a study in 2017 that shows tremendous promise on the benefits of therapy dogs in the workplace. Employee sick days were down, morale was up and interactions among co-workers increased."

Having dogs in the workplace isn't a new concept, but it's a concept that hasn't been widely embraced. Only about 11 percent of companies in the United States allow pets in the office, according to the Society for Human Resource Management Employee Benefits 2019 survey.

Paul LeBlanc is the founder and CEO of Zogics, a Massachusetts-based fitness, cleaning and body care company. S'Bu, a Rhodesian Ridgeback, was LeBlanc's first employee.

"When you look at [Inc. magazine's] list of best places to work, 47 percent of those companies allow dogs in the office," he said. "Studies have shown that petting a dog for five to 10 minutes causes a reduction of blood pressure and the dogs have calming effects on people."

But not all employers are ready to go "all-in" like Zogics. For these workplaces, therapy dogs are a viable alternative. Sydor and Vince Garland share insight into what has made their partnership successful and offer tips any business can use.

Communicate. No one likes a surprise, even if it's a friendly four-legged canine. Talk with staff first to address any questions or concerns. Arrange a quick meet-and-greet to give the dog a chance to get used to the environment before interacting with employees.

"This also gives the administrator a chance to touch the dog and make sure it is clean and well-groomed. Therapy dogs are required to have a bath within 24 hours of any visit," Vince Garland said.

Distributing a fact sheet helps with the introduction of a therapy team. Once a visit is established, send a reminder a day prior.

"I suggest telling your staff why you're bringing therapy dogs in and advertise it as much as possible to employees," Sydor said.

Verify credentials. Ask about the team's training. Certifications are not required of service dogs and emotional support dogs. However, therapy dogs must complete training. Stella is an American Kennel Club (AKC) Good Citizen and has earned certifications through Therapy Dogs International and the SPCA Erie County Paws for Love.

"There's a lot of fake information out there. If someone is shy about sharing that information, that's a clue that more discussion is needed," Vince Garland said.

Sydor added, "We found Krista and Stella through Erie County SPCA's Paws for Love, and it has been a great partnership. They hold liability insurance for any damage that may occur. All dogs are well-trained, and the handlers are consistent with how they conduct their work."

Acknowledge cultural differences. "Care must be taken to respect cultural sensitivities," Vince Garland said. "Some cultures regard dogs as unclean, others view dogs as nuisances, while others believe spirits may appear as animals."

Designate a point of contact. This person handles scheduling visits, interacting with the team, and confirming vaccinations and liability insurance. The ideal individual works well with people and is animal-friendly, according to Vince Garland.

Create a space for the team. Not everyone will embrace dogs. Designating space separate from the main workflow respects the space of those employees who choose not to interact with the dog.

"Evergreen has given us a room for visits," Vince Garland said. "By being out of the flow, we're able to meet with staff who are interested without making others feel uncomfortable."

SOURCE: Navarra, K. (13 January 2020) "Need a Morale Booster? Therapy Dogs Can Help" (Web Blog Post). Retrieved from https://www.shrm.org/resourcesandtools/hr-topics/benefits/pages/need-a-morale-booster-therapy-dogs-can-help.aspx


Starbucks Unveils Mental Health Initiatives for Employees

Did you know: One in Five United States adults experiences mental illness. According to the World Health Organization, work is good for mental health but a negative environment can lead to physical and mental health issues. Starbucks has announced that they have launched an app for its employees to improve their mental health along with their anxiety and stress. Read this blog post to learn more about how Starbucks is creating mental health benefits for their employees.


Starbucks has launched an app to help its employees improve their mental health and deal with anxiety and stress.

The global coffee company also announced it will be retooling its employee assistance program based on feedback from employees and mental health experts. It plans to offer training to its U.S. and Canada store managers on how to support workers who experience a mental health issue, substance-abuse problem or other crisis.

Every year, one in five U.S. adults experience mental illness and one in 25 experience serious mental illness, according to the National Alliance on Mental Health. And more people are killing themselves in the workplace, according to the Washington Post. The number of such suicides increased 11 percent between 2017 and 2018. Employers, the Post reported, "are struggling with how to respond."

Business Insider reported that some Starbucks employees it interviewed about the initiatives said much of their stress comes from the company cutting back on hours and relying on employees to work longer shifts with fewer people and no pay increase.

The World Health Organization points out that while work is good for mental health, a negative environment can lead to physical and mental health problems. Harassment and bullying at work, for example, can have "a substantial adverse impact on mental health," it said. There are things employers can do, though, to promote mental health in the workplace; such actions may also promote productivity.

SHRM Online has collected the following articles on this topic from its archives and other sources.

Starbucks Announcements Its Commitment to Supporting Employees' Mental Health 

The company released a statement Jan. 6 about additions to its employee benefits and resources that support mental wellness.

"Our work ahead will continue to be rooted in listening, learning and taking bold actions," it said. In the past, that has included tackling topics such as loneliness, vulnerability "and the power of small acts and conversation to strengthen human connection."
(Starbucks)

Mental Illness and the Workplace  

Companies are ramping up their efforts to navigate the mental health epidemic. Suicide rates nationally are climbing, workers' stress and depression levels are rising, and addiction—especially to opioids—continues to bedevil employers. Such conditions are driving up health care costs at double the rate of illnesses overall, according to Aetna Behavioral Health.

Starting workplace conversations about behavioral health is challenging because such conditions often are seen as a personal failing rather than a medical condition.
(SHRM Online)   

Research: People Want Their Employers to Talk About Mental Health 

Mental health is becoming the next frontier of diversity and inclusion, and employees want their companies to address it. Despite the fact that more than 200 million workdays are lost due to mental health conditions each year—$16.8 billion in employee productivity—mental health remains a taboo subject.
(Harvard Business Review)   

Viewpoint: Addressing Mental Health in the Workplace 

Companies are reassessing their behavioral health needs and are looking to their health care partners for creative, integrated and holistic solutions. Many are turning to employee assistance programs for help.
(Benefits Pro)  

4 Things to Know About Mental Health at Work 

Kelly Greenwood graduated summa cum laude from Duke University with degrees in psychology and Spanish. She holds a master's degree in business from Northwestern University's Kellogg School of Management, contributes to Forbes magazine and is editor-at-large for Mental Health at Work, a blog on Thrive Global.

She also is someone who has managed generalized anxiety disorder since she was a young girl. It twice led to debilitating depression. She shared four things she wishes she had known earlier in her life about mental health.
(SHRM Online)   

Employers Urged to Find New Ways to Address Workers' Mental Health 

An estimated 8 in 10 workers with a mental health condition don't get treatment because of the shame and stigma associated with it, according to the National Alliance on Mental Illness. As a result, the pressure is growing on employers to adopt better strategies for dealing with mental health.
(Kaiser Health News)  

Mental Health 

Depression, bipolar disorder, anxiety disorders and other mental health impairments can rise to the level of disabilities under the Americans with Disabilities Act that requires employers to make accommodations for workers with such conditions.

This resource center can help employers understand their obligations and address their workers' mental health.
(SHRM Resource Spotlight)

SOURCE: Gurchiek, k. (14 January 2020) "Starbucks Unveils Mental Health Initiatives for Employees" (Web Blog Post). Retrieved from https://www.shrm.org/resourcesandtools/hr-topics/benefits/pages/starbucks-unveils-mental-health-initiatives-for-employees.aspx


Saver's Credit Can Spur Retirement Plan Contributions

Many employees are not aware of employer-sponsored retirement accounts, or individual retirement accounts (IRA), which could be costing those more money. Tax season is the best time for employers to educate their employees on how they can earn extra tax credits through their 401(k) plans. Read this blog post to learn more about how to educate employees on what retirement account opportunities that are available to them.


Many workers don't know that they're eligible for a tax credit by saving in an employer-sponsored retirement plan or individual retirement account (IRA)—and that could be costing them money. Tax time, however, is prime time for employers to inform eligible workers about the saver's credit.

The Retirement Savings Contributions Credit, or saver's credit, is available to low- and moderate-income workers who are putting money aside for retirement. But only 29 percent of workers with annual household income below $50,000 know about the saver's credit, according to the nonprofit Transamerica Center for Retirement Studies in Los Angeles, which surveyed nearly 6,000 employees last fall.

"Tax season is an ideal time to tell eligible workers how they can earn extra tax credits by saving through their employer's 401(k) or a similar retirement plan," said Catherine Collinson, president of the Transamerica Center. "The saver's credit might just be the motivator for those not yet saving for retirement to get started."

Scott Spann, a senior financial planner with Financial Finesse, a provider of workplace financial wellness programs in Charleston, S.C., said, "Saving for retirement is a challenge for many households in America. Special tax incentives help make the process of saving easier."

What Is the Saver's Credit?

Like other tax credits, the saver's credit can increase a taxpayer's refund or reduce the tax owed. Here's how it works:

The amount of the credit is a maximum of 50 percent of an employee's retirement plan contributions up to $2,000 (or $4,000 for married couples filing jointly), depending on the filer's adjusted gross income as reported on Form 1040. Consequently, the maximum saver's credit is $1,000 (or $2,000 for married couples filing jointly).

The saver's credit "is different than a tax deduction due to the fact that a tax credit is a dollar-for-dollar reduction of your gross tax liability, which is the total amount of taxes you're responsible for paying before any credits are applied," Spann explained.

The saver's credit also differs from the separate tax benefit of contributing pretax dollars to a qualified retirement plan, such as an employer-sponsored 401(k) or an IRA. "Many eligible retirement savers may be confusing these two incentives because the notion of a double tax benefit"—pretax contributions and an additional tax credit—"seems too good to be true," Collinson said.

Who Can Claim the Saver's Credit?

The credit is available to workers age 18 or older who have contributed to a company-sponsored retirement plan or an IRA in the past year and meet the income requirements shown in the table below. The filer cannot be a full-time student nor claimed as a dependent on another person's tax return.

Income Caps for Tax Years 2019 and 2020

For eligible workers, the amount of the available tax credit diminishes as adjusted gross income (AGI) rises. To help preserve the credit's value, income thresholds are adjusted annually to keep pace with inflation. Below are the AGI caps for tax year 2019 (for tax returns filed this year) and 2020 (for returns filed next year).

2019 Saver's Credit
Tax Credit Rate Single Filers and Married, Filing Separately* Married, Filing Jointly Heads of Household
50% of contribution AGI not more than - $19,250 AGI not more than $38,500 AGI not more than $28,875
20% of contribution AGI of $19,251 - $20,750 AGI of $38,501 - $41,500 AGI of $28,876 - $31,125
10% of contribution AGI of $20,751- $32,000 AGI of $41,501 - $64,000 AGI of $31,126 - $48,000
No credit AGI more than $32,000 AGI more than $64,000 AGI more than $48,000

 

2020 Saver's Credit
Tax Credit Rate Single Filers and Married, Filing Separately* Married, Filing Jointly Heads of Household
50% of contribution AGI not more than $19,500 AGI not more than $39,000 AGI not more than $29,250
20% of contribution AGI of $19,501 - $21,250 AGI of $39,001 - $42,500 AGI of $29,251 - $31,875
10% of contribution AGI of $21,251 - $32,500 AGI of $42,501 - $65,000 AGI of $31,876 - $48,750
No credit AGI more than $32,500 AGI more than $65,000 AGI more than $48,750

Deadlines for Retirement Contributions

"You must make eligible contributions to your employer-sponsored retirement plan or IRA for the tax year for which you are claiming the income tax credit," Spann said.

While 401(k) contributions for a tax year can be made only up to Dec. 31, those who are eligible but did not save last year can still make a tax year 2019 IRA contribution until April 15, 2020.

Filing for the Saver's Credit

Employers can advise eligible workers to take the following steps to claim the saver's credit, according to the Transamerica Center:

  • If using tax-preparation software, including those programs offered through the IRS Free File program, use Form 1040 or Form 1040NR for nonresident aliens. Answer questions about the saver's credit, which may be referred to as the Retirement Savings Contributions Credit or the Credit for Qualified Retirement Savings Contributions.
  • If preparing tax returns manually, complete Form 8880, Credit for Qualified Retirement Savings Contributions, to determine your exact credit rate and amount. Then transfer the amount to the designated line on Form 1040 (Schedule 3) or Form 1040NR.
  • If using a professional tax preparer, ask about the saver's credit.

Financial planners advise having tax refunds directly deposited into an IRA to further boost your retirement savings.

The Transamerica Center has additional information, in English and Spanish, on its Saver's Credit webpage, along with a downloadable fact sheet.


IRS Free File Program Is Available

Another potentially overlooked opportunity for workers is the IRS Free File program, which offers federal income tax preparation software at no charge to tax filers with an AGI of $69,000 or less.

Free File opened on Jan. 10, 2020, for the preparation of 2019 tax returns. Eligible taxpayers can do their taxes now, and the Free File provider will submit the return once the IRS officially opens the tax filing season on Jan. 27.

For 2020, the Free File partners are: 1040Now, Inc., ezTaxReturn.com (English and Spanish), FileYourTaxes.com, Free tax Returns.com, H&R Block, Intuit, On-Line Taxes, Inc., Tax ACT, TaxHawk, Inc. and TaxSlayer (English and Spanish).

Here's how Free File works:

  1. Taxpayers go to IRS.gov/FreeFile to see all Free File options.
  2. They browse each of the offers or use a "look up" tool to help find the right product. Each Free File partner sets its own eligibility standards generally based on income, age and state residency. But if the taxpayer's adjusted gross income was $69,000 or less, they will find at least one free product to use.
  3. They select a provider and follow the links to their web page to begin a tax return.
  4. They complete and e-File a tax return if they have all the income and deduction records they need. The fastest way to get a refund is by filing electronically and selecting direct deposit. For taxes owed, they can use direct pay or electronic options.

Many Free File online products also offer free state tax preparation, although some charge a state fee. Taxpayers should read each provider's information carefully.

"The IRS has worked to improve the program for this year, and we encourage taxpayers to visit IRS.gov, and consider using the Free File option to get a head start on tax season," said IRS Commissioner Chuck Rettig.

Nearly 57 million returns have been filed through the Free File program since it began in 2003, and 70 percent of U.S. taxpayers (about 100 million people) are eligible for Free File, according to the IRS.


SOURCE: Miller, S. (10 January 2020) "Saver's Credit Can Spur Retirement Plan Contributions" (Web Blog Post). Retrieved from https://www.shrm.org/resourcesandtools/hr-topics/benefits/pages/remind-low-wage-earners-about-savers-credit.aspx


The Saxon Advisor - January 2020

Compliance Check

what you need to know


Form W-2s are due January 31, 2020. January 31 is the deadline for employers to distribute Form W-2s to employees. Large employers – employers who have more than 250 W-2s – must include the aggregate cost of health coverage.

Form 1099-Rs are due January 31, 2020. Employers must distribute Form 1099-Rs to recipients of 2019 distributions.

Form 945 Distributions. Form 945s must be distributed to plan participants by January 31, 2020, for 2019 non payroll withholding of deposits if they were not made on time and in full to pay all taxes that are due.

Section 6055/6056 Reporting. Employers must file Forms 1094-B and 1095-B, and Forms 1094-C and 1095-C with the IRS by February 28, 2020 if they are filed on paper.

Form 1099-R Paper Filing. Employers must file Form 1099-R with the IRS by February 28, 2020 if they are filed on paper.

CMS Medicare Part D Disclosure. Employers that provide prescription drug coverage must disclose to the CMS whether the plan’s prescription drug coverage is creditable or non-creditable.

Summary of Material Modifications Distribution. Employers who offer a group health plan that is subject to ERISA must distribute a SMM for plan changes that were adopted at the beginning of the year that are material reductions in plan benefits or services

In this Issue

  • Upcoming Compliance Deadlines
  • Traditional IRA, Roth IRA, 401(k), 403(b): What’s the Difference?
  • Fresh Brew Featuring Scott Langhorne
  • This month’s Saxon U: What Employers Should Know About the SECURE Act
  • #CommunityStrong: American Heart Association Heart Mini Fundraising

What Employers Should Know About the SECURE Act

Join us for this interactive and educational Saxon U seminar with Todd Yawit, Director of Employer-Sponsored Retirement Plans at Saxon Financial Services, as we discuss what the SECURE Act is and how it impacts your employer-sponsored retirement plan.

Traditional IRA, Roth IRA, 401(k), 403(b): What's the Difference?

Bringing the knowledge of our in-house advisors right to you...


If you haven’t begun saving for retirement yet, don’t be discouraged. Whether you begin through an employer sponsored plan like a 401(k) or 403(b) or you begin a Traditional or Roth IRA that will allow you to grow earnings from investments through tax deferral, it is never too late or too early to begin planning.

“A major trend we see is that if people don’t have an advisor to meet with, they tend to invest too conservatively, because they are afraid of making a mistake,” said Kevin Hagerty, a Financial Advisor at Saxon Financial.

Advice from Kevin

Fresh Brew Featuring Scott Langhorne

“Pay close attention to detail.”


This month’s Fresh Brew features Scott Langhorne, an Account Manager at Saxon.

Scott’s favorite brew is Bud Light. His favorite local spot to grab his favorite brew is wherever his friends and family are.

Scott’s favorite snack to enjoy with his brew is wings.

Learn More About Scott

This Month's #CommunityStrong:
American Heart Association Heart Mini Fundraising

This January, February & March, the Saxon team and their families will be teaming up to raise money for the American Heart Association Heart Mini! They will be hosting a Happy Hour at Fretboard Brewing Company Wednesday, January 29, from 4 p.m. - 7 p.m. to raise money.

Are you prepared for retirement?

Saxon creates strategies that are built around you and your vision for the future. The key is to take the first step of reaching out to a professional and then let us guide you along the path to a confident future.

Monthly compliance alerts, educational articles and events
- courtesy of Saxon Financial Advisors.


Top 4 HR trends to watch this year

How can HR professionals better engage employees, improve an organization's brand, and maximize productivity and profitability? Their success will rely on HR departments staying nimble and leveraging technological advances to help reshape workplace practices. Here are four HR trends to watch this year:


HR professionals can no longer rest on their laurels. They are now looking to implement innovative strategies to better engage employees, improve the company’s brand both internally and externally, maximize productivity and increase the organization’s profitability.

So how can HR professionals go about making this happen? The success of HR will largely be based on staying nimble, evolving their organization’s policies and leveraging technological advances to ultimately reshape their workplace practices.

With that in mind, here are the top HR trends that will take center stage:

The gig economy and the importance of flexibility. The gig economy, which is comprised of individuals with short-term or temporary engagements with a company, is substantially important to employers. Here, workers are seeking increased flexibility and control over their work environments. Since many questions remain unanswered regarding worker classification issues and the application of existing laws in the gig economy, look for the Department of Labor to issue an opinion letter or guidance in 2019 detailing how a company may compliantly work within the gig economy and not run afoul of existing independent contractors.

Flexibility also is important for all employees — not just for the gig economy. While telecommuting and remote positions are not new, they are being emphasized again to better engage employees and increase retention metrics.

The tech effect on future of HR. The strategic and consistent use of workforce data analytics to predict and improve a company’s performance has exploded over the last several years, with additional momentum expected in 2019. While most HR professionals rely on metrics for basic recruiting and turnover rates, more in-depth analytics and trend spotting has become the norm.

Once trends are identified in, for example, turnover rates, an HR professional should have the tools to dive into the data and analyze root causes, such as the need for manager training, review of compensation strategies or a change in the company’s culture. Using predictive analytics in the HR space is helping companies make better informed, dynamic and wiser decisions based on historical data, as well as placing HR on the level of other data-driven company departments, such as finance and marketing.

The collection of this enormous amount of data also poses challenges and potential risks to companies, including negative perceptions among employees about how their data is being used, employee privacy laws and potential security breaches. Strong and comprehensive security policies, protocols and controls are necessary to ensure employers are keeping their employees’ data safe. In 2019, a steady flow of communications to employees regarding advanced security and usage policies is key to prevent data misuse or misunderstanding regarding how information is collected and used.

Artificial intelligence also will continue to be a significant focus driving improvement in the HR arena. Determining which data to collect, analyze and protect will provide opportunities for AI to assume a larger role in HR. Also, in some large organizations, AI already is being used for more than just automating repetitive HR tasks, such as onboarding new employees. The future of AI for most companies will include creating more personalized employee experiences as well as supporting critical decisions. From analyzing performance data to eliminating biases when screening candidates, AI will continue to be a pivotal HR tool.

Strategies for successful recruitment. Running an effective talent pipeline should be the objective of all hiring endeavors. Pipelining is consistently gaining traction as a recruitment tool for new employees. The concept employs marketing concepts to ensure that companies have a diverse group of strong recruits waiting to be hired. Pipelining reduces time to hire and leads to better quality candidates.

Health, wellness and adequate employee training. Another area of importance is multi-faceted wellness programs, which focus on an employee’s total well-being, from nutrition to financial wellness. These programs often include a comprehensive employee assistance program, training and activities during worktime. The training can focus on anything from physical health to development of employees’ knowledge base and technology-focused education. A greater emphasis also is being placed on workplace communication coaching, such as collaboration and negotiation, which are critical to success in the workplace.

Continued training and heightened prevention of sexual harassment and discrimination will be another trend this year. Organizations big and small must ensure that compliant policies are in place and employees are trained on the policies. Several states including California, New York, Connecticut and Maine already mandate that private employers must provide harassment training to workers, and the number of states requiring this training is expected to increase in the coming years.

SOURCE: Seltzer, M. (03 January 2020) "Top 4 HR trends to watch this year" (Web Blog Post). Retrieved from https://www.benefitnews.com/opinion/top-4-hr-trends-to-watch-this-year


Nonprofit launches student debt benefits program for employees

With the cost of college increasing, employers are trying to help employees tackle their student debt. According to the Federal Reserve, student debt has increased to more than $1.6 trillion. Read this blog to learn about how Northern Rivers Family of Services, a New York-based nonprofit, is paying their employee's student debt.


Northern Rivers Family of Services, an Albany, New York-based nonprofit social services organization, has partnered with IonTuition to bring a student loan repayment benefit to the employer’s 1,400 employees.

Northern Rivers decided to take on the student loan problem by offering employees the valuable wellness benefit, which is also a powerful recruitment and retention tool, company representatives said. Indeed, student loan debt has soared to more than $1.6 trillion, according to the Federal Reserve, yet only 8% of employers offer their workers a student loan benefit, according to the Society for Human Resource Management.

“Student loans are a growing concern for today’s workforce,” says Linda Daley, chief human resource officer with Northern Rivers. “Sixty-five percent of our staff holds a bachelor’s degree or higher, and they’re saddled with the burden of student loan debt.”

Some employers that offer student loan repayment programs include Trilogy Health Services, Selective Insurance, Travelers Insurance, Wayfair and New Balance.

Employees with Northern Rivers will have access to a complete suite of student loan repayment tools plus a monthly contribution program, including concierge student loan advising, free accounts for family members, unbiased refinancing, default and delinquency recovery services, and college research tools.

“The repayment program is available for all benefit-eligible employees at Northern Rivers, which is approximately 1,060 of our employees,” Daley says. “With the IonTuition platform, the program was easy to roll out and our employees were immediately equipped with all the tools they need to reach financial wellness.”

Employees must have a minimum of six months with Northern Rivers to sign up for the contribution plan in which the organization will pay $35 a month toward employees’ student loans.

“Attracting and retaining quality talent in the nonprofit space is challenging,” Daley says. “This benefit gives our employees the security that their student loan payments are more manageable. ”

SOURCE: Schiavo, A. (16 December 2019) "Nonprofit launches student debt benefits program for employees" (Web Blog Post). Retrieved from https://www.benefitnews.com/news/nonprofit-launches-student-debt-benefits-program-for-employees


How to prevent employees from taking advantage of unlimited PTO

Attracting and retaining is becoming more difficult. Because of this companies are now offering competitive benefits to bring that talent to their company. Companies have added unlimited paid time off, along with work from home policies to their benefits offering. Read this blog post to learn how to prevent employees from taking advantage of new benefits being put in place.


In the quest to attract and retain top talent, more companies are offering competitive benefits including unlimited paid time off and generous work from home policies. But what if you have workers who abuse the policy?

To prevent workers from taking advantage, it’s critical that companies set proper guidelines, says Jonathan Wasserstrum, CEO and founder of Squarefoot, a commercial real estate company, which offers its staff unlimited personal time off. At his company, people were utilizing the policy from “all ends of the spectrum,” which led him to reassess how they monitored and encouraged time off.

“The war for talent is so strong right now, and when an employee is looking to make a decision, you don’t want to disqualify yourself because you don’t offer this benefit,” he says. “But people don’t use the amount of vacation days intended. You get some people who underutilize and over utilize. The bad spoils the good, and that's not the intent of unlimited policy.”

Unlimited paid time off is becoming a more popular benefit, especially in the tech space. According to Indeed, 65% of companies mentioned “unlimited PTO” in their job postings, and companies like General Electric and Kronos offer the benefit to employees.

While the standard time off has typically been two to four weeks, 55% of employees do not use all of their paid time off, according to the U.S. Travel Association. To level the playing field among his employees, Wasserstrum says he established guidelines that made unlimited PTO flexible, but still within reason.

“There are top performers who work a lot, and you don't want them to burn out. On the other end of the spectrum, there are those who take advantage of policy,” he says. “We frame it as flexible and not unlimited. The intent is for everyone to use it as time away from the office — it helps you refresh — so we encourage you to take anywhere from two to four weeks.”

Paid time off has a multitude of benefits, including increased employee morale and a better sense of work-life balance. And today’s workforce is in desperate need of time away from the office. According to Deloitte, 77% of employees say they have experienced burnout, and 70% say their employer does not do enough to prevent or mitigate work stress.

“Work-life balance looks very different now than it used to,” Wasserstrum says. “If I'm on vacation 20 years ago, you really can't get in touch with me. Now, everyone is 24/7 on, so you have to set the boundaries as an employer.”

In addition to more paid time off, more people are also reaping the benefits of remote work. According to a Gallup poll, 43% of the workforce works remotely some or all of the time, but employers like IBM, Aetna and Yahoo have pulled back on those policies and required workers to be on site instead, according to the Society of Human Resource Managers.

"[Managers] may have realized how blind and invisible remote workers are and they don't know what's going on at the remote location — what work that person is doing or what distractions they may have to deal with,” Judith Olson, a distance-work expert and professor at the University of California Irvine, told SHRM.

With more employees weighing the benefits of workplace policies, time off is still the top benefit employees look for. Metlife found 72% named unlimited paid time off as their most desired benefit, ahead of wellness plans and retirement programs.

While it may put companies at an advantage, PTO and other flexible work policies are just one part of the overall picture of a company’s workplace culture, Wasserstrum says.

“If you're winning people based on benefits, they're coming to you for the wrong reasons,” he says. “But every company looks and feels different from the inside and has a company culture that shouldn’t be one size fits all. This works for us and the work-life balance experience we want people to have.”

SOURCE: Place, A. (17 Decemeber 2019) "How to prevent employees from taking advantage of unlimited PTO" (Web Blog Post). Retrieved from https://www.benefitnews.com/news/how-to-prevent-employees-from-taking-advantage-of-unlimited-pto


Congress OKs paid family leave for federal workers

First-time landmark benefits are rising to the surface come the new year. In 2020, federal workers will receive paid family leave for the birth or placement of a child. Read this blog to learn what paid family leave for federal workers will look like come the new year.


Congress has given the green light for federal workers to receive 12 weeks of paid leave for the birth or placement of a child. This first-time landmark benefit comes as lawmakers and influential CEOs, continue to advocate for a nationwide parental leave policy.

The Senate approved and sent the 2020 National Defense Authorization Act (NDAA), which includes the leave provision, to President Donald Trump Dec. 17. The House passed the bill Dec. 11. Trump previously said he would sign the bill into law, and Ivanka Trump tweeted Tuesday afternoon that the president would sign the legislation this week.

The NDAA, sweeping defense legislation, provides 12 weeks' paid parental leave for federal employees based on language of a bill sponsored by Rep. Carolyn B. Maloney, D-N.Y. The benefit takes effect Oct. 1, 2020.

The NDAA also includes a "3.1-percent pay raise for our troops [and establishes] the United States Space Force," according to a statement by the White House press secretary. Bipartisan congressional lawmakers allowed for the creation of the Space Force as the sixth branch of the military in exchange for the new parental-leave benefits, according to The New York Times.

Calls for private-sector leave
The new benefit is reserved for federal employees and highlights the fact that the U.S. is the only industrialized country without a nationwide federal parental leave policy or law, according to Maloney.

The congresswoman noted in her opening remarks that the U.S. is one of only two countries that do not provide workers with paid family or medical leave, a statement presidential candidate Andrew Yang made during the November Democratic presidential debates. (It's worth noting that this is not strictly true, according to reporting from Inc.)

"This agreement is not perfect," she said. "The Senate refused to approve paid leave for medical reasons. This provision covers only federal employees. So, it does not cover anyone working in the private sector."

Maloney, who has advocated for such a benefit for many years, added, "We will continue fighting for these Americans in the months and years to come. But despite these drawbacks, this is an amazing accomplishment."

Some state and local governments require paid leave for private-sector employees, but that patchwork of laws serves neither employees nor employers well, according to the Business Roundtable, an association of CEOs of American companies.

Ginni Rometty, chairman, president and CEO of IBM, sent Trump and congressional leaders a letter Dec. 12 on behalf of the council, urging them to enact federal legislation creating paid family and medical leave benefits.

"Legislation should provide uniform standards that apply to all covered employees and that adhere to the federal Family and Medical Leave Act requirements," the letter said. "Doing so would benefit employees needing coverage as well as help businesses challenged by the growing patchwork of competing and inconsistent state plans."

As private companies compete with the federal government for top talent, benefits could be a deciding factor, and studies have shown that employers can boost retention by offering such perks.

SOURCE: Estrada, S. (17 December 2019) "Congress OKs paid family leave for federal workers" (Web Blog Post). Retrieved from https://www.hrdive.com/news/congress-oks-paid-family-leave-for-federal-workers/569286/