I think it's easy for us to forget that HR is often the single most important touchstone for the average American worker when it comes to either medical or retirement advice.
Sounds crazy, I know, but think about it. You're often the only consistent, reliable source of information when it comes to medical benefits information and financial planning decisions. Because, honestly, how many of your employees are either educated or even interested enough to talk proactively with your broker? Or wealthy enough to hire their own financial advisor?
So, I'd argue it's the employer's responsibility – and by extension, yours – to be more proactive not only when it comes to communicating benefits information, but actually making ideological, as well as practical, changes to your current suite of benefit offerings. After all, your work force is changing right before your eyes. Is it so unreasonable to suggest you adapt, too?
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I only bring this up after stumbling across a study this morning that revealed single parents head a full quarter of American households. In fact, among 27 industrialized nations, we boast the highest percentage of said households. And while most of the parents are employed, they're struggling, mired in larger than average poverty rates.
Conversely, we're among the worst when it comes to actually addressing family care policies at the office. You know, things like child care at work or even something as internationally routine as paid maternity leave.
Yeah, those things are expensive. But isn't time we took a closer look? As the economy rebounds, benefits like these will almost certainly attract better talent. And it might be worth weighing these perks against the savings realized from happier, healthier, more motivated employees.
Just a thought.
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