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SHRM board member David Windley discusses how unconscious bias can derail workplace diversity efforts.
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Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
SHRM, in collaboration with MassMutual, has recently released the findings of the 2013 Employer Perspectives on Disability Benefits survey. The purpose of the survey was to gain a better understanding of organizations’ needs and gaps regarding long-term disability and executive benefits. The research is presented in five parts that feature the following topics: Base Group Long-Term Disability Plans, Compensation and Buy-Up Coverage, Supplemental Plan/Individual Disability Income, Carrier Satisfaction/Changes, and Executive Group Life Benefits.
The majority of organizations believe that their long-term disability plans offer enough coverage for employees, but is this true for all employees? The findings reveal that only a small percentage of organizations account for variable compensation (e.g., bonuses, commission) in their long-term disability plans. In addition to providing adequate disability coverage for high-earning and executive employees, offering additional disability insurance plans may be advantageous in recruiting and retaining top talent.
View the results from the 2013 Employer Perspectives on Disability Benefits survey:
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