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BenefitsLink Named 'Best of the Web' by Human Resource Executive Online

We're the only site in the 'Benefits' category! Thanks for letting us share this news with you. Excerpt: With that in mind, we considered it fitting to present in this anniversary issue 10 of the best HR Web sites and 10 of the best HR blogs for your browser's Favorites/Bookmarks list.... [I]f it's about benefits, you'll find something about it on BenefitsLink. Just a cruise down its left side navigation/links bar, and you quickly get the idea how they chose the site's name back in 1995.

The Year in Review for Human Resource Management

Excerpt: The impact of the faltering economy on workers and their retirement savings, dealing with a presidential election that seemed to last forever, and more than a few regulatory and legal changes -- including substantial revisions of the FMLA and ADA -- were some of the events that kept HR leaders hopping during 2008.

Chief Human Resource Officers on Trends Shaping the Workplace, Outdated Policies Governing It, and the Way Forward (PDF)

86 pages. "[Recommendations] of the most senior HR executives working for America's largest employers on ... what can be done from a policy perspective to make the workplace work [include] ... [1] Increased portability of employee benefits that are not tied to tenure with a single employer.... [2] A tax-preferred system in the mold of a 401(k) that would help employees to save and pay off student loan debt sooner.... [3] Companies already providing generous paid leave benefits should have a federal safe harbor from being hampered by the varying requirements of state and local leave mandates.... [4] Protect the Tax Exemption of employer-sponsored health insurance (ESI).... [5] Federal legislation enabling employees to collect defined benefit plan retirement income earlier while permitting them to continue to work for their employer[.]"

Human Resources Perspective: A Survey of Larger 401(k) Plans

"The study reveals the views of human resources and benefits professionals administering 401(k) plans with assets of $100 million to over $1 billion. It took place in late 2016 and is based on telephone and online surveys of a nationally representative sample of 269 executives."

What Will Human Resources Look Like a Decade from Now?

Excerpt: As it did in 1998, Workforce Management has asked a group of HR executives and thought leaders to make their best predictions.

Say-on-Pay Advisory Shareholder Voting to Approve or Disapprove Executive-Pay Packages

"As say-on-pay becomes law, will U.S. shareholders give executives the thumbs up on compensation? Experts say the compensation structure should contain sufficient equity in the form of stock and options to align the executives' interest with shareholders. Executive stock awards should have long vesting periods, and pay plans should reward executives for outperforming peer groups at other companies."

Does Executive Compensation Communicate to Stakeholders That Company Is 'Doing the Right Thing'?

Excerpt: Executive compensation is controversial regardless of what you do, but becomes a lightning rod when executives win and the company, shareholders, workforce and customers lose. Studies show that companies that pay for performance outperform those that don't. HR leaders must take a stronger role in guiding and educating the executive team on executive-compensation direction and its impact on the rest of the organization and other interested parties.

An Interview with the Man Behind The Taft-Hartley Act of 1947

Excerpt: In an exclusive interview with Human Resource Executive, [J. Mack] Swigert, author of the Taft-Hartley Act of 1947, a law designed to return some power to businesses in a tumultuous era of work stoppages and labor turmoil, recalls those times and their ripple effects on large employers.

Executive Summary of SHRM's Executive Roundtable on the Future of Retirement Held July 2009 (PDF)

20 pages. Excerpt: The group examined the most pressing issues surrounding retirement. The discussion focused on the main weaknesses in the current approach to retirement planning and potential solutions. Participants also discussed the impact of the recession.

Executive Pay: Perception and Reality

Excerpt: As the economy tanks and rank-and-file workers lose income, security and jobs, executive pay has again become the focal point of public anger. The pay gap between the most affluent executives and the average worker yawns wide. Last year, Standard & Poor's (S&P) 500 chief executive officers averaged $10.5 million a year, 344 times the annual pay of typical U.S. workers.