American Society of Employers (ASE) Presents Annual Employment Law Conference on August 15th

Media Contact: Heather Nezich, Communications Manager, ASE, hnezich@aseonline.org, 248.223.8040

Conference focuses on the challenges of HR professionals navigating the ever changing legal landscape.

Livonia, Mich. – July 16, 2019 – The  American Society of Employers (ASE), one of the nation’s oldest and largest employer associations, will update attendees on the latest employment law trends and regulations at its annual Employment Law Conference to be held Thursday, August 15, at the VisTaTech Center at Schoolcraft College in Livonia.

“The legal landscape for employers is ever changing,” stated Corrado.  “This conference provides updates and guidance on today’s employment trends and how to be more effective and compliant in day-to-day HR activities.  All sessions are led by leading lawyers in Southeast Michigan.”

The Employment Law Conference will feature a legislative update on Federal and State laws, attorney-led panel for an “Ask the Panel” session, and specialized breakout sessions that give the latest updates on the laws and regulations that impact the day-to-day employer/employee relationship. Sessions will include:

  • Legislative Update: Federal and Michigan
  • Keeping up with Equal Pay and Pay Disparity Laws
  • Biometrics and Employer Liability
  • Immigration Compliance and Enforcement
  • When Employee Rights Collide: LGBT Rights Under the Law
  • The Trump NLRB – The Dos and Don’ts That All Employers Must Know About!
  • Accommodations Galore: ADA, Pregnancy, USERRA, Religion and More
  • Ask the Panel:  Everything You Wanted to Know from Your Legal Counsel and Didn’t Want to Pay For
  • A Survival Guide to Understanding Risk in the Age of AI
  • How to Manage Paid Sick Leaves
  • #MeToo in Today’s Workplace

Law firms presenting include Clark Hill PLC; Ogletree Deakins; Fragomen; Nemeth Law PC; Foster Swift Collins & Smith PC; Dinsmore & Shohl LLP; Seyfarth Shaw; Jackson Lewis PC; and Jacqulyn G. Schulte, PLC.

For a complete Employment Law Conference agenda and registration information, please visit https://www.aseonline.org/Conferences-Events/Employment-Law. Early bird registration ends July 20th.


About the American Society of Employers (ASE) – a Centennial Organization

The American Society of Employers (ASE) is a not-for-profit trade association providing people-management information and services to Michigan employers. Since 1902, member organizations have relied on ASE to be their single, cost-effective source for information and support, helping to grow their bottom line by enhancing the effectiveness of their people. Learn more about ASE at www.aseonline.org.

American Society of Employers (ASE) Releases 2019 Healthcare Insurance Benefits Survey Findings

Employee Education Stressed as a Means to Control Costs – While the rising of costs has slowed, employers are focusing on employee education to keep healthcare costs down.

Media Contact: Heather Nezich, Communications Manager, ASE, hnezich@aseonline.org, 248.223.8040

Livonia, Mich. – July 9, 2019 – American Society of Employers (ASE), one of the nation’s oldest and largest employer associations, has released its 2019 Healthcare Insurance Benefits Survey.  The annual survey, covering Michigan employers, examines the premiums, deductibles, and co-pays of employer-sponsored health plans as well as wellness benefits and cost control strategies.

Highlights of the ASE 2019 Healthcare Insurance Benefits Survey Include:

  • Median premium increases (after plan changes) remained flat compared to data reported in last year’s study.  According to this year’s sample, median premium increases were just 3% for the 2018 and 2019 plan years.  Median increases for 2020 are projected to be 5%.
  • A majority of the participants (38%) reported offering two types of health plans.  The most utilized plan type continues to be the Preferred Provider Organization Plans (PPO) with 86% of companies offering this option.  39% of non-union firms offer an HMO compared to 35% a year ago.  Much of that growth was among small employers (those with fewer than 50 employees).
  • The three-tiered price structure (generic, preferred brand, non-preferred brand) for prescription drug plans remains as the most popular among traditional PPOs with 53% of non-unionized organizations reporting this structure. At 22% four-tiered price structures followed as the second most prevalent among Michigan employers.
  • Median annual employer contributions to Health Savings Accounts (HSA) remained unchanged from the last three years with an employee only contribution totaling $500 and an employee + family contribution totaling $1,000 in non-unionized organizations.

Cost containment strategies were also addressed in the annual survey. Highlights include:

  • The number one strategy that employers plan to implement in 2019 is increasing employee education regarding health plan features and costs (17%). This was followed closely by plans to implement/expand wellness programs, which top the list of strategies that companies are considering but have yet to set a timeline for.
  • Slightly more than a quarter of those surveyed reported considering future employee costs share arrangements where employees will be required to incur a greater portion of the healthcare expense.

The ASE 2019 Healthcare Insurance Benefits Survey findings were announced by ASE President and CEO, Mary E. Corrado.

“It is encouraging that employee education is increasingly utilized as a means to control costs.  Helping employees be better, more informed consumers, is key as more companies implement high deductible health plans or, in general, require employees to share more of the healthcare expense” stated Mary E. Corrado, ASE President & CEO.

Background information on the ASE 2019 Healthcare Insurance Benefits Survey:

  • 217 organizations from across Michigan participated.
  • Organizations with 50 to 499 employees nationally made up more than 52% of the survey sample, while organizations with more than 500 employees nationally represented nearly 29% of the sample. The remaining 18% of the sample came from organizations with fewer than 50 employees nationally.
  • A variety of industries have been represented in the survey, with durable goods, manufacturing (41%) leading the pack. Trades and services (33%) were the second-largest industry representation.

To obtain a copy of ASE’s 2019 Healthcare Insurance Benefits Survey, contact ASE’s Survey Team at surveys@aseonline.org or 248.223.8025.  This survey is available at no cost to ASE-member survey participants and is available for $1,350 for non-members.

Invitation to Participate: Boston University Study on Workplace Misconduct

By: Boston University’s Questrom School of Business

 

FOR IMMEDIATE RELEASE
Date:  July 2, 2019
Contact:  Sanaz Mobasseri, PhD, 312-752-8849; Jessica Simes, PhD, 617-650-4387

Website: https://www.buorgstudy.com
Email: orgstudy@bu.edu

 

Hello,

My name is Sanaz Mobasseri and I am an Assistant Professor of Management and Organizations at Boston University’s Questrom School of Business. My coauthor, Dr. Jessica Simes in the Sociology Department, and I are studying how companies respond to allegations of workplace misconduct and how they shape decisions about people’s employment.

We are inviting you to participate in this research study because we think we can learn a great deal from your unique perspective and rich work experiences in human resources, diversity inclusion, or employee relations within the U.S. finance and technology industries.

Because there is very little research on how employee allegations of misconduct are documented and shared with current and future employers, the results of this study can offer managers specific guidance about how to address and respond to misconduct in their own workplaces. Study results will be written up and shared with participants.

Your participation would consist of a one-time interview with me or a member of my research team. Interviews typically last thirty minutes, and can be done via webinar, conference call, or in-person. Interviews will be very conversational in style. You will be free to elaborate on any topic you would like to or pass on any questions that you prefer not to answer.

Due to the sensitive nature of these topics, we are committed to maintaining the highest level of confidentiality for your interview. No identifying information about you or your employer will ever be linked to the data from your interview, and we can stop recording or interviewing at any point. All data, files, and research notes will be stored on password-protected encrypted drives that are only accessible to members of the research team. If you are interested in participating, we will provide you with more details about the study procedures, risks, and benefits.

To register to participate, please visit www.buorgstudy.com, where you can also find additional information about the study.

Thank you for your consideration. If you would like to discuss further or have any additional questions, you can email us at orgstudy@bu.edu or contact us individually.

 

Ultimate Software Earns Two Gold Stevie Awards for Customer Service

By: Ultimate Software

 

FOR IMMEDIATE RELEASE
DATE:  June 19, 2019
CONTACT:  Christie Hecht (248) 229-5125

 

 Ultimate Software Earns Two Gold Stevie Awards for Customer Service

Ultimate Software, a leading global provider of human capital management (HCM) and employee experience solutions in the cloud, announced today that the company earned two Stevie Awards for outstanding customer service from the 2019 American Business Awards. Ultimate received a Gold Stevie in the category of Migration as a Service for its UltiPro Launch service for new customers, and Ultimate’s Services team earned an additional Gold Stevie for Customer Service Department of the Year in the category of Computer Software–More than 2,500 Employees.

UltiPro Launch offers a collaborative rollout experience to help new Ultimate customers go live on UltiPro with ease and efficiency. An intuitive blend of product and service, UltiPro Launch includes a personalized project dashboard with detailed insights into the entire process, as well as a guided setup led by Ultimate’s experts to ensure a smooth transition to UltiPro. Dedicated project managers oversee each launch, so customers receive personalized, proactive assistance every step of the way.

Ultimate views all its customers as “Partners for Life,” offering a level of proactive service that goes beyond product support, to ensure customers get the most out of UltiPro—from improving processes to building stronger workplace cultures to boosting bottom lines. Ultimate’s Services team uses a unique Collaborative Account Support Team (CAST) model to ensure a more tailored and consistent customer service experience. Customers also have access to dedicated account managers and 24/7 support with a Rapid Response hotline, as well as unlimited training and ongoing learning opportunities at no additional cost. Ultimate’s equal focus and continued investment in both product and service have driven its 96% customer retention rate.

“Just as Ultimate has made people our first priority for the past 29 years, our Services team has provided a personalized, ‘People First’ approach to serving thousands of diverse customers across the globe,” said Julie Dodd, chief operating officer at Ultimate. “That service begins on day one and continues through a lifelong partnership, with our account managers working hand in hand with every organization. Ultimate’s employees are empowered to not only support, but also anticipate, our customers’ unique business needs, and we are committed to delivering the industry’s best and most comprehensive customer service. We congratulate our more than 2,400 Services team members across Ultimate on earning these prestigious awards. Their service excellence helps fuel our customers’ achievements with UltiPro every day.”

About Ultimate Software
Ultimate Software is a leading global provider of cloud-based human capital management and employee experience solutions, with approximately 51 million people records in the cloud. Our award-winning UltiPro delivers HR, payroll, talent, and time and labor management, as well as HR service delivery solutions. Questions? Contact Christie Hecht at 248.229.5125 or Christie_Hecht@ultimatesoftware.com

Diversity: The New Workforce

By: Cecile Alper-Leroux at Ultimate Software
June 12, 2019


The below post is an excerpt from Cecile Alper-Leroux’s, VP of HCM Innovation at Ultimate Software, new book, 
From Dissonance to Resonance: Bringing Your People and Organization into Sync.

Diversity: The New Workforce

Today’s workforce is made up of a broad range of previously underrepresented groups of people—women, people of color, immigrants, disabled people, and LGBTQ individuals. For the most part, newer arrivals to the workforce are comfortable with diversity. They are accepting of and even expect diversity as a natural priority in their education and work institutions. But often our workplaces are full of biases that don’t represent what is actually happening in the world around us, and that needs to change for people to be in resonance with our organizations.

Diversity & inclusion initiatives and programs have entered the mainstream and moved beyond the realm of HR. In fact, diversity & inclusion (D&I) is increasingly becoming a component of companies’ employee recruitment and customer branding strategies. Businesses promote their D&I statistics to candidates in online recruiting materials and solutions and in annual report images, noting percentages of employed women, African Americans, Hispanics, LGBTQ, disabled, and other underrepresented employee groups. Organizations that do not provide this information must answer to candidates factoring workforce diversity into their employment decisions.

Progress has been made. The problem is that these messages, images, and statistics focus on apparent diversity, which is fairly easy to manufacture in photographs and almost as easy to create and tally up with targeted hiring practices. Yet the truth about diversity is more nuanced. Both visible and unseen differences exist. Consequently, hiring for diversity does not ensure lasting diversity, resulting in a hidden “revolving door” of inequity in promotions, pay, and other critical measures of workplace health.

Adding to the complexity is that people may opt out of categorization. For example, an increasing number of employees are choosing to not identify as a single ethnic category, with more people stating that their heritage as “mixed.”  Women may choose not to participate in programs designed to benefit women because they want to be judged solely on their merits and not their gender, often knowing that the playing field is anything but uniformly equal and that meritocracy is a myth.

Creating a Culture of Diversity, Equity, Inclusion & Belonging

Creating an authentic culture of inclusion is much harder than achieving workforce diversity, yet it is just as critical. Without inclusion, if people sense that others judge them because they are “different,” this may adversely affect their self-esteem, freedom of expression, ability to collaborate openly, and their overall work engagement and productivity.

Why do so many companies fail at inclusion? One answer is implicit bias—ingrained stereotypes about different people that cloud the thinking of the dominant cultural paradigm, affecting understanding and decision-making. Implicit bias is not all-out racism, sexism, or any of the other –isms. All people are susceptible to snap judgments with no basis in fact about perceived differences—it’s hard-wired into our DNA. We do our best to ignore these instincts, but they’re frustratingly resilient, coloring our decisions and perceptions in ways we may not even realize.

While outward signs of prejudice can be met with immediate reprimands or job termination, implicit bias (or unconscious bias, as it is also called) is more difficult to perceive and manage. Whereas diversity can be measured across types of people, inclusion has to do with each person’s feelings about how the dominant or standard of workers in the organization perceive them. Eradicating implicit biases to make all employees feel valued, respected, and supported is far more difficult—yet more important—than tallying up varied demographic metrics.

How to Create Workplaces that are Resonant with Identity  

Tremendous business opportunities are available to companies that value the contributions of all their employees, whether they’re gay or straight, black or white. The more extensive the diversity of people in an organization, the greater the possibility of generating unique ideas and innovating.

A resonant workplace benefits organizational strength as much as it benefits the people working within it. When organizations are inclusive of the total workforce population, improved financial outcomes, a stronger economy, and a better society result.

Since the starting line is always different for underrepresented groups, companies building resonant organizations may need to tip the scales in favor of women, people of color, LGBTQ individuals, and neurodiverse people to achieve balance and desired outcomes. A culture that supports everyone in the workplace is a culture in which all people can flourish and achieve wonderful things.

While a resonant workplace makes managing and leading a workforce more complicated and challenging, it opens the door to new realms of economic opportunity. The incredible diversity of today’s workforce encompasses cultural attributes that will help companies create, enrich, and deliver new products and services for the entire spectrum of the world’s population.

Attorneys Allen, Hester join firm’s Transportation Law Practice Group

By:  Plunkett Cooney

 

FOR IMMEDIATE RELEASE
DATE:  June 11, 2019
CONTACT:  John E. Cornwell (248) 901-4008

 

Attorneys Allen, Hester Join
Firm’s
Transportation Law Practice Group

Bloomfield Hills, MI — June 11, 2019 — Plunkett Cooney, one of the Midwest’s oldest and largest law firms, recently added two attorneys, Danny C. Allen and Aleasha Hester, to its Transportation Law Practice Group.

A member of the firm’s Bloomfield Hills office, Allen focuses his practice in the areas of first-party no-fault and third-party motor vehicle  negligence. As former house counsel for a major American insurance provider, he has experience handling personal injury protection, uninsured/underinsured motorist premises liability and bodily injury claims.

A member of the State Bar of Michigan since 2007, Allen received his law degree from Wayne State University Law School. He received his master’s degree from Roosevelt University in Chicago in 2000 and his undergraduate degree from Albion College in 1996.

Hester is a member of the firm’s Detroit office who focuses her litigation practice in the areas of motor vehicle liability and no-fault law. Her clients include insurance companies and businesses in first-party, third-party and uninsured and underinsured no-fault law cases with an emphasis on fraud investigation. This work includes experience with special investigative units in matters involving fraud in the procurement, fraudulent claims, policy rescission and coverage disputes. Hester also has experience handling premises liability, commercial litigation and trust and estate planning matters.

A member of the State Bar of Michigan since 2016, Hester received her law degree from Western Michigan University Cooley Law School and her undergraduate degree from Northwood University in 2006.

Plunkett Cooney’s Transportation Law Practice Group includes the talents of more than 20 attorneys across the states of Michigan, Ohio and Indiana. The group’s members provide an array of litigation and risk management services, including expertise in the areas of trucking liability, first- and third-party auto liability, cross-border claims with Canada, fraud investigation services and emergency accident response.

Established in 1913, Plunkett Cooney is a leading provider of business and litigation services to clients in the private and public sectors. The firm employs approximately 150 attorneys in eight Michigan cities, Chicago, Illinois, Columbus, Ohio and Indianapolis, Indiana. Plunkett Cooney has achieved the highest rating (AV) awarded by Martindale-Hubbell, a leading, international directory of law firms. The firm was also recently selected by Crain’s Detroit Business as its inaugural Law Firm of the Year.

For more information about Danny C. Allen and Aleasha Hester joining Plunkett Cooney, contact the firm’s Director of Marketing and Business Development John Cornwell at (248) 901-4008; jcornwell@plunkettcooney.com

Merces / MMA Compensation In Michigan Survey

Merces Consulting is pleased to announce that the annual Merces / MMA Compensation In Michigan Survey (Manufacturing Edition) is now available for purchase.  For over 20 years Merces has collaborated with Lansing-based Michigan Manufacturers Association (MMA) to provide essential up-to-date compensation and benefits information for Michigan employers.

The current survey includes salary and bonus information for 120+ jobs covering accounting/finance, building/grounds maintenance, engineering, general executive, human resources, information systems, materials management, manufacturing (production, skilled trades and quality assurance/control), office/administrative and sales/marketing provided by MMA manufacturing members.

Contact Linda Budd, the Survey Director, to purchase a copy.

Linda Budd
Telephone: 248-721-9561
Email: lmbudd@mercesconsulting.com

American Society of Employers (ASE) Releases 2019 Compensation Survey Results

Modest Wage Gains Continue for Most, but Engineering, Quality, and HR See Above Average Growth

Media Contact: Heather Nezich, Communications Manager, ASE, hnezich@aseonline.org, 248.223.8040

Livonia, Mich. —May 29, 2019 — The American Society of Employers (ASE), an employer association serving Michigan employers for over 116 years, released the organization’s 2019 Compensation Survey results at its Compensation and Benefits Conference last week. It’s the 67th year that ASE has published the annual survey.  The findings were released by Mary E. Corrado, president and CEO of ASE.

“This year’s survey results showed a continuation of the modest wage gains we have seen for the last several years.  However, despite the lack of volatility in wages there remains challenges.  Digging deeper into the data does reveal that jobs that require technical skills are commanding higher rates of increases than others.  While that is not unexpected, it does require employers to proactively engage in ongoing market assessments,” stated Corrado.  “Unless something derails the current economic expansion, we expect pressures on wage growth to accelerate given the tightening labor supply,” added Corrado.

2019 Survey Demographics

A total of 335 companies, 57% of them located in the metro Detroit region, responded to the survey, which was distributed to human resource professionals via an online survey in January 2019. Nearly 40% of the respondents are classified as automotive suppliers, and 474 jobs were reported on.  83% of the organizations that responded have 1-500 employees.

2019 ASE Compensation Survey Highlights:

  • Actual wage increases, based on a constant sample of companies, increased 2.7% year over year.
  • Merit increase budgets, what a company budgets for performance-based pay increases, averaged 3%.  This is consistent with 2018 merit budgets.
  • Organizations offering variable or incentive pay showed a slight increase to 83% in 2019 compared to 81% in 2018.
  • Several fields witnessed average wage increases of 3.5% and higher, with the Engineering Support, Human Resources, Inspection / Quality and Supply Chain/Logistics job families each showing increases of 3.7% or higher.
  • Product Development Engineering and Electrical Engineering job groups average wage increases were 3.8% and 3.6% respectively.

To obtain a copy of the 2019 Compensation Survey results, contact Kevin Marrs, Vice President at ASE, 248-223-8025 or kmarrs@aseonline.org.

About the American Society of Employers (ASE) – a Centennial Organization

The American Society of Employers (ASE) is a not-for-profit trade association providing people-management information and services to Michigan employers. Since 1902, member organizations have relied on ASE to be their single, cost-effective source for information and support, helping to grow their bottom line by enhancing the effectiveness of their people. Learn more about ASE at www.aseonline.org.

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CAPTRUST Announces Performance Results for 2018

 | Raleigh, NC

Firm ended fiscal year with 21.5 percent revenue growth and $65 billion in new client assets

RALEIGH, NC – April 25, 2019– CAPTRUST Financial Advisors (CAPTRUST), one of the nation’s leading independent wealth management and retirement plan advisory firms, released its 2018 calendar year performance results. CAPTRUST concluded 2018 with $65 billion in new client assets, bringing the firm’s total assets under advisement to more than $300 billion. The firm also saw 21.5 percent revenue growth, maintained a 97 percent client retention rate, added 96 new employees, and welcomed five new firms under the CAPTRUST brand.

“In 2018 we reached another growth milestone, crossing the 500-employee mark for the first time in CAPTRUST’s history”, said J. Fielding Miller, CEO, CAPTRUST.“We were also honored by InvestmentNewsas one of its 2019 Best Places to Work for Financial Advisors. This ranking and our continued growth are a testament to our talented team at CAPTRUST and our commitment to putting them at the forefront of all that we do.”

CAPTRUST, which is employee-owned, has recorded a 26.8 percent shareholder total return compounded since 2004. The company saw the addition of 37 new shareholders in 2018 for a total of 294 shareholders, or 57 percent of total employees.

As part of its commitment to give back to the communities it serves, CAPTRUST, along with its 501(c)(3) nonprofit organization, the CAPTRUST Community Foundation, donated more than $724,000 to worthy causes for a record year of charitable giving in 2018. The organization is well on its way to achieving its goal of donating $10 million by 2026.

“We are always looking for ways to not only attract the best talent, but also to highlight the work, unique ideas, and philanthropic efforts of the talent we currently have at CAPTRUST,” said Rick Shoff, managing director, CAPTRUST. “Our impressive team is the key to our continued success and this growth would not be possible without their hard work, dedication, and commitment to the firm and the communities in which they live.”

CAPTRUST also announced the winners of its annual Brick Awards during the firm’s Advisor Kickoff meeting. The Brick Awards go to employees who exemplify CAPTRUST’s mission to enrich the lives of its clients, colleagues, and communities through sound financial advice, integrity, and a commitment to service beyond expectation. The Brick Award categories and winners include:

  • MVP – Jon Meyer, Chief Technology Officer, Business Operations Group
    • Awarded to the person who has provided the most significant overall contribution to the firm. Set apart from the crowd, the MVP best represents the spirit and goals of the company mission.
  • Client Service – Pat Burger, Senior Client Management consultant, Business Operations Group
    • Awarded to the person who best represents CAPTRUST’s mission to enrich the lives of its clients with service that exceeds expectations. The winner demonstrates an extraordinary level of service, which helps to build relationships and ensure long-term client satisfaction and retention.
  • Community Service – Trae Cole, Client Relationship Manager, Business Operations Group
    • Awarded to the person who best represents the CAPTRUST mission to enhance the lives of people in need within its communities. Recipients of the Community Service Brick demonstrate great passion for helping others and are most generous with the gifts of their time, talent, and resources.
  • Financial Advisor of the Year – Barry Schmitt, Senior Vice President, Financial Advisor
    • Awarded to the person that best exemplifies the traits and characteristics of not only an advisor to his or her clients, but also as a mentor and supporter to his or her fellow advisors.
  • Step Up – Pete Ruffel, Institutional Solutions Team Leader, Consulting Solutions Group
    • Awarded to the person who has taken on a major new challenge or accepted additional responsibilities and enhanced the firm by their actions.
  • Rainmaker – Steve Schott, Principal and Director, Institutional Religious Retirement and Foundation Services
    • Given to the financial advisor (or advisory team) who brings the most new business to CAPTRUST in a given year. The award recognizes the advisor’s consulting skills and the necessity to continuously grow the CAPTRUST client base.
  • Innovation Award – Market Value Input Tool
    • Awarded to a CAPTRUST team or teammate who has developed an idea or initiative which benefitted CAPTRUST by improving its process or revolutionizing an approach, product, or service offering.

For media inquiries regarding this press announcement, or to speak to a CAPTRUST spokesperson, please contact: CAPTRUST@ficommpartners.com. For information about joining the CAPTRUST team, visit: captrust.com/advisorgrowth/.

About CAPTRUST
CAPTRUST Financial Advisors is an independent, employee-owned firm that provides investment advisory services to retirement plan fiduciaries, endowments and foundations, and comprehensive wealth planning services to executives and high-net-worth individuals. Headquartered in Raleigh, North Carolina, the firm represents more than $300 billion in client assets from its offices located across the U.S.