MHK’s Post

The below graphic illustrates this complexity by highlighting four key PFML substantive areas – (1) qualifying absences, (2) covered family members, (3) length of benefits and duration of leave, and (4) amount of pay.[1]

Paid time off is a hot topic as independent schools navigate employees' changing expectations about work and look to provide benefits, like paid time off, that meet faculty and staff's needs while being manageable for the school. View the results of a recent flash survey that showed different approaches to paid leave, including vacation and personal days and paid parental leave in Net Assets. https://buff.ly/48bx5A4

🔊 Don't let your phone call go unnoticed! In our recent feature in The Times, we shed light on the challenges of getting through to the DWP. Have you experienced this frustration? Share your thoughts on navigating DWP's phone system and let's discuss possible solutions. Read the full article and join the conversation! #DWP #TheTimes #GovernmentServices https://ift.tt/e0qQoxr

#openenrollment for healthcare is a crucial time of year for employees, employers, marketplace plan members, and their families. The importance and impacts transcend well-beyond just picking a plan. ➕ #employers want to equip employees with a valuable, seamless experience paired with options that #benefit their needs and lifestyles. Benefits are a substantial portion of employees' overall compensation and equip them with necessary tools well-being through sound #benefitsadministration. ➕ employees and members expect and deserve a reasonable standard of support, a positive #experience, and a quality offering of benefit options. With the majority of Americans sourcing their coverages through their employment, they rely heavily on their company to empower them and their families with sustainable and beneficial #insurance #solutions. These are the coverages that protect them and their families from financial burden and from stressors. Enough said! Professionally and personally, I will always advocate for the importance of employers' and individuals' options, decisions, and support surrounding #employeebenefits. These can be year-long choices, with significant and wide-ranging influences. I encourage all to reach out to the Steele Benefit Services team and me for any open enrollment or benefits-related questions or needs!

𝗪𝗵𝗮𝘁 𝗢𝗽𝗲𝗻 𝗘𝗻𝗿𝗼𝗹𝗹𝗺𝗲𝗻𝘁 𝗶𝘀 𝗥𝗲𝗮𝗹𝗹𝘆 𝗔𝗯𝗼𝘂𝘁, 𝗔𝗻𝗱 𝗜𝘁’𝘀 𝗡𝗼𝘁 𝗪𝗵𝗮𝘁 𝗬𝗼𝘂 𝗧𝗵𝗶𝗻𝗸 𝗧𝗵𝗲 𝗛𝗲𝗮𝗿𝘁 𝗼𝗳 𝗢𝗽𝗲𝗻 𝗘𝗻𝗿𝗼𝗹𝗹𝗺𝗲𝗻𝘁 Open Enrollment has nothing to do with the administrative task of signing up for benefits—it's a significant moment that ensures peace of mind for employees. Open Enrollment is not about the act of choosing plans; it's fundamentally about safeguarding financial security and emotional well-being for individuals and their families. Learn more about how Steele can help with this process: https://ow.ly/m2fv50Q4zCL

Some of the most compelling reasons to join PTH as a therapist are in the ways that PTH blends the best of solo and group practice environments. One of the major reasons, not explored in detail in this diagram, is the higher earning potential at PTH.

The reality of Friday nights 👀 Owning your own business can bring so many freedoms that you simply can't get with employment, but it also means working at 1-2am ⏰ Everything for our clients is done as a priority, which means AHS is sometimes popped on a back burner - it's just the way it needs to be at times! Tonight I've sat and looked into the business as a whole, made plans for 2024 in terms of staffing, where we want to be, what our aims are and most importantly, our goals for our clients 🙌🏼 Who's awake right now? Please say it isn't just me! 🤣 #socialmediamarketing #digitalmarketing #teesside #middlesbrough #teessidebusiness #marketingagency

#CaringIsSharing 💚 ANYONE affected by trauma of the #PostOfficeScandal is requested to come forward and assist Sir Wynn and the Inquiry get to the truth. Thousands of workers were affected and I'm following this Inquiry closely as it will likely set a precedent for the mass financial harm caused to ~10m Workers and ~2.8m SMEs who were forced into saving contributions into 'low cost' Workplace Default Funds that were guaranteed not to meet the known unmet needs of 9 in 10 workers. #Pensionwashing in many aspects mirrors the 'shady' actions taken by the Post Office top brass. Despite multiple warnings, that systemic failures were escalating harm, Executives took no action, in some cases covered up failures, and similar to the Post Office Lawyers, refuse to provide financial evidence for years. The Post Office Inquiry is crucial to uncovering all the unethical steps taken, all the extended harm suffered and for the appropriate levels of Restitution and Justice to be served. My hope is that UKFS pays close attention to the extent of financial harm caused to victims of injustice, noting that the average sums involved in the Post Office failures are broadly similar in size to amounts that ~10m Workers have lost, due to Key Persons failing to protect consumers from suffering harm. Please raise awareness of this latest 'In Your Own Words' phase of the Post Office Inquiry, which seeks to support thousands of workers obtain Justice. ---------‐---- Restitution Day (R-Day 🎃) is an annual reminder for ~10m workers and ~2.8m SMEs who have lost an estimated £600bn in future retirement benefits because the Pension computer said 'No'. Thankfully, my challenge to the FCA Executive and Pension Minister in 2020 to address multiple systemic failures, have been addressed in the form of the new Consumer Duty Law and Mansion House Reform. However, the FSCS is limited to £85,000, which leaves those Most at Risk (MaR) with unmet needs that on average are around £250,000. The final phase of Consumer Duty will be live in August 2024 and all Firms will be required to address the needs of all workers, both active and paid up savers. The 3PPS Framework is being updated to help millions of workers identify their unmet needs and apply for Restitution Funding to help deliver better outcomes. For updates please follow me or the hashtags below #10MillionMaR #RDay 🎃

On my way to the MTAC Open Session. In addition to rate increases, what else will we learn this afternoon? #usps #postalreform #postagerates

Employee : I have a medical emergency, I need to rush home. Won't be available for some time. Now there are two managers in this situation, lets call them M1 and M2. M1 comes up with a bunch of last minute things without understanding what an employee is going through. He feels that his employee owns him just because he was "flexible" enough to allow the employee to rush back home. When will you be back? We have deadlines to meet? Can you complete XYZ things before going home? I will need you to be back within a week. Instead, M2 simply asks the employee to not worry about office and take as much time as he needs on the personal front without worrying about any work or deadlines. Goes without saying M1 faces huge attrition, his team does not respect him and they switch the first chance they get. On the other hand, M2 has built a great team who supports him through thick and thin in the long run Moral of the story : Don't be like M1.