All Events articles – Page 23
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Employee Benefits Live: Top strategies for controlling pension costs
Opting for full systems automation, not having too many investment managers and looking carefully at legal costs are the top three strategies for controlling pensions costs, according to Penny Green, chief executive of Saul Trustee Company and managing director of STC Pensions Management.Speaking in the same panel debate on effective ...
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Employee Benefits Live: Ceva Logistics reduces absence following launch of recognition scheme
Ceva Logistics has improved sickness absence levels following the introduction of a recognition programme.Speaking at Employee Benefits Live 2011, Nik Butcher, head of reward at Ceva, explained that a staff survey showed that there were low levels of engagement within the organisation and that employees required appreciation from their employer.Ceva ...
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Employee Benefits Live: Vodafone focuses on employee engagement
Vodafone has increased its focus on employee engagement and communications to enhance employees’ experience of its flexible benefits scheme.Speaking at Employee Benefits Live 2011, Alissa Davis UK reward manager at Vodafone, explained how, following a staff survey in 2011, the telecommunications firm realised there was a lack of understanding and ...
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Employee Benefits Live: Benefits managers should know as much as their corporate advisers
Benefits managers should ensure they know as much as their corporate advisers do about how to search the market.Speaking in the session ‘How to carry out a benefits review and tender process’, Jane Richards, group HR – remuneration and benefits at The Royal Bank of Scotland Group, drew on her ...
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Employee Benefits Live: McDonald’s Restaurants and John Lewis Partnership make TRS relevant to diverse employee groups
McDonald’s Restaurants and the John Lewis Partnership have been using technology to make their total reward statements (TRS) relevant to their mobile and diverse employee bases.Neal Blackshire, benefits and compensation manager at McDonald’s Restaurants, and Jon C White, manager, leisure activities, leisure benefits at John Lewis Partnership, shared their experiences ...
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Employee Benefits Live: Google focuses on emotional wellbeing to make staff healthiest on the planet
Emotional wellbeing is the most important part of making Googlers the healthiest employees on the planet.During the opening keynote session of Employee Benefits Live 2011 on 27 September, Oli Husemeyer, Europe, Middle East and Africa (EMEA) lead for ‘Optimize your life’ at Google, said that helping employees build emotional resilience, ...
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Employee Benefits Live: Dairy Crest successfully closed final salary scheme to future accrual
Dairy Crest closed its defined benefit (DB) scheme to future accrual, a move which saved the firm £700 million in future liabilities.Addressing delegates attending Employee Benefits Live 2011, which kicked off 27 September at the Business Design Centre in Islington, Rob Tansey, group HR director at Dairy Crest, spoke of ...
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Secondsight to raise funds for Kenyan schools at Employee Benefits Live
Employee benefits adviser Secondsight will be raising funds for two Kenyan schools at Employee Benefits Live 2011.After a trip to Kenya, one of the firm’s partners, Darren Laverty, pledged to support the Amani Junior Academy and the Showers of Blessings school, both situated in Watamu, two hours north of Mombassa, ...
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Employee Benefits Live: ICE Group closes DB pension scheme and saves money with new GPP
Since the Institute for Civil Engineers (ICE Group) closed its defined benefit (DB) pension scheme to future accrual and launched a group personal pension (GPP) scheme in 2010 it has saved £240,000 and reinvested in new benefits.Speaking at Employee Benefits Live, Ethan Kelly-Wilson, project director, human resources, ICE Group, said ...
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UK Healthcare to launch cash plan at Employee Benefits Live
UK Healthcare will be introducing a corporate health cash plan at Employee Benefits Live, which will be held on 27 and 28 September at the Business Design Centre in London.The plan has been developed for organisations with over 50 employees, and starts at £1 per employee per week.UK Healthcare is ...
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Employee Benefits Awards 2011: Most effective use of a voluntary benefits plan
WINNERCancer Research UK, CR-UK RewardsThe judges were impressed by this charity organisation’s belief that, if at first you don’t succeed, try, try again. When Cancer Research UK’s previous voluntary benefits scheme suffered from very low take-up levels, a lack of promotion and a sign-up process that seemed to discourage staff ...
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Employee Benefits Awards 2011: Most effective use of a flexible benefits plan
WINNERCisco, i-Benefit@Cisco entered by Thomson Online BenefitsCisco was the outright winner in this category because of its input from top leadership, the speed at which the new package was delivered to staff, its focus on aligning its employee profile and business brand, and the impressive savings worth more than £1 ...
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Employee Benefits Awards 2011: Most effective travel strategy for business and perk car drivers
WINNERInterserve Project Services, Fleet Carbon Reduction Scheme entered by The Miles ConsultancyThis entrant’s UK car strategy is closely aligned with its business needs to provide transport for almost 1,300 drivers, as well as its corporate social responsibility goals to reduce greenhouse gas emissions. Almost all the fleet is classified as ...
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Employee Benefits Awards 2011: Most effective pensions strategy
WINNERInstitution of Civil Engineers entered by SecondsightThe Institution of Civil Engineers Group dealt with the closure of its final salary pension scheme in a fair and responsible way, while taking into account employees’ negative reactions to the changes. Generous employer-funded contributions were offered for members to sweeten the pill for ...
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Employee Benefits Awards 2011: Most effective sickness absence management strategy
WINNERCisco, i-Benefit@Cisco entered byThomsons Online BenefitsAs winner of this category, Cisco demonstrated the implementation of a sickness absence management scheme that reduced the high number of staff on long-term sick leave and tackled the underlying causes of ill-health.With a high-performing culture and long working hours, Cisco was affected by high ...
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Employee Benefits Awards 2011: Most effective motivation or incentive strategy
WINNERThe Pensions Trust, Rewards and Benefits ProgrammeA key part of this entrant’s people strategy is what it describes as the deal between the employer and the employee. This refers to what it means to work for The Pensions Trust and the benefits of the employment relationship for both parties. A ...
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Employee Benefits Awards 2011: Most effective benefits strategy for working parents or carers
WINNERUniversity of Lincoln, UOL Total Reward and WellbeingThe clear winner in this category, this entrant proved that public sector funding is not an obstacle to offering a wide scope of benefits to achieve a healthy work-life balance.The diverse workforce at the University of Lincoln includes a number of people with ...
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Employee Benefits Awards 2011: Most effective all-employee share scheme strategy
WINNERMarks and Spencer, Sharesave 2010 entered by EquinitiThe tough economic climate, coupled with the Treasury’s decision to remove the bonus on three-year sharesave schemes, prompted Marks and Spencer to review its scheme to ensure it continued to be valued as an employee benefit.he company took the bold step of stripping ...
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Employee Benefits Awards 2011: Most effective reward or benefits strategy for staff based outside the UK
WINNERQuintiles, EMEA total reward statements entered by EdenredThe pharmaceutical firm bravely took on the challenge of delivering international total reward statements cost-effectively and in a short timeframe.A three-tiered approach enabled Quintiles to deliver the appropriate statements in various countries. Unusually, the analogy used to convey messages around reward was milk. ...
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Employee Benefits Awards 2011: Most effective benefits strategy in a public sector organisation
WINNERUniversity of Lincoln, UOL Total RewardLike many public sector organisations, the University of Lincoln had traditionally taken a very formal approach to benefits, based on the public sector philosophy of offering generous sickness entitlement, holidays and pay, but demonstrating little in the way of creativity. To meet the needs of ...