How To Build A Strong Employer Branding Strategy

It describes an employer’s reputation as a place to work, and their employee value proposition, as opposed to the more general corporate brand reputation uss express employer review and value proposition to customers. The term was first used in the early 1990s, and has since become widely adopted by the global management community.

employer review sites

The first ratings sites started in 1999, with and (created by John Swapceinski, re-launched with Hussey and further developed by Patrick Nagle as RateMyProfessors). The most popular of all time, Hot or Not, was launched in October 2000.

Why Employee Reviews Matter

Your positive response to praise will demonstrate your commitment to continued levels of improvement. Employer 3 has 500 full-time, salaried employees who are offered coverage and 500 full-time hourly employees who are not offered coverage. The company will need to offer coverage to at least uss express employer review 450 hourly employees to meet the 95% requirement to be treated as offering coverage. Just as sites like Yelp and TripAdvisor have sprung up to review restaurants and hotels, there is a menagerie of websites dedicated to allowing current, past, and future employees to review employers.

employer review sites

After the employer responds with documentation of corrected data previously reported on the Forms 1095-C, the IRS will complete their review and send a Notice 220J to the employer. This notice confirms the final penalty amounts being charged, by month. The Notice 220J may also indicate that no penalty is being charged based on the IRS’s review of any data or documentation provided by the employer in response to the initial Letter 226J. Employers that receive these notices will have 90 days to file an appeal if they believe the eligibility determination was made in error. It’s important that employers maintain documentation and records to provide proof of compliance with the employer mandate. Each year, public Marketplaces should send notices to employers that may owe a penalty for not complying with the employer mandate.

Reviewers Are Obsessed With Target’s Chic Storage Baskets

By doing so it supports both external recruitment of the right kind of talent sought by an organization to achieve its goals, and the subsequent desire for effective employee engagement and employee retention. Great place to Work offers some of the most in-depth employer reviews. While GlassDoor offers individual employee feedback, Great Place to Work’s employer review system is based on a collective rating of all current employees’ feedback on an anonymous survey in six different areas. They also provide great visuals on employer statistics giving potential job candidates multiple ways to look at data. Group health insurance and health benefit plans are insured or administered by CHLIC, Connecticut General Life Insurance Company , or their affiliates .

  • When you get a positive performance evaluation, you may be feeling relief, excitement, pride, and appreciation.
  • Your mental health and substance use coverage is included under your employer’s medical plan; there’s no separate deductible.
  • The ACA counts you as full-time if you average more than 30-hours-per-week at your job.
  • If you say instead ‘it seems to me there is a lot of drug use at my company’ it is much more likely to be considered an opinion,” Glassdoor’s tips page states.
  • Group health insurance and health benefit plans are insured or administered by CHLIC, Connecticut General Life Insurance Company , or their affiliates .

If you discover your employer has covertly stopped your health insurance, contact your boss or human resources and ask why. It might be they have a valid reason but made a mistake in the notification process. Suppose your health benefits covered your unemployed spouse, who is now back at work. Many companies will not cover a spouse who can take out insurance through her own employer. One of the many federal laws covering worker benefits, the Employee Retirement Income Security Act says your employer must notify you about any major changes to the plan, such as an upcoming cut in benefits. Surprisingly, some courts have held that canceling the plan outright is not a modification, so the company does not have to notify anyone.