You are now leaving Univest.net. Univest Corporation of Pennsylvania (together with its subsidiaries and affiliates, "Univest") is not responsible for, and expressly disclaims all liability related to, any third-party site. Univest has no control over the contents of third-party sites and accepts no responsibility for them or for any loss or damage that may arise from your use of them. If you decide to access any third party websites, you do so entirely at your own risk and subject to the terms and conditions of such websites. Univest does not endorse any third party websites, the contents of such websites or the operators of such websites.
By:
Lisa Perry, Senior Employee Benefits Consultant, Univest Insurance, Inc. December 2, 2020
Believe it or not, before the COVID-19 pandemic hit, a staggering 33 million Americans lacked even a single day of paid time off to care for themselves or a sick family member. Most of us are familiar with the term FMLA (Family Medical Leave Act) or we’ve heard of it before at some point in our life. When the pandemic hit, our government had to create a whole new kind of leave in addition to FMLA in order to help cover the gap for when individuals get COVID-19 or come in contact with someone who had COVID-19 and need…
By:
Lisa Perry, Senior Employee Benefits Consultant, Univest Insurance, Inc. February 1, 2019
According to a 2018 report from the U.S. Bureau of Labor Statistics, employees are quitting their jobs in record numbers, reaching levels that we haven’t seen since 2001. This should make it clear that retaining talented and skilled employees should be one of your company’s TOP priorities.
Studies on the cost of employee turnover are all over the board. Some studies (such as SHRM) predict that every time a business replaces a salaried employee it costs six to nine months’ salary. For a manager making $40,000 a year, that’s $20,000 to $30,000 in recruiting and training expenses.
By:
Lisa Perry, Senior Employee Benefits Consultant, Univest Insurance, Inc. June 1, 2017
Can you recall exactly why you chose to work at the job you have now? Was it for the salary, benefits, opportunity for advancement or culture? I remember when I finished college, I had several job offers. I was drawn to one in particular, not because of where it was located or the salary, but rather the office atmosphere, the hiring manager and the attitude of the employees I met. My salary may have been lower than other offers, however, I felt it was a better fit. What I realize now is that it was the employee value proposition…
