Please contact us if you need assistance. Non inferiority of bisoprolol-first versus enalapril-first treatment was not proven in the per-protocol analysis, although the two strategies for initiation of CHF treatment showed a similar rate of the primary combined endpoint death and hospitalization at study end (32.4% in the bisoprolol-first group vs. 33.1% in the enalapril-first group, per-protocol population). If treatment with bisoprolol is considered necessary, the uteroplacental blood flow and foetal growth should be monitored. It is not known whether this drug is excreted in human milk. Microsoft is quietly building an Xbox mobile platform and store. Signs of High Blood Sugar There are some general tips people can follow when searching for a family therapist. One Plan Provides an HSA Account for Medical Expenses. For over a decade, Kendra Lusty has been a writer for Access Development, and currently focuses her research and writing on topics related to loyalty and engagement. The newborn infant must be closely monitored. Microsoft takes the gloves off as it battles Sony for its Activision In healthcare, this rises to 66% (, 59% of IT professionals feel theyre underpaid; 24% dont expect a raise of more than 5% in 2017 (, 61% of current tech workers say they are underpaid (, A little over one-third of tech workers said they were paid fairly and 5% said they were overpaid for their position (, 41% of tech employees feel they are paid unfairly (, 60% of tech workers said their current employer discourages talk about salary between co-workers (, 44% of workers felt skilled employees were unrecognized for their work (, Almost all HR certifications lead to a pay raise of some sort, with increases ranging from 2.9% to 28% (, 60% of organizations said theyre very concerned about worker retention in 2018, but 73% expect wage increases to remain at or under 3% as they were in 2017 (, 67% of managers think employees are fairly paid, while only 21% of employees think their pay is adequate (, Minimum wage violations are causing affected workers to lose out on an estimated $15 billion in wages (, 41% of the wages states order employers to pay workers arent recovered (, One of the most common recruiting methods is offering competitive salaries (43%) (, 75% of executives believe that in the next decade, in order to recruit and retain talent, compensation alone will not be enough (, 71% of employers raised salaries in 2017; 43% did so by more than 3% (, 62% of managers boosted a salary offer to woo a specific candidate (, 48% of hiring decision makers note salary and compensation is the most influential factor for a candidate decision on where to work (, 45% of hiring decision makers note that salary is the top reason for employees changing jobs (, 58% of workers say theyd start a job with a lower salary if that meant working for a great boss (, 85% of managers claim they know how to explain pay decisions to employees, and only 37% of organizations agree (, 48% of employers havent decided how theyll communicate the pay ratio to employees, 39% plan to have their organizations leadership answer employees questions, 16% are preparing managers for discussions with workers, 14% have a detailed communication plan to inform workers, and about 14% dont plan to inform workers at all (, 90% of workers would prefer bonuses or extra time off rather than the company-sponsored event (, 61% of employers are planning on presenting workers with holiday bonuses (, 62% of workers and 78% of Millennials said theyd accept a pay cut to work for a company with a mission that mirrored their values (, 71% of employees would take a pay cut for their ideal job (, 21% of employees would take a 10% pay cut to work in a nicer workplace (, 36% of millennial workers plan to take a pay cut to work fewer hours (, Gen Z, manual workers, low-wage earners and workers from densely-populated areas reported experiencing the highest levels of extreme stress (, 36% of parents are willing to take a pay cut, while 41% of millennial parents intended to downshift to a less stressful job (, 71% of workers say the ability to provide for themselves and their families is what motivates them to do their job, followed by money (63%), and the ability to make a difference (38%) (, Millennials annual hourly earnings are growing at a rate nearly double the national rate (5.8% vs 3%) (, The average hourly wage for a female millennial is $20.44, but $23.03 for men (, Female millennial hourly workers experience a lower annual growth rate in hourly wages at 5.3% vs 6.2% for men (, Among IT professionals who plan to leave, 75% are looking for a higher salary (, Black mens average hourly earnings were 80% of that of white mens in 1979. ; 23% are considering doing this in the future (, 57% of employers offering financial education report their program is successful, and 6% say their financial education program is unsuccessful (, Employers said theyre moving to empower workers saddled with long and short-term money problems with financial education by offering (63%) or thinking about offering (19%) financial education to help their employees manage money, improve their investment decisions, understand their benefits and curb productivity losses caused by money concerns (, Saving for retirement, paying for childrens education and handling basic living expenses are negatively impacting the workplace through stress (79%), lack of focus at work (64%), physical health issues (36%) and absenteeism (34%) (, Nearly 25% of employers reported having a financial education budget in 2018 vs. 14% in 2016 (, 20% of employers are considering adding a financial education budget (, In workplaces where a financial education program is offered, 61% of employers indicate that their employees are more financially savvy, and 71% believe that their employees are more prepared for retirement (, 34% of employers said they are considering expanding financial education programs for workers (, Employees prefer financial benefits, such as profit-sharing (40%), pensions (51%) and monetary bonuses (54%), and would be willing to change jobs to receive these benefits (, 47% of US employers include financial well-being in their overall workforce well-being strategy; 80% expect to include it by 2018 (, 75% of workers expect their employers to donate money to people in need in their own communities or allow workers to volunteer their time (, 40.5% of associations offer employees tuition assistance (, 22% of employers offer a casual dress code; 40% only relax dress codes on Fridays (, One-third of U.S. workers say they participated in no training to improve their skills in the past year (, 43% of employees who received training found it to be ineffective (, 93% of employees want training that is easy to complete/understand, 91% want it to be personalized/relevant, and 90% want it to be engaging/fun (, 89% of employees want training anytime/anywhere they need to do their job, 85% want to be able to choose the training times that fit their schedule, and 80% believe frequent/regular training is more important than formal workplace training (, 80% of workers feel upskilling is their responsibility; neither they nor their employers are acting on upskilling opportunities (, A third of U.S. workers said theyve done nothing to upskill in the past year (, 67% of employees said they need more skills and training to keep up-to-date (, 40% of employees said their employers havent offered opportunities or paid for upskilling (, Career development was more important among millennials than work-life balance (, 61% of workers said their employers are providing upskilling opportunities in the technical and soft skills of the future, only 50% said their employers provide career development opportunities that meet their needs and chances for advancement (, 91% of high performers reported that working for an employer that offered learning and development opportunities was important to them (, 34% of women are satisfied with career advancement opportunities at their current employer, compared to 44% of men (, 30% of women do not feel they have the same career advancement opportunities as men who have the same skills and qualifications at their organization, compared to 12% of men (, A lack of learning opportunities or increase in sense of favoritism can stifle engagement and increase odds of burnout by 16% and 23% (, 43% of women are satisfied with training and learning opportunities at their employer vs. 55% of men (, 40% of employees said they wont arrange or pay for their own upskilling (, Workers ages 18-34 said career development matters most in accepting a job offer, while workers 55+ cited paid time off as their top factor (, 25% of employers offer training to help workers understand the vulnerability of systems and how to avert breaches (, Companies top 3 challenges are training (44%), planning and budgeting (38%) and technology (37%) (, 45% of workers believe that company-provided development programs are not applicable to their day-to-day job needs (, 14% of employees would grade their company an A for the availability of training resources (, 45% of companies say they have increased their investment in training and development programs during the last two years (, 55% of employees say they think they could advance professionally if they were offered greater training opportunities (, 90% of adults said employers could do more to train workers to learn in-demand skills (, 39% of employees want professional development (, 69% of adults said employers fail to provide training (, 68% of workers say training and development is the most important workplace policy, followed by working hours flexibility (74%), promotion of health at work (72%) (, 25% of full-time employees have paid professional development (, 67% of Gen X leaders said they would like more external coaching and 57% want external development (, 46% of employees say their company's training courses/methods make them less likely to leave (, 35% of employees are concerned about falling behind in acquiring the new skills required to succeed in more advanced future positions (, 53% of employees in a recent survey said they were scared to bring up their health condition with their direct supervisor (, 29% of employees said they feared disclosing their impairments to HR (, 92% of U.S. employers offer educational benefits (, The most common education benefits employers offer include: tuition assistance/reimbursement (63%), in-house training seminars (61%), attendance at educational conferences (51%), continuing education courses (50%), coverage for licensing courses and exams (44%), personal development courses (35%), and 529 college savings plans (10%) (, The most common reimbursement amount to employees is $5,000 to $5,999 (, 54% of organizations have a payback requirement if the employee leaves within one year of gaining his or her education (, 1% to 5% of employees taking advantage of employer-provided tuition reimbursement (, 4% of employers currently offer their employees some form of assistance or incentive to repay student loans (, The top 5 barriers to organizations considering offering student loan repayment benefits are high costs; uncertainty and complexity of implementation; resentment among employees who are done paying off their student loans already; resentment among employees who are in loan debt but ineligible for benefits; and employee turnover after requirements for repayment have been met (, 31% of candidates encountered companies that offered some level of student-loan repayment benefits during their job search (, 4-5% of U.S. companies currently offer student-loan repayment assistance (, 23% of employees said they are considering implementing student loan repayment benefits in the future (, Its anticipated that 34% of employers will offer a student loan consolidation program by 2021, up from 8% in 2018, and 35% of employers will offer student loan refinancing arrangements by 2021, up from 10% in 2018 (, 4% of organizations said they are offering a company-provided student loan repayment benefit, 35% are offering online financial advice services and 34% are offering such sessions in a one-on-one type format (, Less than 40% of workers believed that counseling for student loan debt could be beneficial; younger workers were more likely to perceive this program, along with budgeting and debt counseling, as useful (, 78% of workers with student loan debt, including 65% of workers over age 55 with current or future loan debt, want their workplace to offer student loan benefits (, While student loan repayment is the most requested financial benefit, its only third on HRs list of priority benefits (, 48% of workers are interested in debt counseling, 47% day-to-day budgeting and 39% in student loan debt assistance (, 80% of Gen Z employees think theyll need a bachelors degree to get their dream job but only 30% think theyll be able to repay their student loans (, 81% of employers already offering financial assistance said the benefit would apply to same-sex couples next year, compared with 65% in 2017 (, Programs addressing fertility are up 35% points from 2016 to 2018; neonatal and first year of life are both up 27% (, 21% of employers offer an app-based mobile phone fertility or maternity program, with 16% offering it through the health plan and 5% through other vendors (, 66% of employers say they expect to offer fertility benefits by 2019 (, 86% of companies that published diversity and equal opportunity policies showed an ROE advantage of 2.5% (, Disclosure of diversity and equal opportunity targets netted a 2.4% ROE advantage (, 23% of organizations have a formal diversity and inclusion policy (, 71% of employers who currently provide fertility benefits report they do so to support inclusion and diversity goals; 59% are hoping to recruit and retain top talent; 49% are aiming to create a woman-friendly workplace (, Fertility coverage for same-sex couples will hit 81% among employers offering fertility benefits by 2019 (, 82% of businesses that currently offer fertility coverage say they will make no changes in 2018; 17% expect to enhance offerings and 1% plan to decrease benefits (, A little less than one-third of employers with 500 or more employees offer some type of fertility benefit, while 41% of employers of all sizes offer paid maternity leave and 32% offer paid paternity leave (, 34% of employers offer unpaid family leave beyond whats required by the Family and Medical Leave Act (, Family-friendly benefits that have seen increases during the past two years include dependent care and flexible spending accounts (+5%), resource and referral services for child care (+5%), Take Your Child to Work Day (+6%), financial assistance for adoption (+1%), and 529 education plans (+5%) (, 25% of workers said work-life balance is the most important aspect of how their company connects with them (, 11% of workers have refused a new job due to a lack of good work-life balance opportunities, while around 75% of workers would carefully consider their childcare arrangements before taking a promotion or new job (, 8% of full-time workers receive some kind of childcare stipend (, 9% of men are likely to use child care vs. 2% of women (, 25% of organizations allow parents to bring children to work in an emergency (, 51% of organizations offer lactation rooms, 13% offer lactation support services, and 12% offer on-ramping programs for parents returning to work (, About 10% of workers said theyd prefer a more relaxed dress code or activities like picnics and potlucks as a summer perk (, 14% of senior managers said they do not offer any summer perks for employees (, 41% of employees ranked bonuses as their most preferred holiday perk (, 46% of employees said their employers dont give out any type of monetary holiday gifts (, Holiday Perks in order of popularity include: a holiday party (36%), extra time off (28%), holiday bonus (26%), office close-down between Christmas and New Years Day (22%), an employee gift exchange (18%) and an employer-paid holiday meal (18%) (, 71% of employers are planning on a holiday party for employees, compared with 69% last year (, 94% of workers want a gift from their employers to make them feel valued, appreciated and happy this Christmas (, More than 73% of employees didnt care to have company retreats and charitable donation matching programs added to their benefits package (, The most in-demand gifts that employees would like to receive from their employers during the holidays include: gift vouchers (29%), an early finish (28.8%), free bar at company Christmas party (20%), a physical gift (10.3%) and a charitable donation made in their name (7%) (, IT professionals would prefer an early finish this festive period, with 35% in the IT department choosing this as their ideal Christmas gift (, 11% of senior management would like a charitable donation to be made in their name, compared to the average demand for this present of just 7% (, 33% of women want gift vouchers as the ideal present versus 23% of men (, 22% of male employees prefer a free bar as the ideal present versus 18% of women (, 55% of employers are buying employees gifts this year (, 65% of consumers would be interested if their employer offered easy and affordable access to genetic testing for health purposes (, 26% of consumers want genetic testing as a voluntary benefit but only if it is free (, 9% of consumers would have no interest in an employer offer of access to genetic testing (, 88% of employees that work in pet friendly workplaces plan to stay at the company for the next 12 months vs. 73% of those that dont work at a pet friendly workplace (, 72% of employees that work in pet friendly workplaces would decline a job offer with another company at similar pay vs. 44% of those that dont work at a pet friendly workplace (, 91% of employees that work in pet friendly workplaces feel fully engaged with their work vs. 65% of those that dont work at a pet friendly workplace (, 90% of employees in pet friendly workplaces and less than 65% of employees in non-friendly workplaces feel highly connected to their companys mission, fully engaged with their work and willing to recommend their employer to others (, More than three times as many employees at pet friendly workplaces report a positive working relationship with their boss and co-workers (, 83% of employees that work in pet friendly workplaces feel their work is rewarding and exciting vs. 46% of those that dont work at a pet friendly workplace (, 88% of employees that work in pet friendly workplaces would recommend their place of employment to others vs. 51% of those that dont work at a pet friendly workplace (, 91% of employees that work in pet friendly workplaces feel the company supports their physical health and wellness and 89% feel the company supports their mental well-being vs. 59% and 53% of those that dont work at a pet friendly workplace (, 52% of employees that work in pet friendly workplaces report a positive working relationship with their supervisor and 53% with their co-workers vs. 14% and 19% of those that dont work at a pet friendly workplace (, 85% of employees that work in pet friendly workplaces rarely miss a day of work for well-being and/or recuperation vs. 77% of those that dont work at a pet friendly workplace (, 15% of employees wants pet insurance and 15% want pet friendly offices (, 19% of Gen Z want a pet friendly office (, Pet-related benefits, like pet health insurance, are offered by 15% of organizations (, 28% of employees want ID theft prevention and 16% want public transit assistance (, Transit subsidies, no longer deductible by employers, are available in about 14% of organizations (, The most common elder-care benefits, referral service is still available at only 10% of organizations (, 95% of workplaces provide a break room or kitchenette, 78% offer free coffee to employees, and 13% offer subsidized or free cafeterias (, 51% of organizations offer community volunteer programs, and 20% offered organized-sponsored sports teams (, Traditional program and club benefits, like annual company outings or picnics (68%) and company paraphernalia (71%), continue to be popular and common (, Electric vehicle charging stations are offered by 13% of organizations (, 32% of organizations offer legal assistance (.

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